Search Results

Our Services Password and Access Control Standard This standard establishes mandatory requirements for password management, authentication, and access control to prevent unauthorized system access and data breaches. It defines robust security controls including Multi-Factor Authentication, least-privilege principles, and regular access reviews while ensuring POPIA and Cybercrimes Act compliance. Download Annexure A - AI Governance This AI Governance Annexure establishes a structured framework for the responsible deployment and oversight of artificial intelligence systems. It classifies AI by risk level, defines clear accountability across roles, and ensures compliance with South African legal requirements including employment law, discrimination protections, and POPIA. Download Social Media Policy Our social media policy guides employees on responsible and professional use of social platforms while representing our company. It emphasizes respectful interactions, protection of our reputation, and compliance with relevant legislation. The policy covers responsible use, prejudice avoidance, behavior outside working hours, legal compliance, and alignment with other company policies. We stress the importance of confidentiality regarding sensitive information and copyright compliance. Employees are accountable for their social media conduct and are expected to exercise discretion in their posts. This policy aims to create a positive online presence that aligns with our company values while safeguarding our business interests and maintaining professional standards...(Learn More) Download Cyber Safety and Equality Policy Our Cyber Safety and Equality Policy promotes a safe, inclusive, and equitable online environment for all. It encompasses key legislation like the Employment Equity Act, the Promotion of Equality and Prevention of Unfair Discrimination Act, Hate Speech laws, the Cybercrimes Act, and the Protected Disclosures Act. This comprehensive policy prohibits harassment, hate crimes, unfair discrimination, and unethical conduct. It outlines procedures for reporting incidents, remedies for victims, and protection for whistleblowers. We have zero-tolerance for violations to foster a positive digital space that upholds human rights, dignity, and ethical practices for our employees, customers, and stakeholders...(Learn More) Download Generative AI Policy The Generative AI Policy provides comprehensive guidelines for the responsible and ethical use of AI technologies like chatbots and content creation tools in the workplace. It covers authorization requirements, content attribution, acceptable and unacceptable use cases, intellectual property considerations, training, monitoring, compliance with laws and regulations, and ethical considerations related to privacy, bias, and societal impact. This policy aims to mitigate risks while enabling productivity gains from generative AI adoption...(Learn More) Download Responsible AI Policy AI Policy: The web page outlines the guidelines and principles for the use of Artificial Intelligence (AI) at the company...(Learn More) Download PAIA Manual Template for Private Bodies A PAIA Manual Template for Private Bodies is a document that outlines how private entities comply with the provisions of the Promotion of Access to Information Act (PAIA) in South Africa. PAIA is a legislation that grants citizens the right to access information held by public and private bodies...(Learn More) Download Confidentiality and Non-disclosure Agreement Confidentiality and non-disclosure agreements (NDAs) are legal contracts used to protect sensitive and proprietary information shared between parties. These agreements are particularly important when businesses engage in collaborations, partnerships, or hire employees who may have access to classified data or trade secrets...(Learn More) Download Information Officer Appointment Letter An Information Officer Appointment Letter is a formal document that appoints an individual to the role of an Information Officer within an organization...(Learn More) Download Privacy Policy A Privacy Policy is a critical document that outlines how an organization collects, uses, shares, and protects personal information gathered from individuals. It serves as a transparent and legally binding agreement between the entity and its users, promoting trust and compliance with data protection laws... (Learn More) Download POPI Retention and Destruction Matrix Guideline The Protection of Personal Information Act (POPIA) retention and destruction matrix guideline is a critical component of data privacy compliance in South Africa. POPIA, enacted to safeguard individuals' personal information, requires organizations to manage data throughout its lifecycle, including retention and secure destruction...(Learn More) Download POPI Policy and Practice POPI (Protection of Personal Information) policy and practice are critical components of data privacy and security in the digital age. POPI regulations, often associated with South Africa, serve as a model for safeguarding personal information globally...(Learn More) Download Absenteeism, Abscondment and Desertion Management Policy The Absenteeism, Abscondment and Desertion Management Policy is a comprehensive HR tool designed to help South African employers manage attendance-related challenges with confidence and legal compliance. This policy addresses the full spectrum of attendance issues - from occasional unauthorized absences to prolonged disappearances from the workplace. It clearly distinguishes between different types of absence, establishing fair procedures for each scenario while maintaining compliance with the Labour Relations Act, BCEA, and relevant CCMA precedents. Key features include: Clear Definitions: The policy distinguishes between absenteeism (failure to report for duty), abscondment (unauthorized absence without notification), and desertion (prolonged absence indicating intent to abandon employment), providing clarity for consistent application. Procedural Fairness: Step-by-step procedures ensure employers conduct reasonable investigations, make documented contact attempts, and afford employees proper opportunities to explain absences before taking disciplinary action. Dual-Pathway Approach: The policy recognizes that absences may stem from either misconduct or incapacity (such as illness), providing appropriate procedures for each circumstance and ensuring reasonable accommodation where required. Progressive Discipline: From counselling for minor infractions to dismissal for serious desertion cases, the policy supports proportionate responses that consider individual circumstances, operational impact, and