EFFECTIVE HUMAN SOLUTIONS
Consulting in Cape Town

LabourWise is a unique, web-based labour relations advisory service for small, medium-sized and larger businesses. Neil Raymer, a B Soc Sc graduate from Rhodes University and PG Dip IR (University of Natal) who specialises in BEE verification, Skills Development, standard operating procedures and general HR consulting. members gain full, unlimited access to the LabourWise advice service and all its associated resources\. Generic employment contracts for temporary and permanent appointments\. Practical hints for employers about the do's and don'ts of labour relations. LabourWise can also be used as a standardisation tool for owners that run more than one business and have managers in various locations or in branches of the same company. In a nutshell, the LabourWise advice service is an uncomplicated, safe and cost-effective way of understanding and implementing labour legislation in your business. Use us to take preventive measures to minimise labour issues, or resolve existing problems before they break your company's bank. Think of us as your long-term labour legislation partner! COLLECTIVE COVER-UP LEAVES NO PLACE TO HIDE Where individuals within a group of employees have committed misconduct, members of the group may refuse to give information to assist in identifying the culprits. We offer advice on labour and employment related matters: labour laws, employment contracts and forms, misconduct, disciplinary hearings, unfair dismissal, retrenchment, labour relations, trade unions, disputes, ccma conciliation and arbitration, case law, strikes and industrial action. Full membership includes online, telephonic & email advice. What does an employer do if a work permit is due to expire, or has already expired? The employer needs one or more co-perpetrators to give evidence at the disciplinary hearing. Can one agree to a lesser sanction in return for his testimony against the alleged accomplices? Wilful and persistent refusal to carry out an instruction often results in summary dismissal. It becomes trickier if the employee has a good reason not to follow the instruction. The assumption is often made that people who do volunteer work are not employees. Can employees be dismissed for expressing their personal opinions outside the workplace and outside of working hours? Many employers would simply pass the responsibility to external advisors. Yet, provided a few fundamentals are taken care of, there is no reason why managers could not do it themselves and leave only the most complicated cases for external parties to assist with. As a rule employers should give newly-appointed employees some time to settle in before deciding on their suitability for the job. Time spent travelling between clients and the workplace during the working day would normally be regarded as working time. But what about time spent travelling to work, or time spent at the workplace before commencing with normal daily tasks?