RECORDED WEBINARS

 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).

Recording Price: R950 excl. VAT

The introduction of AARTO has significant consequences, for not only private individuals, but also employers. The purpose of this workshop is to discuss the nature and extent of the impact that AARTO could have on your organization.

AARTO is applicable in any workplace where there are company owned, rented or pool vehicles as well as where employees are using company vehicles in the course and scope of their duties. The effect of AARTO on business can range from rendering an employee incapable of performing their duties as well as potential immobilization of company vehicles. There is also the issue of liability for penalties.

Outline:

• AARTO terminology and objectives
• Demerit point system
• The administrative and adjudication process
• Impact of AARTO on business and individuals
• Steps that can be taken to address the impact of AARTO in the workplace

Recording Price: R950 excl. VAT

The practical session covers:

• An in-depth look into available jurisdictional points
• How to draft / argue a postponement application
• How to oppose a condonation application
• How to apply for a Commissioner’s recusal
• Using pre-arbitration proceedings to your advantage
• How to subpoena witnesses & documents
• Drafting award winning closing submissions

Recording Price: R950 excl. VAT

Do you need peace of mind and confirmation that you are on the right track with respect to BBBEE compliance. Especially with regards to understanding the impact of the amendments and governance due to C-19.

1. Overview of the BBBEE generic codes and amendments since Nov/ Dec 2019 and the impact it has had on businesses.
2. Discuss the “big-ticket” items for businesses in the BBBEE context given C-19 and what the impact has been;

• Learnings in respect of changing metrics of revenue,
• NPAT and leviable payroll as well as headcount,
• JSE notices on reporting,
• BEE commission view that C-19 should not prejudice transformation

Some best practices you have come across to optimise cost-benefit-ROI and what VA’s are doing to look out for.

Commentary on how the amendments to the EE Act s53 certificate of compliance may impact Management Control

Show the BEE manager/ system.

Recording Price: R950 excl. VAT

This 1-and-a-half-hour webinar will be hosted alongside Marius Kotze, Senior Executive of the CCMA, in respect of the May 2020 directives issued regulating dispute resolution through the CCMA and Bargaining Councils under COVID-19 lockdown regulations

The webinar will focus specifically on the key considerations and how they dictate the particular manner and circumstances under which disputes will be processed and proceed under COVID-19 lockdown regulations

Recording Price: R550 excl. VAT

The Employment Equity Amendment Bill, published on 20 July 2020, will be promulgated shortly. No fewer than 12 sections have been amended and there are a number of far-reaching implications that will require a detailed review of EE targets, the composition of the committee and human resource policies across the employment lifecycle.

Specific amendments include:

• Definition of people with disabilities
• Sectoral targets and the impact of these on compliance and state tenders
• The composition of the EE Committee
• The inclusion of sector targets in the EE Plan
• The impact of not meeting sectoral targets on compliance
• The issuing of a certificate of compliance and the impact of sectoral targets, unfair discrimination and minimum wages on this.
• The above amendments will require potential re-constituting the employment equity committee, amendment of policies and procedures, the re-evaluation of numerical targets and goals as well as new efforts to identify people with disabilities.

Recording Price: R950 excl. VAT

INCOME DIFFERENTIALS, THE EEA4 AMENDMENTS AND EQUAL PAY FOR WORK OF EQUAL VALUE

Who/why attend

Since the introduction of s6(4) of the EEA in which the emotional matter of equal pay for work of equal value was formalised, we have been advising clients that it is fundamentally important to design remuneration and equal treatment policies and remedial actions. In addition, the need to have a system that allows for the capturing, analysis and reporting of data fields that will be required under the revised EEA4.

The Department of Labour has Gazetted the revised EEA 4 regulations and repealed the previous ones. Critical aspects of the new format include:

• Fixed vs variable remuneration
• Inclusions, exclusions and conditions
• Median, mean and range calculations
• Overall wage gap from lowest to highest paid
• Inclusion of temporary employees
• Existence of a remuneration and equal treatment policy and alignment of remedial actions

Details

Recording Price: R550 (excl. VAT)

INCOME DIFFERENTIALS, THE EEA4 AMENDMENTS AND EQUAL PAY FOR WORK OF EQUAL VALUE

Who/why attend

Since the introduction of s6(4) of the EEA in which the emotional matter of equal pay for work of equal value was formalised, we have been advising clients that it is fundamentally important to design remuneration and equal treatment policies and remedial actions. In addition, the need to have a system that allows for the capturing, analysis and reporting of data fields that will be required under the revised EEA4.

The Department of Labour has Gazetted the revised EEA 4 regulations and repealed the previous ones. Critical aspects of the new format include:

Fixed vs variable remuneration

Inclusions, exclusions and conditions

Median, mean and range calculations

Overall wage gap from lowest to highest paid

Inclusion of temporary employees

Existence of a remuneration and equal treatment policy and alignment of remedial actions

Details

Recording Price: R550 (excl. VAT)

The challenge of unpicking pay practices, particularly in organisations with long history and varying terms of employment, can seem daunting. Throw in pressure from trade unions whose answer is to raise everyone to the highest wage as means of equalisation and tight economic conditions, and compliance with this element of the Employment Equity Act can seem overwhelming.

In this webinar, Natalie will share some of the lessons learned during her work as a specialist Equal Pay consultant. Based on her observations and experience, Natalie will share some of the common pitfalls and provide practical solutions to guide your organisation in the quest to balance pay and productivity.