prior history. Legal Protection: Built on South African labour law foundations, this policy helps organizations defend their decisions at the CCMA or Labour Court by ensuring both procedural and substantive fairness. Ideal for businesses seeking to reduce operational disruption, maintain workforce accountability, and protect themselves from unfair dismissal claims, this policy provides the structure needed to address one of the most common yet complex HR challenges facing South African employers. Read More Policy On Absence For Cultural And Religious Belief Are you navigating the complex intersection of constitutional rights, workplace diversity, and operational requirements in South Africa? Look no further! We have the essential solution for you. Presenting the Policy on Absence for Cultural and Religious Belief, an online Word document template designed to respectfully manage employee absences arising from cultural, religious, or belief-based practices while maintaining operational continuity and legal compliance. With this policy in place, you can honor diversity while ensuring fairness and consistency throughout your organization. This comprehensive policy is applicable to all employees, regardless of their position or employment type. It addresses the full spectrum of cultural and religious absence scenarios, including religious observances, traditional healing practices, cultural ceremonies, and belief-based requirements. By proactively managing these situations, you can prevent discrimination claims while protecting your company's operational needs. Our Policy on Absence for Cultural and Religious Belief helps you balance constitutional rights with business requirements, providing a clear framework for reasonable accommodation. By following a structured and legally compliant process, you can effectively handle cultural and religious absence requests. Here's how it works: Clear Notification Protocols: Employees receive guidance on how and when to request absence for cultural or religious practices, enabling proper operational planning. Verification Framework: Your managers can request appropriate proof, including medical certificates, traditional health practitioner confirmations, or religious authority documentation, ensuring legitimacy while respecting dignity. Accommodation Assessment: Determine reasonable accommodation measures such as flexible working arrangements, shift swaps, or appropriate leave allocation, balanced against operational feasibility. Leave Classification: Apply the correct leave category—whether sick leave, annual leave, or unpaid leave—based on the circumstances and supporting documentation provided. Legal Compliance: Navigate South Africa's complex legal landscape, including the Constitution, Employment Equity Act, PEPUDA, BCEA, and relevant case law, with confidence. At Global Business Solutions, we understand the challenges companies face when balancing respect for diversity with operational sustainability. That's why we have developed this online Word document template, available through our global business platform. By utilizing our template, you can effectively manage cultural and religious absence, prevent unfair discrimination claims, promote workplace inclusion, and maintain business continuity. Don't let uncertainty around cultural and religious accommodation create legal risk or workplace tension. Get your hands on the Policy on Absence for Cultural and Religious Belief template today and lead your organization with respect, clarity, and legal confidence! Read More Cannabis Risk Score Assessment This spreadsheet implements a structured risk‑scoring framework aligned with OHS and Substance Abuse Policy requirements. It lists key risk factors—such as frequency of cannabis use, role safety criticality, observed behavioural indicators, prior test results and medical referrals—each assigned a weighted score. The total score categorises employees into low, medium or high risk, automatically triggering the appropriate protocol: from enhanced monitoring and voluntary EAP referral for low risk, to random or targeted drug testing and formal disciplinary review for high risk. By standardising assessments, it ensures objective, defensible decisions and consistent compliance with legal obligations around workplace impairment, health and safety. Read More Final Written Warning (Form 12) “Form 12” formalizes the final disciplinary step before dismissal. It captures the employee’s identity, the specific misconduct, the warning’s one‑year validity period, and the requirement for signatures from the issuer, the employee, and their representative. It also documents refusal to sign, if applicable. The form clearly warns that any repeat of the same offence will result in further disciplinary action up to and including dismissal, ensuring employees understand the severity and monitoring period of the sanction. Read More Disciplinary & Grievance Policy This policy applies to all staff and sets out the principles and authority for disciplinary action and grievance resolution. It defines informal actions (counselling, verbal warnings), formal steps (progressive discipline, written/final warnings, enquiries), and the role of external chairpersons. The document embeds a Disciplinary Code with offence categories and sanction guidelines, specifies notice periods, representation rights, and documentation requirements, and outlines parallel grievance procedures for employees to raise complaints—ensuring that both disciplinary and dispute‑resolution processes adhere to statutory fairness standards. Read More Disciplinary Hearing Form This template captures every aspect of a formal disciplinary enquiry: notice to the employee, confirmation of procedural rights (representation, interpreter, witnesses), recording of pleas (guilty/not guilty), detailed sections for evidence‑in‑chief, cross‑examination and re‑examination of parties, and closing arguments. It provides structured pages for minutes, mitigation and aggravation submissions, the chairperson’s decision on guilt, sanction selection with reasons, and official signatures—ensuring transparency and compliance with the Labour Relations Act’s stipulations on fair hearings. Read More Dealing with Incapacity 2.0 This guideline equips managers to address incapacity in line with the LRA and COIDA, whether during or after probation. It provides a legal and contractual foundation, a KRA/KPI matrix to document performance gaps, and distinguishes between misconduct and incapacity. The policy outlines scheduling, conducting and documenting remediation meetings, issuing outcome letters, setting improvement timeframes, and, if necessary, convening a formal incapacity