Managing the employer-employee relationship need not be a labour(ious) task
The relationship between an Employer and Employee is vital to a business’ success. Although this relationship is characterised by good faith, does it also need to be regulated.
The Contract of Employment, the Employer’s Disciplinary Code and labour legislation mainly regulates this relationship and defines the rights and duties of Employers and Employees. South African labour legislation, being The Constitution, the Employment Equity Act, the Basic Conditions of Employment Act and the Labour Relations Act operates in conjunction with and overrides the individual Contract of Employment.
Despite the regulatory tools available to manage the Employer-Employee relationship as well as Employers’ and Employees’ intention to always act in good faith towards each other, situations in the workplace environment do occur, which requires discipline to be applied to employees. It is therefore of utmost importance and comparatively more so for the Employer, to have properly drafted Disciplinary Policies and Procedures, as a fair and comprehensive disciplinary procedure is necessary to deal with employees who deviate from these standards.
Frans Schutte & Mathews Phosa (Nelspruit) Inc has the expertise to assist you in laying the foundation of the relationship between you and your employees, by drafting a comprehensive Contract of Employment, together with Disciplinary Policies and Procedures, tailor made for your business.
Should the eventuality arise that an employee(s) need to be disciplined, will the firm be able to provide the following services :
- Advising on the legal requirements for fair Disciplinary Enquiries;
- Acting as Prosecutor (as representative for the employer) in Disciplinary Enquiries
- Acting as Chairperson of a Disciplinary Enquiry.
The firm also has the expertise to assist in Mediations, Arbitrations and Reviews.
Please make an appointment with Celesté Gebhard at Frans Schutte & Mathews Phosa (Nelspruit) Inc by calling 013 752 2598.
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