@nicolevaneeden
Active 4 years, 1 month ago-
Nicole van Eeden posted an update 4 years, 5 months ago
Looking to increase the value of your Business? Follow the link to the Business Builder Workshop hosted by Business Doctors South Africa
http://www.business-doctors.co.za/event/595/business-builder-workshop -
Nicole van Eeden changed their profile picture 4 years, 6 months ago
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Nicole van Eeden wrote a new post, Polygraph Testing: Tracking the culprit 5 years ago
What do you do if there is reason to suspect an employee of dishonesty but you have no direct evidence?
First of all, employers should ensure that their systems, policies and procedures and contracts of employment […] -
Nicole van Eeden wrote a new post, UNDERSTANDING OVERTIME SHOULD NOT BE A WASTE OF TIME 5 years, 6 months ago
Employers often find themselves at loggerheads with employees over the calculation of overtime. Depending upon the business requirements overtime may be necessary. The amount of overtime allowed and the […]
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Nicole van Eeden wrote a new post, Written Warnings and Dismissals 6 years, 2 months ago
When compiling a written warning or notification to attend a disciplinary it is extremely important that the charges are correctly formulated.
Theft is a prime example: to charge the employee with “theft” is not […] -
Nicole van Eeden wrote a new post, So many jobs, so few suitable candidates! 7 years, 5 months ago
With the on-again, off-again debate regarding the unemployment statistics of our country, it’s often not easy to decipher who is to blame. Maybe if we could get accurate numbers as to how many vacancies there a […]
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Nicole van Eeden wrote a new post, How Important is a Contract! 7 years, 11 months ago
It is important that the status of an employee be established from the beginning of the employment relationship – permanent, fixed term, temporary, and so on. The Basic Conditions of Employment Act, in section 2 […]
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Nicole van Eeden wrote a new post, VICARIOUS LIABILITY 8 years ago
South Africans were shocked after the tragic fatal Pinetown crash that claimed 23 lives so far. The truck driver has been arrested and faces several counts of criminal charges. We know that the driver of the […]
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Nicole van Eeden replied to the topic Sick notes from a Sangoma in the forum HR & Personnel Practitioners 8 years ago
Employers should look out for those sick notes that state that “the Doctor was informed that the employee was unfit for work.” The letter has to say that in the doctor’s professional opinion the employee was unfit for work on the specified dates and also indicate when the employee is expected to be fit to resume his duties.
We have had so many…[Read more] -
Nicole van Eeden replied to the topic Sick notes from a Sangoma in the forum HR & Personnel Practitioners 8 years ago
Oh,,and here is the section straight off of the SA Labour Guide.
“What is a medical certificate? It is a document issued and signed by someone who is certified to diagnose and treat patients and who is registered with a professional council. This may include dentists, psychologists, interns and nurses. Some sangomas or traditional healers do…[Read more] -
Nicole van Eeden replied to the topic Sick notes from a Sangoma in the forum HR & Personnel Practitioners 8 years ago
Hi Tass. The only situations that we have dealt with lately is that the note must be accepted as long as the Sangoma is registered as a medical practitioner or traditional healer. The employer is also allowed to question any sick note and investigate the credibility of the “medical practitioner” should he have his doubts. This is rather a to…[Read more]
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Nicole van Eeden wrote a new post, TERMINATION OF EMPLOYMENT BY ABSCONDING 8 years, 1 month ago
Many employers have found themselves in difficult situations where the employee fails to report for duty and the employer does not know of his / her whereabouts or the reason for the absence. It will be easy for […]
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I have an employee who has been absent for two months stating he is sick. I have asked for a doctor’s certificate to no avail. I have been paying him but I am now of the opinion that he is taking advantage.
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If the employee has been dishonest failed failed to be loyal to his employer and has been warned several times each time he was found guilty of his acts, can the employer terminate the employment contract of the said employee?
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Hi Constance,
Thanks for your question. On the information you give, I would answer as follows:
The information in the main posting about giving the employee a hearing do also apply here.
So although there have been previous warnings, it is still necessary for this incident to give the employee a hearing about what are the circumstances in this case. The hearing itself can be quite informal, but it is necessary to have records of exactly what happened in this case, to give the employee a chance to explain. Then take into account the previous history in making the decision.
One of the most important aspects of an employment relationship is trust. It sounds from what you say, that the trust has broken down because the employee is not paying attention to the requirements, and can’t be trusted. That is an important factor in reaching a decision to dismiss.
Make sure that every step is documented.
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Nicole van Eeden wrote a new post, What do you do when a Department of Labour Inspector arrives at your premises? 8 years, 1 month ago
The following are some of the things that the inspectors from the Department will look out for:
*Are you registered with the compensation fund?
*Are you registered with the unemployment insurance Act?
*Do yo […] -
Nicole van Eeden wrote a new post, "Sick leave" making you SICK? 8 years, 1 month ago
It appears that employers are “sick” of sick leave. Whilst some employees are genuinely sick, some tend to abuse this entitlement.
Like any other form of leave, sick leave is also regulated by The Basic […] -
Nicole van Eeden replied to the topic Advice on Termination of Employment in the forum HR & Personnel Practitioners 8 years, 1 month ago
Hi Nadia
First of all the employer should sit the person down to discuss the issues, based on INCOMPATIBILITY. (he / she does not fit in with the culture of the business). Have a third party present to avoid the “I say – you say” scenario. If the person acknowledges that this is the case (that he / she does not want to work there) the emplo…[Read more]
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Nicole van Eeden wrote a new post, Maternity Leave: How to Avoid Labour Pains 8 years, 1 month ago
Maternity leave is governed by the Basic Conditions of Employment Act, Sections 25 & 26.
An employee is entitled to 4 months maternity leave which constitutes 4 weeks prior to the birth of the child and 3 months […] -
Nicole van Eeden replied to the topic Chairing a disciplinary Hearing in the forum HR & Personnel Practitioners 8 years, 1 month ago
Hi Ronald
I trust you are well. I only came across your post now. Have you found someone to assist you? Our company, Labour Dispute Management, can assist you in this area. We also offer the service of an official to chair hearings for you. If you still need help, please feel free to contact our company on 011 831 9800
Regards
Nicole