enquiry chaired by an independent chairperson. It also covers alternatives to dismissal—such as transfer, demotion by agreement, further training—and ensures all steps are procedurally and substantively fair. Read More Disciplinary Charge Sheet (Form 6) Form 6 provides the official notification of disciplinary allegations, specifying each charge and warning that summary dismissal may follow. It summons the employee to a hearing (date, time, venue, presiding officer) and lists statutory rights: adequate notice, knowing the charges, representation, calling and cross‑examining witnesses, interpreter access, mitigation submission, finding receipt, sanction notice and appeal. The employee acknowledges receipt or records refusal to sign, ensuring transparency and compliance with LRA fair‑procedure requirements. Read More Chairperson’s Disciplinary Checklist This checklist ensures that chairpersons adhere to fair‑procedure obligations: confirming the employee’s notice and rights, securing representation or interpreter needs, and managing hearing logistics (venue, witnesses, evidence exchange). It walks through opening statements, witness examination (cross‑ and re‑examination), closing arguments, and the issuance of written findings. If misconduct is upheld, it directs consideration of mitigating and aggravating factors, sanction selection per the Disciplinary Code and Code of Good Practice, and communication of appeal rights. All documentation (minutes, charge sheet, finding and sanction) must be retained. Read More Annexure to Substance Abuse Policy This annex to the Substance Abuse Policy reiterates that, despite private‑use legislation, company premises are not “private places,” and any cannabis possession, use or cultivation on site is strictly prohibited. It references the OHS Act duty to maintain a safe workplace and details criminal penalties (fines or imprisonment) for dealing, possessing or using cannabis beyond private allowances or in public. Violations constitute serious misconduct, trigger disciplinary action up to dismissal, and may be reported to authorities. Read More Smoking Policy This policy, regulated by the Tobacco Products Control Act and the OHS Act, applies to all employees (permanent, fixed‑term, casual, contractors). It mandates “Smoking Area” signage, limits smoke breaks to two 15‑minute intervals and a 30‑minute lunch break, and prohibits “informal meetings” that exclude non‑smokers. It requires prompt reporting of contraventions, investigative procedures by management, and disciplinary sanctions up to dismissal. The policy also offers information on smoking‑cessation support via EAP resources and ensures visitors comply with designated areas. Read More Substance Abuse & Cannabis Policy This policy recognises substance abuse as a health issue and a workplace hazard, balancing employees’ right to privacy with the employer’s duty to maintain safety. It defines mandatory testing (high-risk roles, post-incident, reasonable suspicion) and voluntary testing (employee-requested for assistance). A zero-tolerance stance applies to impairment on duty and cannabis use beyond private, lawful consumption. The document details awareness, education, and EAP support, as well as consequences for non-cooperation. Occupational Health & Safety obligations require employers to prevent access to the workplace by intoxicated individuals and allow necessary medical treatments when side effects pose no hazard. Read More Courses

Policies & Templates Library Welcome to our comprehensive Policies & Templates Library. Here, you will find a wide array of meticulously crafted policies and templates designed to support your business needs. Our library covers various critical categories including BBBEE, Cyber and Data Security, Dismissals (misconduct, incapacity, and operational), Employment Equity, General HR Matters, Leading and Management with EQ, Litigation, Performance Management, Skills Development, Succession Planning, and Work Arrangements. Each category offers in-depth resources that can help streamline your business operations and ensure compliance with relevant regulations. Explore our collection to find the tools you need to manage your business effectively and efficiently. View Our Policy & Templates Collections: General HR Matters Leading and Management with EQ Litigation Performance Management Skills Development Succession Planning Work Arrangements BBBEE Cyber and Data Security Dismissals (Misconduct, Incapacity, & Operational) Employment Equity (EE)

Cannabis Annexure for Substance Abuse Policy Price FREE Download < Back About this Policy Cannabis Annexure for Substance Abuse Policy The Cannabis for Private Purposes Bill was promulgated on 28 May 2024. It regulates various aspects of the private use of cannabis and employers need to be clear in their policies about the fact that this Bill does not allow the possession and use thereof at the workplace. This is an example of an Annexure that companies could use to frame their adjustments to their substances policies.

Cyber Safety and Equality Policy Price R950.00 Download < Back About this Policy Cyber Safety and Equality Policy Our Cyber Safety and Equality Policy promotes a safe, inclusive, and equitable online environment for all. It encompasses key legislation like the Employment Equity Act, the Promotion of Equality and Prevention of Unfair Discrimination Act, Hate Speech laws, the Cybercrimes Act, and the Protected Disclosures Act. This comprehensive policy prohibits harassment, hate crimes, unfair discrimination, and unethical conduct. It outlines procedures for reporting incidents, remedies for victims, and protection for whistleblowers. We have zero-tolerance for violations to foster a positive digital space that upholds human rights, dignity, and ethical practices for our employees, customers, and stakeholders.

Employee Online Meeting Policy (including smoking) Price FREE Download < Back About this Policy Employee Online Meeting Policy (including smoking) Our Cyber Safety and Equality Policy promotes a safe, inclusive, and equitable online environment for all. It encompasses key legislation like the Employment Equity Act, the Promotion of Equality and Prevention of Unfair Discrimination Act, Hate Speech laws, the Cybercrimes Act, and the Protected Disclosures Act. This comprehensive policy prohibits harassment, hate crimes, unfair discrimination, and unethical conduct. It outlines procedures for reporting incidents, remedies for victims, and protection for whistleblowers. We have zero-tolerance for violations to foster a positive digital space that upholds human rights, dignity, and ethical practices for our employees, customers, and stakeholders.

