In every facet of business life in South Africa, Broad Based Black Economic Empowerment plays a substantial role. Since BBBEE is so important for business in South Africa why then are so many falling short on their own targets, or becoming overwhelmingly frustrated at having to meet seemingly impossible legislative requirements?
Understanding some of the Reasons for failure
Perhaps the most pertinent reason for failure is a lack of understanding of the legislation. As Murphy’s law suggests – you don’t have time to do it right the first time, but you have plenty time to do it right the second time. BEE implementers tend to have an overview of the legislation but don’t know the over 100 pages in great detail. As a result of the knowledge they have, they will either not implement activities (not knowing that they can earn points) or not collect data relating to activities already implemented. The knock on effect becomes quite dramatic – as a result…
Our clients success speaks volumes about our long term, sustainable approach. Contact us to gather more information about our Managed Service and begin your journey to BEE success.
|Dismissals – procedure for success|
Human resource management in any business is such an important job. Your employees are a valuable resource to your company in the same way that a chemical resource is important to a soap manufacturer, if not more so. The HR department has important roles in the success of any business in its current position as well as when it grows. There are many acts and laws that HR practitioners need to follow. The Employment Equity Act looks at reducing unfair discrimination and ensuring that companies comply with the country’s demographics. The Basic Conditions of Employment Act, as the wording suggests, details the minimum rights that an employee has. For example an employee may have more than 15 working days leave (21 consecutive leave days), but no less. The Skills Development Act sets criteria for interactions with the SETAs. One of the most important acts in the HR world is the Labour Relations Act. The Labour Relations Act governs unfair dismissals and the procedure with which an employee may approach the CCMA with a case against his/her employer. These many acts, which are only a handful of other acts that guides one with the running of a company, can be rather difficult to navigate and one small wrong move may have disastrous financial implications for your company. For example if you are in the unfortunate position where you have an under performer and would like to dismiss them, if the procedures are not followed correctly the employee may have a case against you at the CCMA.
The CCMA (Commission for Conciliation, Mediation and Arbitration) has been set up to try and facilitate repairing the relationship between an employee and employer once the relationship has turned sour. Unfortunately every company at some stage has had a CCMA case. The difficulty about the CCMA is that the preparation that employers need to do far surpasses the preparation that employees need to do. Your company must be able to prove all its actions were justified and that no discrimination took place. Not following procedures, lack of preparation and document gathering may result in a lost case.
The key is to…
Join us for a Basic Labour Law and Amendments course on 30 September and How to win with Dismissals and Arbitration on 1 and 2 October for an interactive session explaining the law and the recent amendments as well as real case studies.
The Labour Relations Act which was recently amended, governs labour practices such as disputes and dismissals. Procedurally incorrect or substantively unfair dismissals are costly, especially if they are referred to the CCMA or Labour Court.
Join us for a practical session on the Amended Labour Relations Act how to protect your company from costly cases.
- Effective procedures and practices for dismissals
- Effective procedure and practices for performance
- Presenting your case at the CCMA
- Mediation, Arbitration, “Con-Arb” and the CCMA
- Minimizing Labour Relations risks
Who should attend:
All people responsible for HR and EE issues at designated companies.
What you get:
A detailed workbook containing the act, quality presentation, case studies.
Date and Venue:
30 September – Basics to Labour Law and amendments
1 October and 2 October – How to win with dismissals and arbitration
Venue: 435 Rugby Avenue, Ferndale
Time: 8:30 for 9:00 – 17:00
- Basics to Labour Law and amendments-R2 500 plus VAT (R2 850 incl VAT)
- How to win with dismissals and arbitration-R5 000 plus vat (R5 700 incl VAT)
To book please fill in the booking form on the last page of this document and fax it to 011 483 1195 or contact us directly on 011 483 1190 or email it to email@example.com.
|Advertising industry – hypocrites|
The dti minister has released the MAC Charter in terms of section 9(5) of the B-BBEE Amendment Act.
You can read it here. Section 9(5) means that the sector code has been released as a draft only. The public has 60 days to comment, after which the minister can decide to publish it as a formal sector code which must be followed.
MAC stands for marketing, advertising and communication. It affects advertising agencies, public relations companies and companies involved in conceptualisation, creation, production and implementation of communication as a means of marketing.
The MAC Charter was originally issued as a draft in August 2008, but never finalised.
An interesting feature of the MAC charter is it has been endorsed by the stakeholders, including:
- Advertising Standards Authority (ASASA)
- Association for Communication and Advertising (ACA)
- Communication and Advertising Forum for Empowerment (CAFE)
- Government Communications and Information Services (GCIS)
- Public Relations Institute of Southern Africa (PRISA)
- South African Advertising Research Foundation (SAARF)
Letters from some of these organisations endorsing and supporting the MAC Charter form part of the gazette itself. It would be logical to expect these organisations to have their own valid BEE certificates and be proud to issue them to whomever asked. The only way to see an organisation’s support of the transformation process is via their BEE certificate.
Unfortunately this is…
Preferential Procurement – Save Time by using the BEE Procured database containing over 70 000 BEE Certificates. Managed Service: Our consultants can phone your suppliers for a BEE certificate – Managed Service.
While there is demand for a B-BBEE Scorecard someone will be taking advantage, shouldn’t that someone be you…
10 September 2015
In this issue
- BEE Success or Failure
- Dismissals – procedure for success
- Advertising industry – hypocrites
EconoBEE is an expert BEE consultancy. EconoBEE helps businesses Become BEE Compliant, prepare for verification, earn maximum BEE Points and ensure that they achieve the BEE Level they need to get more business.
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