Staff Contracts / Job Descriptions

• We will draft a job description that contains all the areas of an employee’s
outputs, qualifications needed, personal abilities, soft skills needed and more.
• Our contracts are airtight; so as to protect the best interest of both employer and employee.
• All of our contracts are based on all relevant Legislation such the Basic
Conditions of Employment Act.

Discipline / Misconduct / Grievances

• Compilation of disciplinary hearing documentation and relevant forms.
• Investigating and chairing disciplinary hearings.
• Acting as an employer’s representative in labour court cases, CCMA and
bargaining council matters.
• Assistance with day-to-day matters: drunk on duty, absenteeism, late
coming, employees using drugs on duty, unauthorised absenteeism, etc.
• Mediator during misconduct, grievance and other related workplace issues.

• Manage at least 2 KPA (Key Performance Area) reviews per year for all staff.
• All newly appointed, transferred and promoted staff should have at least one performance review per month based on the KPA, job description and soft skills for at least the first 3 months.
• Counselling sessions to be held where performance is not up to standard,
which may lead to a poor performance enquiry, with an outcome such as an
agreement to resign, accepting an MSA, termination, demotion, etc.

Poor performance – Incapacity Management

Ill Health – Incapacity Management

• Intermittent incapacity: How to manage regular offenders where there is a trend; Mondays, Fridays, before payday, after payday, etc.
• Temporary incapacity counselling: Being booked off sick for a specific period of time.
• Permanent incapacity counselling: Being booked off sick indefinitely.

Policy development and implementation

• We will ensure that your company’s disciplinary procedures are as simple as those laid out in Schedule 8 of the Labour Relations Act.
• We will do a free HR audit to identify shortfalls and suggest a plan of action to remedy.
• We will draft all company policies and procedures including: grievances, HR procedures (leave, sick leave, maternity leave etc.), Disciplinary code, any other policy as per operational needs, etc

• Assistance with all administrative functions for referrals: con/arb objections,
rescission, condonation, reviews etc.
• Preparation and representation at relevant institutions.
• We will take the pain out of retrenchments, ensuring compliance in terms of
the following:
1. Consultation: Like all dismissals, retrenchments must be both
procedurally and substantively fair
2. We will assist with the following: Criteria for selection, Notification of
Retrenchment, Opportunity for feedback, etc.

CCMA / Retrenchments

Mutual separation agreement

• If there is a no fit with an existing employee, and all measures to mend the
employment relationship has failed, we will assist in negotiating and drafting an MSA.
• The MSA will prevent both parties from taking further action against each other, as it is a ‘full and final’ settlement agreement.

Employee Testing

• Polygraph
• Criminal / Police Clearance
• Credit check
• MS Office (Word, Excel, Powerpoint, Outlook)

• Ensuring all documents are provided, as per the New Employee Checklist
• Place employee on probation, in terms of level of the position
• Ensure employee is inducted into all departments

• Manage monthly probation reviews, with notes of each meeting
• Extend / terminate the probation period, where necessary; including
alternatives

Probation monitoring

Strategic Business Partnering

• Motivational talks and seminars
• Team building planning and management
• Assisting in drafting Mission, Vision and Values
• Assist with any HR and related project
• Facilitate and implement all Change Management Initiatives
• Coordinate and implement the agreed Departmental Strategies
• To provide pro-active HR best practice to Departments

Skills Development

• Register the Company with the correct SETA
• Register and coach a SDF (Skills Development Facilitator) / Act as the SDF on behalf of the company
• Conduct a skills audit and develop a workplace skills plan.
• Assist with the compilation and submission of a Workplace Skills Plan (WSP) and Annual Training Report (ATR).
• Establishing a skills development committee
• Recommending suitable training courses and providers

• The Occupational Health and Safety Act of 1993 was implemented in order to provide for the health and safety of persons at work and for the health and
safety of persons in connection with the use of plant and machinery.
• An employer needs to inform his/her workers how they can prevent being
injured on duty, how to work safely and to avoid causing harm to themselves or any other employees.
• We will also assist in setting up a training committee and appoint all
representatives such as first aiders, fire marshals, etc.

Health and Safety

Employment Equity

• Failure to comply with the provisions of the Employment Equity Act (which includes the submission of Reports and drafting of Plans) may lead to fines starting from R1,5 million.
• We will assist and drive the process from start to finish, inter alia the
following:
1. Selection and appointment of an Employment Equity Committee
2. Orientation or training of Employment Equity Committee members.
3. Development of an Employment Equity Policy.
4. Reporting EEA 2 and EEA 4 to the Department of Labour.

• We offer our services for all aspects of the recruitment process: drafting
adverts, placing adverts (Indeed, News24, etc), headhunting, shortlisting,
interviewing, reference checks, criminal checks, appointments, etc
• We will follow all the steps of the recruitment process, to ensure that you
employ a suitable candidate that will benefit your company, with guarantees included.

Recruitment and Selection