Explore general HR policies covering equality, discrimination, remote work, online meetings, and workplace behaviour. Ensure professional standards and legal compliance with GBS's expertly curated templates—available to members only. General HR Matters Policies & Templates Incapacity Management Policy This Incapacity Management Policy provides South African employers with a practical framework for managing incapacity fairly and lawfully. It covers poor performance, ill health, incompatibility, and incarceration, while setting out the steps, safeguards, and alternatives employers should consider before dismissal. View Working Hours, Overtime and Standby Policy This policy regulates working hours, overtime, and standby arrangements in compliance with the BCEA and South African labour law. It establishes clear limits on working time, defines compensation for overtime and on-call duty, protects employee health through rest periods, and provides transparent procedures for managing extended working hours. View ICT Security for Remote Employees Policy This policy establishes mandatory cybersecurity controls for remote and hybrid workers, protecting company data and systems from cyber threats while ensuring POPIA compliance. It defines security requirements for devices, networks, data handling, and incident response, balancing operational flexibility with the heightened risks of remote work environments. View Anti‑Fraud, Corruption and Ethics Policy This policy establishes a zero-tolerance approach to fraud, corruption, bribery, and unethical conduct. It provides clear standards for ethical behavior, defines prohibited conduct, and outlines reporting mechanisms while ensuring full compliance with South African anti-corruption legislation including PRECCA. View Fixed‑Term Contract of Employment (Project‑Based) A limited‑duration employment agreement that auto‑expires on project completion, with clear terms on role, probation, remuneration and termination. View Annexure A – Replacement Assignments (FTC) An Annexure to the Fixed‑Term/Temporary Contract detailing ad hoc replacement assignments, termination triggers and assignment‑based remuneration. View Draft Clause – Notice in the Event of Resignation A contractual clause requiring one month’s calendar notice for resignations, with a penalty equal to one month’s remuneration for failure to comply. View Independent Contractor Agreement A template for engaging independent contractors, defining the relationship, services scope, payment terms and legal obligations. View Vehicle Usage & AARTO Policy A dual policy governing company vehicle use and AARTO compliance, covering usage rules, maintenance, safety and demerit‑point consequences. View Remuneration Policy Principles and procedures for market-related, transparent total-cost-of-employment pay structures, performance-linked bonuses, allowances, and annual increases. View Permanent Contract of Employment A full-service template for permanent appointments, detailing duties, probation, remuneration, benefits, working hours, leave entitlements, and termination processes. View MUTUAL SEPARATION AGREEMENT A negotiated exit agreement formalising a voluntary, mutually agreed termination of employment, detailing the termination date, separation package, confidentiality obligations and full‐and‐final settlement of all claims. View

Access performance management policy templates that align employee output with business goals. Ideal for South African organisations seeking to improve accountability, development, and results—exclusive to GBS Members. Performance Management Policies & Templates Performance Management Policy A Performance Management Policy is a vital organizational framework that outlines the principles, procedures, and expectations surrounding employee performance. This policy serves as a compass for ensuring that employees' efforts align with the company's objectives and values...(Learn More) View

Join the AI Compass Capacitation Programme - Intake 2; a 10-month award-winning, compliance-ready journey for professionals across HR, Finance, Operations, IT, Marketing and more. Starts 24 June 2026. Second Intake Now Open | AI Compass Capacitation Programme starts 24 June 2026 | Limited places available AI Compass: A 10-Month Capacitation Programme for Professionals Across All Business Functions A 10-month capacitation journey for professionals across HR, Finance, Operations, IT, Marketing and more who want to build practical, responsible AI capability for the modern workplace. Intake 2 starts on 24 June 2026 and runs through to 29 April 2027. Where your human insight meets AI power — build award-winning tools, policies and workflows that transform your practice. Built by Global Business Solutions | WesBank Silver Award Winner 2025 | Valued at over R250 000 Register Now *Valued at over R250 000 40+ hours of Workshops & Monthly Application Labs | AI & Tools Access* | AI Policy Templates & Workflow Maps | You’ll build real tools, bots and policies using AI 10-Month Structured Journey 40+ Hours of Expert Instruction WesBank Silver Award for Innovation 100% Practical Application The perfect mid-year opportunity to build practical AI capability The middle of the year is often when professionals and organisations pause, reassess priorities, and decide how they want to finish the year stronger. AI Compass Intake 2 has been designed as a practical, structured way to build real confidence in using AI — not through hype, but through guided learning, hands-on application, and tools that can be used immediately. While the programme includes strong workplace examples from HR, labour law, and employee relations, the value goes far beyond one department. The skills developed through AI Compass — prompting, workflow design, automation thinking, responsible AI use, and bot-building — are relevant across business functions, including Finance, Operations, IT, Marketing, compliance, leadership, and administration. They are also highly transferable into personal life, from planning and productivity to better decision-making and everyday problem-solving. Your 10-Month Learning Journey Snapshot Foundation Phase: June–September 2026 | Building Expertise: October 2026–January 2027 | Mastery & Integration Phase: February–April 2027 June: Everything AI in SA Foundations, types, local trends, legal context (POPIA, Cybercrimes, NAI Policy) Application: AI policy awareness checklist for your organization, demonstration of latest AI applications August: End-User AI Tools Copilot, Perplexity, Claude, GPT—features, limitations, ethical risks Application: Customising workflows using end-user AI tools October: Basic AI Workshop Data literacy, algorithms, automation basics, privacy and bias risks Application: Mapping a compliant HR process for