The 3rd Annual Progression and TDCI Disability Equity Conference
Ensuring compliance with Employment Equity legislation through Skills Development planning can often be a daunting task for those Human Resources professionals, who are tasked with processing this function inside their organisations. Add to that the complexities of Disability Equity and the process can seem ever more challenging. The procedure involved in completing the Disability Equity piece of the puzzle may at first seem complex and challenging. However, with all the Skills Development pieces in place, it is a highly rewarding long-term investment.
This is according to Beth Cook, CEO of Progression, an equity-owned company, aimed at successfully integrating more people living with disabilities into the workplace.
“This year we will be taking you through the practical ways in
Read more: Solving the Disability Piece of the Skills Development Puzzle
Pretoria – The International Labour Organisation (ILO) has adopted a new legally binding Protocol designed to strengthen global efforts to eliminate forced labour.
The Protocol, supported by a recommendation, was adopted by government, employer and worker delegates attending the 103rd session of the ILO Conference currently taking place in Geneva, on Wednesday.
The new Protocol brings the existing ILO Convention 29 on Forced Labour, adopted in 1930, into the modern era to address practices such as human trafficking.
The accompanying Recommendation provides
BY Ivan Israelstam, Chief Executive of Labour Law Management Consulting. He may be contacted on (011) 888-7944 or 0828522973 or on e-mail address:
There are many reasons why parties lose dismissal cases at the CCMA. Mistakes that have been made by the parties include:
q present all of it at the disciplinary and/or arbitration hearing
q present the evidence in a proper manner to enable the chairperson/arbitrator to find in the employer’s favour
The basic reason for poor presentation of evidence is
BY lvan lsraelstam, Chief Executive of Labour Law Management Consulting. He may be contacted on (011) 888-7944 or 0828522973 or on e-mail address: ivan@labourlawadvice.co.za. Web address: www.labourlawadvice.co.za.
Schedule 8 of the Labour Relations Act (LRA) provides for graduated disciplinary measures including warnings and then final warnings. The legal purpose of giving warnings is to inform and/or remind employees of the employer’s standards of conduct and work and to give them a chance to improve their conduct/performance. The following are answers to 8 questions that we are constantly asked about warnings.
by Colin Adam, Director of People Development, Ennea International
A team or not?
Before starting to work with a team developmentally, it’s important to know whether or not this group of people is, in fact, a team. For this purpose one needs to form a view of exactly what defines a team. There are many definitions of the concept “team” but most people would probably agree, at least, on the following:
Read more: Considerations in Creating High Performance Teams
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