Extribyte
HR / LR Solutions
HR/LR Compliance Audits
A compliance audit will indicate if the organization is compliant with the required
labour legislation applicable, such as the Labour Relations Act, Basic Conditions of
Employment Act and Skills Development Act. It includes the
following, amongst others:
- Recruitment and Appointments
- Employment Contracts
- Conditions of Service (leave, working hours, overtime, etc.)
- Policies, Procedures, and practices
Employment Contracts
We can ensure that all employment contracts meet the legal requirements and that it addresses all the required elements agreed between the parties.
Dispute Resolution
We provide expert advise and support to employers on all labour disputes under the
LRA, including dismissals, unfair labour practices and unfair discrimination matters lodged with the CMA or Bargaining Councils.
Policy and Procedure Development
Proper and compliant policies and procedures ensure easy decision making as it acts as a guideline on how managers and staff are to deal with situations that arise. It will also ensure that the required procedures are clearly outlined for all staff and managers to follow, in line with legislative requirements where applicable. This includes policies and procedures on:
- Employee Code of Conduct
- Recruitment, Selection and Appointments
- Remuneration and pay structures
- Performance Management
- Incapacity: Poor Performance
- Incapacity : Ill Health
- Disciplinary Code and Procedure
- Retrenchment and Staff Lay-offs
- Strike Management Policy
- Training and Development
- Grievance Procedure
- Leave Policy
Organisational Rights and Union Negotiations
We support or represent employers in negotiations with unions and also establish bargaining units, advise on recognition and recognition agreements and relationship management, as well as concluding of collective agreements.
Management and Union Relationship Building
We facilitate relationship-building workshops between unions and management to strengthen relationships, find common ground and to agree on basic principles of engagement and building trust.
Retrenchments and Re-structuring
Employers are advised and supported in cases of restructuring and retrenchment, ensuring that the required processes are followed and that decisions taken and implemented are in accordance with legislative requirements.
Incapacity
We develop and implement incapacity procedures and processes for dealing with poor performance or cases of continued ill-health. We conduct the necessary investigations and guide employers through the required process to ensure legal compliance.
Conflict Resolution
Workplace conflict is disruptive and unproductive and needs to be dealt with without delay. We facilitate the process of mediation and conflict resolution between conflicting parties with the aim to mend relations to ensure opposing parties or individuals can work together harmoniously in the future.
Learning Material Design and Development
Consider some training savings by conducting in-house training using your own customized learning material, as opposed to using external training providers. Our research and development team has extensive experience in designing qualifications, skills programmes and short courses in a wide variety of industries. Our team is also geared towards design and development of on-line learning solutions, using learner management systems that will cater for blended learning approaches, on-demand learning and customized e-learning solutions. Passion is our middle name and your satisfaction is our priority.
Frequently Asked Questions
Why do we have to have a written Employment Contract with an employee?
The BCEA requires employers to keep employment information on the condition of service of employees, which are compiled in a contract and agreed and signed by both parties.
Why is it important to have policies and procedures?
Policies and procedures on employment matters and practices simplifies decision making when matters arise, and ensures that both managers, supervisors and employees are aware of how a particular aspect will be dealt with. The LRA also requires employers to follow specific procedures when dealing with matters such as dismissal.
Who must submit an EE Plan?
All employers who employ more than 50 employees who or who has a turnover as stipulated in the schedules to the EE Act.
What is the difference between a Job Profile and a Job Description/Duty Sheet?
A Duty Sheet or Job Description normally only list the required duties of an employee, whilst a Job Profile is a comprehensive document which includes job requirements, duties as well as competencies and attributes required by a specific job.
What is incapacity?
In terms of the LRA incapacity refers to situations where employees either not meet specific performance standards (poor performance) or cannot perform their duties as required based on continued ill health or injury.
Where does one find information about incapacity?
Schedule 8 of the LRA stipulates the fairness requirements when dealing with cases of incapacity and distinguish between poor performance and ill health.
What is a recognition agreement?
It is an agreement between an employer and one or more unions, where the employer agrees to grant certain rights to a union in the workplace. Based on the number of members the union have in that workplace and it also recognize the unions(s) as a bargaining agent on behalf of employees.
What is a dispute?
In terms of the LRA, a dispute is a situation where an employee and employer could not agree on certain actions or practices from either side, and needs the help of an outside forum such as the CCMA or a Bargaining Council to assist the parties to deal with the dispute or disagreement.
Contact
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Office address: 999 Clifton Avenue, Centurion
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