automation January: Process Mapping & Automation Mapping ER/HR flows, identifying automation candidates, assessing legal risks Application: End-to-end mapping—manual to digital transformation, including Power Automate March: AI & Workplace Law Case studies, POPIA, ECTA, monitoring, digital evidence, cybercrime implications Review: Policies for AI-driven workplace compliance 1 2 3 4 5 6 7 8 9 10 July: Prompt Engineering Models, prompt types, business relevance, legal best practices Application: Crafting legally sound HR/ER AI prompts and building a prompt library September: Microsoft Copilot Suite and Other Common Training Deep-dive with live demos, privacy and compliance integration Application: Building secure document workflows in Copilot November: Intermediate AI Workshop Advanced automation, feedback loops, risk controls, POPIA/ECTA/Privacy frameworks Application: AI-driven workplace policy review process February: Bot Building Fundamentals Chatbot design, governance, legal, and compliance-by-design for HR/ER Build: Onboarding or grievance bot prototype April: What's Next & Mystery Gift?! Trends, future roles, responsible leadership, creating an in-house AI culture Present: Group project showcase and action planning 'Get Access to the Same Bots that Won the WesBank Silver Award' 'Get Access to the Same Bots that Won the WesBank Silver Award' 'Get Access to the Same Bots that Won the WesBank Silver Award' 'Get Access to the Same Bots that Won the WesBank Silver Award' Access to Practical AI Tools from Day One Your AI Compass subscription includes more than training. Delegates receive access to a growing suite of practical AI tools that support work across multiple business functions, including onboarding and contracting, policy governance, employee relations and discipline, leave and wellness management, legal and dispute resolution, and general AI productivity. This includes tools such as the Employment Contract Builder, Policy Generator, Labour Audit Tool, Disciplinary Enquiry Initiator Bot, Disciplinary Enquiry Chairperson Bot, D(EE)VIATE, Workplace Disability Assessment Tool, Absence Return Pro, CannaSense, Parental Leave Assistant, Sick Leave Assessment Assistant Bot, Legal Bundle Creator, and the Prompt Library Tool, with many more being added. With the continued growth of this tool ecosystem, the value of AI Compass now extends well beyond its original estimate, with the total programme value sitting at well over R250 000 and growing. Built by GBS | Recognised by WesBank | Now yours to use in practice How AI Compass Is Different from Other AI Courses GBS AI Compass Generic AI Courses Workplace-ready skills Workplace-ready skills For all business functions One-size-fits-all approach Practical tools included Little practical value Responsible AI built in Limited real-world guidance South African relevance Mostly global examples Learn from award winners Generic facilitators Priced in rands Priced in Dollars/Pounds/Euros Who should join Intake 2? AI Compass is ideal for professionals across all business functions who want to build practical AI confidence and use it responsibly in their work. This includes professionals in HR and people management, Finance, Operations, IT, Marketing, compliance, administration, leadership, organisational development, and digital transformation. It is especially relevant for anyone who knows AI matters, but wants a structured, practical way to apply it effectively, responsibly, and confidently in real-world contexts. R250,000+ in Value — Available for R32 500 Once - Off OR R4 000/month for 10 months* PLAN PRICE Once-Off R32 500 (Save R7 500) Monthly R4 000 / month x 10 months “Includes all workshops, bots, templates, Q&A clinics and support.” Great programme and must-attend by anyone who wants to be more effective managers and leaders. It will reduce the amount of time we spend in non-value-adding stuff and make one more productive and efficient. Brilliantly presented! Thank you! HR HEAD, RainBOW Chart Your Course with AI Compass Intake 2 If you are ready to build practical AI capability for the second half of the year and beyond, Intake 2 is the ideal place to start. Join a new cohort of professionals across business functions who are investing in relevant, responsible, workplace-ready AI skills they can apply immediately. Register Here Explore Our Bots | Get In Touch Frequently Asked Questions (FAQs) Programme Overview What is the AI Compass Capacitation Programme? The AI Compass is a groundbreaking 10-month learning journey specifically designed for South African HR, Employment Relations, and Labour Law professionals. It uniquely blends human-centric skills, digital intelligence, and legal frameworks to empower professionals to harness AI responsibly and effectively in the workplace. Delivered by Global Business Solutions (an award-winning thought leader in digital workplace solutions and AI-powered employment law advisory), the programme combines expert-led theory with 100% practical, hands-on application. Who should enroll in this programme? The programme is ideally suited for professionals across HR, Finance, Operations, IT, Marketing, compliance, administration, organisational development, leadership, and transformation roles. It is relevant to anyone who wants to use AI more effectively in their function and daily work. What makes AI Compass different from other AI training programmes? AI Compass goes beyond generic AI theory by focusing on practical application, responsible use, and workplace relevance. Delegates gain access to tools, frameworks, bots, templates, and guided sessions that help them apply AI meaningfully across real professional and personal contexts. Programme Structure & Schedule How is the programme structured? The programme runs for 10 months (February–November 2026) with a combined monthly commitment of 4 hours: 3-Hour Monthly Immersive Workshop: Deep-dive theory sessions covering AI fundamentals, legal frameworks, and strategic implementation Expert-led instruction Case studies and real-world scenarios Interactive discussions and Q&A 1-Hour Application Session per Month: Hands-on practical work translating theory into action Policy design and drafting Process mapping and automation Chatbot development Legal compliance auditing Prompt library building What are the monthly session dates? The 10-month learning journey includes the following sessions: Foundation Phase 24 June 2026 – Everything AI in SA 30 July 2026 – Prompt Engineering 27 August 2026 – End-User AI Tools 23 September 2026 – Microsoft Copilot Suite and Other Common Training Building Expertise Phase 29 October 2026 – Basic AI Workshop 26 November 2026 – Intermediate AI Workshop 28 January 2027 – Process Mapping & Automation Mastery & Integration Phase 25 February 2027 – Bot