Topics covered

• Employment Equity
• Equal Pay for Work of Equal Value
• Remuneration
• Pay for Performance

Recording Price: R550 (excl. VAT)

Managing absenteeism and leave abuse becomes increasingly important as the Labour Laws Amendment Act comes into effect with extended parental, adoption and commissioning parental leave. The reality is that workforce planning and production as well as labour relations processes to deal with these instances become more critical than ever. Managing absenteeism requires an integrated strategy and leave abuse must be stamped out unconditionally. Join us to get the inside track on this.

Traditional forms of leave – annual, sick and family responsibility leave – have been significantly increased since the introduction of C19, parental, adoption and commissioning surrogacy leave. Add to this the sick leave provisions under COVID-19. We will take you through a detailed journey that addresses how to ensure that the correct legal and business approach is taken in managing these situations. Specific areas we will cover include those set out below.

• Types of leave – BCEA and COVID-19
• The annual cost of leave to the employer
• Which of these forms of leave lend themselves to abuse?
• Identifying leave abuse patterns
• Which medical certificates to accept
• Evidence that the employee is required to present across the different forms of leave
• A process flow to address abuse
• Tracking all forms of leave
• In COVID-19 identifying the entitlement to sick leave, annual leave and COIDA
• Case studies

Recording Price: R950 excl. VAT

Given that C-19 infections are forecast to peak at 1000000 in Q4 of 2020, employers will be soon be encountering a myriad of different scenarios around C-19 at the workplace.

During this Insight Series webinar, John Botha will provide both legal compliance and best practice flow diagrams to enable HR professionals, and business leaders, to practically manage their workplaces and employees, ensuring compliance.

Content

• Symptomatic employees
• Exposure to C-19+ individuals
• Confirmed C-19+ employees
• Occupationally-directed C-19+ and COIDA claims
• When to pay and when not to as well as other options for payment
• When sick leave applies and when other leave must be pursued
• Dispute resolution.

Recording Price: R550 (excl. VAT)

The Fourth Industrial Revolution (4IR) began the change for workplaces but Covid-19 has accelerated its implementation.

In a situation where employees are now all scattered (remote) and expected to work independently, management skills and styles require immediate adjustment.

Recent surveys indicate that almost all employees polled indicated they’d like to maintain remote working, at least in some form, post Covid-19, however more than a third are concerned that their Managers will not see (or appreciate) the full extent of their contribution if they’re not in the office. Conversely, 82% of Managers fear that remote working will reduce employees’ focus and productivity, having a negative impact on organisational results.

Recording Price: R950 (excl. VAT)

Let us take you on an insightful tour demonstrating what resilient people and businesses are doing to remain sustainable in the face of disruption, successful in declining markets and strong in tough circumstances. It is these skills that will have to permeate all aspects of strategy, policy, culture and practice … through a conscious personal leadership intervention. Transitioning through change is a given, the success with which businesses adapt, however, is a variable and dependent on the ability of management and staff to:

• Understand the art of connecting and building smart trust.
• Using connection to drive outcomes.
• Drive retention, relationship and revenue.
• Understand themselves.
• Create a deep-seated desire to be the best.
• Engage authentically with others.
• Lead self and teams.

Client-centric and employee-centric propositions are derived from these critical cross-field skills and are a must.

Recording Price: R950 (excl. VAT)

On Monday 22 June 2020, it was announced that a number of sections of the Protection of Personal Information Act (POPIA) have come into effect. Most of these – which deal with, among others, the conditions for lawful processing of personal information – come into effect on 1 July 2020 with the remaining sections coming into effect on 30 June 2021. Compliance can be a lengthy process and with fines of up to R10 million levied for breaches, all companies need to ensure that they’ve made the necessary changes.

The most significant aspect of POPIA, which relates to the processing of data related to data subjects, came into effect on 1 July 2020. Significant changes need to be made across various divisions of a business to ensure alignment.

Outline

• Legislative timeline
• Purpose of the Act
• Application of the Act
• Exclusion from the Act
• Definitions
• 8 Conditions of Lawful Processing unpacked
• Practical steps to ensure compliance with the 8 conditions
• POPI Act v GDPR
• The Regulator and her duties
• Helpful tips top ensure compliance
• Practical discussions
• Penalties applicable
• What an information officer’s role is and how to fulfil it.
• Best practices to follow in terms of data processing?
• What risks are there for my business in regards non-compliance?

Recording Price: R950 (excl. VAT)

• Procedural requirements for a strike to be protected. Should there be dispute referrals?
• What if the strike does not start as per the strike notice?
• Difference between disputes of rights and disputes of interest. Is there a difference?
• Effect of the LRA amendments in relation to establishment of Advisory Arbitration Panel.
• Do violent strikes become unprotected?
• Legal requirement of balloting.
• Involvement of political parties in collective bargaining and strikes.
• Lock-outs defined: Defensive lock-out VS Offensive lock-out
• Picketing defined: Requirement of picketing rules (Amendments & CCMA)
• Where can you picket?

Recording Price: R950 (excl. VAT)

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The root of most ill-discipline in organisations is because line managers avoid taking action! Either because they’re uncertain or because no one else is doing it. And when people “get away with things” ill-discipline becomes the norm. Time to get your house in order so everyone can focus on getting the job done.

The practical session, perfect for Line Managers who’re expected to execute discipline, covers:

• Dispute flow diagram: what/how you start can influence how the dispute ends at the CCMA.
• How to classify an incident: incapacity vs misconduct
• When you cannot discipline by law
• When you can discipline for conduct outside the workplace
• Substantive fairness in misconduct cases – unpacking the 5 key elements
• Procedural fairness in misconduct cases – including hearings in the age of Zoom

Recording Price: R950 (excl. VAT)