This event has passed

2 for 1 Online Course: OHSA Compliance and Labour Relations Practices (NEASA)

Start
May 25, 2020 12:00 pm
End
May 25, 2020 3:00 pm
Address
Online   View map

R550.00

Empowering Supplier
Level 2 B-BBEE Contributor
53% Black Owned
More than 51% Black Women Owned

Online Course – 2 in 1: The ultimate C19 Workshop, OHSA compliance and labour relations practices

About the Online Workshop

This 3-hour online workshop addresses all your key questions, concerns and interpretative matters across two dimensions

 

  • OHSA-related matters (C-19 requires that all employers comply with the workplace risk assessments, development and implementation of workplace plans and all the governance requirements)

 

  • Labour relations matters on C-19 (given the realities of C-19 ranging from financial headwinds through unplanned disruptions based on fluctuations in turnover, ongoing C-19 infections and remote work arrangements, various situations will arise that test your labour relations responses).

In association with 

Who Should Attend

Human resource practitioners, Health and safety practitioners, Labour relations practitioners, Attorneys, Managers and supervisors, Union officials and representatives, OHS committee members and representatives, The CEO and the appointed 16.2 representatives

Workshop Details

  • Date: 25 May 2020
  • Venue: Online
  • Time: 12h00 – 15h00
  • Workshop Price: R 550 (Excluding VAT)

About the Facilitator

John Botha will lead this workshop. He has been a lead negotiator at NEDLAC for Business, a Group Executive Director for the largest human capital solutions business on the JSE and an Employment Equity Commission Commissioner. His previous employment at Sasol meant he was himself an OHS representative and as such he is able to combine business, labour relations and health & safety matters seamlessly and practically.

Empowering Supplier
Level 2 B-BBEE Contributor
53% Black Owned
More than 51% Black Women Owned

Workshop Outline

OHSA compliance and COVID-19 key questions to be addressed include:

  • What must be included in a workplace plan based on risk assessment?
  • What are the competency requirements for the COVID-19 appointed representative?
  • If I have various operations, how many appointed representatives must be appointed?
  • Are the control areas that must be inspected as listed in the Department of Employment and Labour sufficient or must I add in the Department of Health criteria and lists as well?
  • Is it compulsory to let 60+ year old’s and employees with comorbidities work from home and to pay them even if they can’t?
  • When will COVID-19 be deemed to be occupationally acquired?
  • What must be covered in a screening questionnaire?
  • How are the HBA regulations catered for and how do they fit into the current OHS governance environment?
  • What is meant by symptom monitoring and management and what are the processes and reporting requirements?
  • How to classify worker exposure and what is meant by taking “special measures”?
  • What employee communication and capacitation requirements are there?

Labour relations dynamics in COVID-19 situations such as:

  • When can “no-work-no-pay” be applied and when I change working hours and terms, and must it be preceded by s189-type consultations?
  • What selection criteria must be applied to determine who returns to work on a staggered basis?
  • What if an employee refuses to return to work for fear of contracting C-19?
  • What do I do if a 60+year old employee or one with a comorbidity can’t work from home?
  • What are the key terms, rights and obligations with a remote work policy?
  • What are the various types of leave that apply to various situations around c-19?
  • When can employees decide to quarantine and what are the payment requirements?
  • What do I do when leave is exhausted and how do incapacity procedures apply?
  • Various alternative sources and forms of remuneration cost reduction and co-funding – how to access these.
  • How do I make provision for future instances where the risk adjusted levels change and I need to lay-off again and how can the business be aligned to the “new normal”?
  • Is it a requirement to pay employees when they are sent into quarantine after other employees test positive?

Category:

Status

Event Details

This event has passed
Start
May 25, 2020 12:00 pm
End
May 25, 2020 3:00 pm
Address
Online   View map

R550.00

Empowering Supplier
Level 2 B-BBEE Contributor
53% Black Owned
More than 51% Black Women Owned

Online Course – 2 in 1: The ultimate C19 Workshop, OHSA compliance and labour relations practices

About the Online Workshop

This 3-hour online workshop addresses all your key questions, concerns and interpretative matters across two dimensions

 

  • OHSA-related matters (C-19 requires that all employers comply with the workplace risk assessments, development and implementation of workplace plans and all the governance requirements)

 

  • Labour relations matters on C-19 (given the realities of C-19 ranging from financial headwinds through unplanned disruptions based on fluctuations in turnover, ongoing C-19 infections and remote work arrangements, various situations will arise that test your labour relations responses).

In association with 

Who Should Attend

Human resource practitioners, Health and safety practitioners, Labour relations practitioners, Attorneys, Managers and supervisors, Union officials and representatives, OHS committee members and representatives, The CEO and the appointed 16.2 representatives

Workshop Details

  • Date: 25 May 2020
  • Venue: Online
  • Time: 12h00 – 15h00
  • Workshop Price: R 550 (Excluding VAT)

About the Facilitator

John Botha will lead this workshop. He has been a lead negotiator at NEDLAC for Business, a Group Executive Director for the largest human capital solutions business on the JSE and an Employment Equity Commission Commissioner. His previous employment at Sasol meant he was himself an OHS representative and as such he is able to combine business, labour relations and health & safety matters seamlessly and practically.