Building Fundamentals 25 March 2027 – AI & Workplace Law 29 April 2027 – What’s Next & Mystery Gift Can I join after the programme starts in June? Yes, absolutely. Late joiners are welcome throughout the programme. Here's how it works: What you’ll receive Full access to recordings of all previous sessions you’ve missed Collateral materials, resources, and handouts from prior modules A structured catch-up support plan to help you get up to speed Catch-up process Upon joining, you’ll be provided with a curated list of priority sessions to review based on your background, role, and experience level. We will support your onboarding so that you understand the foundational concepts before moving into more advanced modules. You’ll also have access to the relevant tools and resources from day one. Practical implications If you join after the start date, you will receive the recordings and supporting materials for any sessions already completed, so that you can integrate into the live programme with confidence. The earlier you join, the more value you will gain from the cumulative journey. However, joining later still gives you access to the core learning experience, practical tools, and structured support. Content & Learning Outcomes What specific topics does the programme cover? The programme is structured around three progressive phases: Foundation Phase: Everything AI in SA Foundations, local context, trends, and implications for professionals and organisations. Prompt Engineering Prompting foundations, prompt types, business use cases, and practical best practices. End-User AI Tools Copilot, Perplexity, Claude, GPT, and other leading tools — features, limitations, and ethical considerations. Microsoft Copilot Suite and Other Common Training Live demos, productivity applications, privacy considerations, and practical workflow integration. Building Expertise Phase: Basic AI Workshop Data literacy, algorithms, automation basics, privacy, and bias risks Intermediate AI Workshop Advanced automation, feedback loops, risk controls, and responsible AI implementation Process Mapping & Automation Mapping workflows, identifying automation opportunities, and improving efficiency across business functions Mastery & Integration Phase: Bot Building Fundamentals Bot design, governance, logic, and practical application AI & Workplace Law Case studies, governance, monitoring, digital evidence, cybercrime implications, and responsible organisational use What’s Next & Mystery Gift Future trends, emerging roles, responsible leadership, and building an AI-ready culture What are the practical application outcomes? Each module includes practical application work designed to help delegates use AI immediately in real-world settings. Prompt design and reusable prompt libraries; Workflow design and automation planning; Secure document and productivity workflows; Process mapping for manual-to-digital improvement; Bot concepts and prototype thinking; AI-supported communication, planning, research, and decision-making; Responsible AI use in workplace and personal contexts; Action plans for applying AI in your own role or organisation. Depending on your function, these applications may support work in HR, Finance, Operations, IT, Marketing, compliance, administration, or leadership. They may also support personal productivity in areas such as planning, travel, meal preparation, learning, and everyday organisation. What tools and resources are included in the subscription? All participants receive access to a growing suite of award-winning tools and resources designed to support practical AI use across the employee lifecycle and wider workplace environment: Digital Tools: DE Initiator BOT DE Chairperson BOT Deviate Tool Cannabis Tool Disability Tool Employment Contract Builder Policy Generator Labour Audit Tool Legal Bundle Creator Prompt Library Tool And a growing portfolio of additional workplace AI tools... Knowledge Resources: AI policy templates Monthly AI newsletter Practical frameworks and support resources Various discounts on GBS services and products Can I continue using these tools after the programme ends? Your subscription includes access to the tools and resources for the duration of your subscription period. Whether you pay upfront or monthly, you retain access throughout your membership. Costs & Payment Options What are the pricing options? Option 1: Pay Upfront R32 500 (excl. VAT) for the full 10-month programme Option 2: Monthly Subscription R4 000 (excl. VAT) per month, payable monthly Which payment option is more economical? The upfront option is more economical: Upfront (10 months): R32 500 total = R3 250 per month Monthly: R4 000 per month = R40 000 total *You save R7 500 (excl. VAT) by paying upfront, representing a 19% discount. Participation & Engagement What is the time commitment required? Each month requires 4 hours of your time: 3-hour immersive workshop (theory and discussion) 1-hour application session (hands-on work) This translates to roughly 1 hour per week on average, or concentrated effort on 2–3 designated session days per month. Are the sessions recorded? Yes. Sessions are recorded for participants who cannot attend live. This is particularly valuable for: Participants joining after the programme start Those managing conflicting schedules Those wishing to review complex content Building a knowledge repository Will I receive a certificate upon completion? Completion recognition and certification of successful completion will be issued. Is this suitable for in-house delivery to our organisation? Yes. Global Business Solutions offers customised, in-house delivery of the AI Compass programme. Contact them to discuss options for your team. Support & Resources What support is available if I'm struggling with the content? The programme includes: Expert-led instruction throughout all sessions; Interactive Q&A built into every workshop; Catch-up support for those joining late, ensuring foundational understanding; Application sessions tailored to individual and group needs; Recorded content for self-paced review and reinforcement. Can I connect with other participants? Yes. The programme operates as a structured cohort, facilitating: Peer learning and discussion during interactive sessions Collaborative group project work during the Mastery & Integration Phase Professional networking within the HR/ER/Labour Law community Shared problem-solving around organisational implementation Who do I contact with further questions? Global Business Solutions Email: joshua@globalbusiness.co.za Phone: 060 993 8528 We'll will be happy to discuss: Late joining and catch-up arrangements Pricing and payment options In-house delivery options Specific content queries Certification and completion recognition Making Your Decision