Sonja Vorster
On many occasions I have experienced that employees either forgot or do not know what is in their employment contract and disciplinary code. Employers assume that the employees should be familiar with the contents of these very important documents.
In 9/10 cases the employees have no idea of its content. And if the employee last looked at the document 10 years ago on the first day of employment, I can guarantee the employer that the employee cannot remember the contents. These documents normally get looked at again by both parties when disciplinary problems arise.
In my experience, over the years in the Human Resources and Industrial Relations field, the above scenario is more the rule than the exemption. These two documents form the very foundation of the employment relationship between the two parties.
I would urge employers that if you want to improve the relationship and get staff to pull up their socks, take a new look at these two documents. It is time that employers get their house in order.
Invest in your employees as they are the ones that can make or break your business. Contact a labour advisor to assist you in tailor-making a contract and disciplinary code for your company, but do not make the mistake to stop there.
Once you have updated your contracts and disciplinary codes for your business, re-implement the contracts. Take time out of your busy schedule and either in groups or on a one-on-one basis go through your face-lifted contracts and disciplinary codes and explain the entire document to the employees.
Ensure they understand the content in a manner that even the illiterate workers would understand. Be balanced, and do it in a manner that they understand that the documents are the foundation and that their rights and interests are contained in the document.
When this exercise is completed, give them a copy to take home. If the exercise is done correctly, you as an employer will find that the employees understand what has been told, what is expected and what will be the consequences if they should step out of the boundaries that have been laid down.
Ensure that this exercise is done with new employees also. Set your foundation employers, in a proper and solid manner and do not build your business relationship with your staff in sand and expect the house not to fall over when the wind blows.