Empowering Supplier
Level 2 B-BBEE Contributor
53% Black Owned
More than 51% Black Women Owned

Workshop Outline

OHSA compliance and COVID-19 key questions to be addressed include:

  • What must be included in a workplace plan based on risk assessment?
  • What are the competency requirements for the COVID-19 appointed representative?
  • If I have various operations, how many appointed representatives must be appointed?
  • Are the control areas that must be inspected as listed in the Department of Employment and Labour sufficient or must I add in the Department of Health criteria and lists as well?
  • Is it compulsory to let 60+ year old’s and employees with comorbidities work from home and to pay them even if they can’t?
  • When will COVID-19 be deemed to be occupationally acquired?
  • What must be covered in a screening questionnaire?
  • How are the HBA regulations catered for and how do they fit into the current OHS governance environment?
  • What is meant by symptom monitoring and management and what are the processes and reporting requirements?
  • How to classify worker exposure and what is meant by taking “special measures”?
  • What employee communication and capacitation requirements are there?

Labour relations dynamics in COVID-19 situations such as:

  • When can “no-work-no-pay” be applied and when I change working hours and terms, and must it be preceded by s189-type consultations?
  • What selection criteria must be applied to determine who returns to work on a staggered basis?
  • What if an employee refuses to return to work for fear of contracting C-19?
  • What do I do if a 60+year old employee or one with a comorbidity can’t work from home?
  • What are the key terms, rights and obligations with a remote work policy?
  • What are the various types of leave that apply to various situations around c-19?
  • When can employees decide to quarantine and what are the payment requirements?
  • What do I do when leave is exhausted and how do incapacity procedures apply?
  • Various alternative sources and forms of remuneration cost reduction and co-funding – how to access these.
  • How do I make provision for future instances where the risk adjusted levels change and I need to lay-off again and how can the business be aligned to the “new normal”?
  • Is it a requirement to pay employees when they are sent into quarantine after other employees test positive?
Category:

Status

Event Details

Empowering Supplier
Level 2 B-BBEE Contributor
53% Black Owned
More than 51% Black Women Owned

Online Course – 2 in 1: The ultimate C19 Workshop, OHSA compliance and labour relations practices

About the Online Workshop

This 3-hour online workshop addresses all your key questions, concerns and interpretative matters across two dimensions

 

  • OHSA-related matters (C-19 requires that all employers comply with the workplace risk assessments, development and implementation of workplace plans and all the governance requirements)

 

  • Labour relations matters on C-19 (given the realities of C-19 ranging from financial headwinds through unplanned disruptions based on fluctuations in turnover, ongoing C-19 infections and remote work arrangements, various situations will arise that test your labour relations responses).

In association with 

Who Should Attend

Human resource practitioners, Health and safety practitioners, Labour relations practitioners, Attorneys, Managers and supervisors, Union officials and representatives, OHS committee members and representatives, The CEO and the appointed 16.2 representatives

Workshop Details

  • Date: 25 May 2020
  • Venue: Online
  • Time: 12h00 – 15h00
  • Workshop Price: R 550 (Excluding VAT)

About the Facilitator

John Botha will lead this workshop. He has been a lead negotiator at NEDLAC for Business, a Group Executive Director for the largest human capital solutions business on the JSE and an Employment Equity Commission Commissioner. His previous employment at Sasol meant he was himself an OHS representative and as such he is able to combine business, labour relations and health & safety matters seamlessly and practically.

Empowering Supplier
Level 2 B-BBEE Contributor
53% Black Owned
More than 51% Black Women Owned

Workshop Outline

OHSA compliance and COVID-19 key questions to be addressed include:

  • What must be included in a workplace plan based on risk assessment?
  • What are the competency requirements for the COVID-19 appointed representative?
  • If I have various operations, how many appointed representatives must be appointed?
  • Are the control areas that must be inspected as listed in the Department of Employment and Labour sufficient or must I add in the Department of Health criteria and lists as well?
  • Is it compulsory to let 60+ year old’s and employees with comorbidities work from home and to pay them even if they can’t?
  • When will COVID-19 be deemed to be occupationally acquired?
  • What must be covered in a screening questionnaire?
  • How are the HBA regulations catered for and how do they fit into the current OHS governance environment?
  • What is meant by symptom monitoring and management and what are the processes and reporting requirements?
  • How to classify worker exposure and what is meant by taking “special measures”?
  • What employee communication and capacitation requirements are there?

Labour relations dynamics in COVID-19 situations such as:

  • When can “no-work-no-pay” be applied and when I change working hours and terms, and must it be preceded by s189-type consultations?
  • What selection criteria must be applied to determine who returns to work on a staggered basis?
  • What if an employee refuses to return to work for fear of contracting C-19?
  • What do I do if a 60+year old employee or one with a comorbidity can’t work from home?
  • What are the key terms, rights and obligations with a remote work policy?
  • What are the various types of leave that apply to various situations around c-19?
  • When can employees decide to quarantine and what are the payment requirements?
  • What do I do when leave is exhausted and how do incapacity procedures apply?
  • Various alternative sources and forms of remuneration cost reduction and co-funding – how to access these.
  • How do I make provision for future instances where the risk adjusted levels change and I need to lay-off again and how can the business be aligned to the “new normal”?
  • Is it a requirement to pay employees when they are sent into quarantine after other employees test positive?
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