Is this programme right for me? Consider AI Compass if you: Want to build practical AI capability that can be used immediately; Need to understand how AI can improve productivity, decision-making, and workflows; Want structured guidance rather than trying to figure everything out on your own; Work in HR, Finance, Operations, IT, Marketing, compliance, administration, leadership, or transformation; Prefer learning that combines theory with practical application; Want to build skills that are useful both at work and in everyday life. What should I do next? Review the content and schedule to ensure it aligns with your professional needs Clarify any specifics with GBS regarding late joining, catch-up arrangements, and certification Decide on payment terms (upfront vs. monthly) Confirm your availability for the monthly sessions Contact GBS to discuss your circumstances and formalise enrollment Email: joshua@globalbusiness.co.za Key Takeaway The AI Compass Capacitation Programme offers professionals across all business functions the opportunity to future-proof their skillsets in an AI-enabled world. It is a practical, guided journey designed to help delegates use AI responsibly, confidently, and effectively in their work and personal lives. With award-winning expertise, practical tools, structured learning, and highly transferable skills, AI Compass is designed to create immediate value and long-term capability. Unlock the future. Where your human insight meets AI power. *T’s & C’s apply

This is placeholder text. To change this content, double-click on the element and click Change Content. Pottery Workshop Price $200 Duration 2 Weeks Enroll < Back About the Course This is placeholder text. To change this content, double-click on the element and click Change Content. Want to view and manage all your collections? Click on the Content Manager button in the Add panel on the left. Here, you can make changes to your content, add new fields, create dynamic pages and more. Your collection is already set up for you with fields and content. Add your own content or import it from a CSV file. Add fields for any type of content you want to display, such as rich text, images, and videos. Be sure to click Sync after making changes in a collection, so visitors can see your newest content on your live site. Your Instructor Brian Chung This is placeholder text. To change this content, double-click on the element and click Change Content. To manage all your collections, click on the Content Manager button in the Add panel on the left.

Mid-Year Labour Law Update - Zoom (#MLLU2025) Tuesday, 03 June 2025 | Online on Zoom R2 950.00 Virtual | Optional SABPP Certificate (6 CPD Points) R55.00 Stay ahead of the curve with #MLLU2025 , your go-to update on South Africa’s most significant labour law reforms. Unpack critical case law, pending statutory amendments, and revolutionary shifts in workplace regulation. Led by Jonathan Goldberg , this must-attend workshop will equip you with the insights, tools, and updates to ensure compliance and minimise risk in a rapidly evolving labour landscape. 📅 Register now for this essential labour law briefing and protect your organisation's future!4o Great news, registrations are OPEN! Register Now Time & Location 3 June 2025, Tuesday, 09:00 - 16:00 Virtual on Zoom About The Event The workshop will cover the following themes that are emerging in case law and statutory amendments, and which can not be ignored – Digital Transformation and Employment Law Recent Labour Court, Labour Appeal Court and Constitutional cases NEDLAC Proposed amendments on the LRA, BCEA, EE, and NMW Acts Risk Management and Compliance Innovation in LR Practices Why Attend MYLLU? 1. Labour Law Review – major changes coming out of NEDLAC unpacked The significant amendments to labour laws that arise from the NEDLAC social partner negotiations over the past 2 years will be addressed in the context of current and predicted case law. The resulting impact on policies, employment relations and costs, and workforce strategies will be addressed. The scope includes the amendments to the NMW Act, BCEA, LRA, and the EEA, which will probably be promulgated in Q3 or Q4 of 2025. 2. The Power of Being Ahead of the Evolution Curve Delve into the latest case law emanating primarily from the Labour Appeal Court, the Labour Court, and various topical arbitration awards that provide insight into current and imminent employment relations imperatives. These legal decisions cover the entire employment lifecycle regulated by labour law, from recruitment and selection, employment contracting and succession planning, remuneration and terms of employment, through dismissals, retirement and abscondments, and discrimination, as well as: Revolutionary interpretations of restraint of trade - from protecting business interests to ensuring fair competition, including selective enforcement and urgent applications Game-changing rulings on religious discrimination that redefine workplace accommodation and employee rights Critical new standards for operational requirement dismissals and alternative employment obligations Pivotal developments in handling sexual harassment claims and workplace gender discrimination Groundbreaking decisions on CCMA jurisdiction in dismissal disputes and res judicata Essential guidance on transfers of business under section 197 and employee rights Fresh perspectives on protected disclosures and whistleblower protection during disciplinary proceedings Must-know developments in workplace violence during strikes and employee misconduct Cutting-edge rulings on demotion and unfair labour practices Key decisions on collective agreement disputes and bargaining council jurisdiction Critical updates on fixed-term contract terminations and date of dismissal calculations Landmark rulings on employer and employee obligations regarding confidential information Pivotal cases clarifying disciplinary hearing requirements and procedural fairness Essential guidance on employee removals and dismissals following third-party instructions New boundaries in dishonesty dismissals and banking sector obligations 3. Plus a dedicated section covering all the latest statutory amendments, including: Comprehensive Labour Law Review (LRA, EEA, BCEA, NMW Act) New Code of Good Practice on Dismissal Employment Equity Amendment Act and Ministerial Targets This update brings together the most significant developments that will impact your workplace policies and procedures in 2025 and beyond. 4. In-Depth Learning Materials Participants who register for and attend the Mid-Year Labour Law Update will be provided with a comprehensive set of presentation slides. These slides contain essential learning points for each case discussed during the seminar. You will also receive a meticulously curated compilation of over 200 Labour Law Cases, thoughtfully organized into various topics and presented in an electronic book form. We will unpack 40 of these most important cases. South Africa's labour law landscape continues to evolve at a rapid pace, presenting both challenges and opportunities for employers and employees alike. As Court interpretations refine existing statutes and new regulations emerge, organizations must stay vigilant to ensure compliance and foster positive workplace relations. The Mid-Year Law Update (MLLU) is your essential guide to navigating this complex terrain. Led by Jonathan Goldberg, Chairman of Global Business Solutions and one of South Africa's foremost authorities on labour law, ALLU provides unparalleled insights into the latest legal developments. With his experience as Labour Market Chamber Convenor at NEDLAC and Ministerial appointment to the National Minimum Wage Commission, Jonathan offers a unique perspective on the forces shaping South African labour policy. Don't get caught off guard by shifting regulations or precedent-setting rulings. Join over 1000 of your peers at MLLU to get ahead of the curve and equip your organization with the knowledge needed to thrive in today's dynamic labour environment. Key Topics: IMPORTANT: In addition to the many Labour Appeal and Labour Court judgements, the impact of the vast amendments to labour laws that have been under negotiation at NEDLAC over the past 2 years will be an additional core focus area - this will include the coming amendments to the NMW Act, BCEA, LRA and the Employment Equity Act. South African Labour Law Update: Key Developments Restraint of Trade: Courts are strictly enforcing non-compete agreements that protect legitimate business interests, while dismissing overly broad clauses. Religious Discrimination: Employers must reasonably accommodate religious observances, as seen in a ruling favouring a marketing manager dismissed for refusing to work on the Sabbath. Workplace Assessment Practices: Psychometric testing for promotions upheld as valid when within policy guidelines and fairly administered. Operational Retrenchments: Courts remain strict on consultation requirements and objective selection criteria, even when business necessity is clear. Confidentiality Breaches: Employees reinstated after courts determined shared emails were not actually confidential, highlighting proportionality in discipline. Strike-Related Misconduct: Violent strike action has lost legal protection, with courts granting interdicts against participants in destructive industrial action. Jurisdictional Boundaries: Clarification on when disputes must go through CCMA conciliation before court proceedings, particularly for severance claims. Union Rights: Supreme Court reinforces union communication rights and protection from employer interference. Settlement Enforcement: Employers face contempt charges for non-compliance with settlement agreements, with courts taking avoidance of legal service seriously. Evidence Standards: Dismissal rulings overturned where arbitrators improperly relied on hearsay evidence, reinforcing fair hearing requirements. Retirement Age Disputes: Constitutional Court clarification on when dismissals based on age constitute discrimination. Workplace Bullying: New precedents requiring employers to take proactive measures against harassment and toxic work environments. #MLLU2025 is your comprehensive resource for understanding the current labour law landscape, equipping you with the knowledge to navigate and adapt to ongoing changes effectively. Don't miss this opportunity to stay ahead in South Africa's dynamic labour environment. Presented by Global Business Solutions (GBS) - Your Partner in Strategic HR Compliance All workshops are offered as customised in-house training that can be presented virtually or on-site. *All courses and conferences are subject to minimum delegate numbers. GBS is: Qualifying Small Enterprise Level 2 B-BBEE Contributor 53% Black Owned More than 51% Black Women Owned Download Brochure Manual Registration Form ! More about the presenter: Jonathan, AKA Johnny Goldberg Chairman, Global Business Solutions, Chartered Director, and Commissioner on the National Minimum Wage Commission Johnny is a renowned expert in South Africa’s labour law and regulatory landscape with over 30 years of experience. A trusted advisor and thought leader, Johnny has led high-level negotiations at plant, industry, and NEDLAC levels. Holding an MBA (Cum Laude), LLB, and Chartered Director status, he is a sought-after speaker and consultant on employment equity, wage negotiations, and business strategy. As a Commissioner on the National Minimum Wage Commission and Labour Market Convenor at NEDLAC, Johnny represents business interests in shaping national policy and transformation. Thembi Chagonda Joint-CEO, Global Business Solutions, and Employment Equity Commissioner Thembi, Joint CEO of Global Business Solutions, is one of South Africa’s leading HR consultants, with over 20 years of expertise in transformation, diversity, and skills development. A trusted advisor on BBBEE, Employment Equity, and HR compliance, Thembi holds a Bachelor of Social Science, a Postgraduate Diploma in Labour Law, and an Executive Certificate from Columbia Business School. As an Employment Equity Commissioner and industry leader, Thembi drives transformation initiatives, delivers impactful training, and shapes strategic HR solutions across sectors. Her leadership and contributions have positioned her as a key influencer in South Africa’s HR landscape. John Botha Joint-CEO, Global Business Solutions and CEO, Circle and Square John Botha is a highly regarded leader in workforce solutions, labour law, and strategic business transformation. As Joint CEO of Global Business Solutions, he brings decades of experience and has shaped South Africa's labour and employment landscape through his roles on the Employment Equity Commission and Essential Services Commission. A former Group Executive Director of South Africa's largest JSE-listed workforce solutions company at just 31, John has represented South Africa at the International Labour Organisation and led key labour law negotiations at NEDLAC. His academic credentials include a BCom Honours, a Postgraduate Diploma in Labour Law, and executive training from Columbia Business School and MIT. Renowned for his innovative strategies and transformative insights, John is a sought-after speaker and trusted advisor, helping organisations drive growth while navigating complex regulatory environments. Register Now Be the first to know about upcoming events—keep in touch on our socials: ! Widget Didn’t Load Check your internet and refresh this page. If that doesn’t work, contact us.