Workforce planning consulting services

Increasingly organisations today are trying to map out the skill sets of their workforce to understand who they have and what they need -- and what external factors may impact on achieving strategic initiatives. What that would tell you is where you need to go. Contact us today to project plan a workforce and succession planning initiative for your organisation and gain a competitive advantage in the market place. Read more

Revise or develop your in-house Human Resources Policies and Procedures Manual

The convention of organisational Human Resources Policies and Procedures Manuals received new life with promulgation of the Employment Equity Act, which ushered in the discipline of employment systems reviews. Traditionally Human Resource Manuals merely sought to set out in typical fashion Company employment practices with particular emphasis on regulatory requirements and statutory compliance. Read more

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Members may now subscribe to Workinfo.com or Caselaw.co.za or purchase human resource products & services at shop.workinfo.com. To learn more about this service, click here.

Workinfo.com HR Executive Forum 

The HR Executive Forum is a free service allowing HR professionals to exchange ideas, ask questions and voice their opinions on any HR related topic. To join this free service visit the membership page, by clicking here. To read more about this new service, click here.

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Black economic empowerment legislation, charters and scorecards.

1. Interview with Jimmy Manyi, Head of the Employment Equity Commission
2. Sexual harassment and employment law. Simon Coleman interviews Marylyn Christianson (Associate Professor of Law)
3. Who is an employee? - Simon Coleman interviews Rob Perrott of Perrott Van Niekerk Woodhouse Matyolo Inc
4. Substance abuse in the workplace. Simon Coleman interviews Alexa Stafford (Organisational Health Specialist, SAB) and Adrie Vermeulen (Director: SANCA Johannesburg)
5. Strike action and employment law. Simon Coleman interviews Duncan Innes, CEO of Innes Labour Briefs.

Additional Webcasts from the ILO - Requires RealPlayer

1. Our Workplace: Decent work is part of the human rights challenge of our times, says South African labour leader (ILO TV)
2. Informal economy work sees more working hours for men, less for women
3. Our Workplace: Why do we work so much? ILO expert Jon Messenger talks about working time around the world. (ILO TV)
4. Fighting AIDS on Commercial Farms in Zambia with Nurse Janet - Duration: 00:02:14 (3.5 MB)

Transcription Services

Transcriptions from digital files, CD-ROM's & Cassettes. We provide a broad range of services to advocates, attorneys, industrial relations and human resource practitioners and support staff.  

• Legal Typing and Transcription 
• Legal Forms
• Copy Typing
• Disciplinary Hearings
• Wage Negotiations

We type and transcribe routine correspondence, notes, minutes of meetings and other items regularly dictated by lawyers. We also transcribe recordings of proceedings at meetings, conferences, telephone conversations, interviews and disciplinary hearings. Read more about this new service

• Workforce and Succession Planning

• Employment Equity Workshop - Renewing your initiatives

• Wage Negotiation Management Support Workshop

• Workplace Communication Workshop

• Managing for Diversity Workshop

• Initiating and Chairing Disciplinary Hearings

Available Surveys

• Human Resource Practitioners Salary Survey
• Wage Settlement Survey

Coming soon 

• Conduct an in-house Human Resource Customer Service Survey (fee based - specific to each company.) Request your internal customers (employees) to evaluate HR Service delivery and use the results to improve your service offerings.

• 7th Annual Female Board Members Survey Proves Staffing More Women Leaders in Business Improves Companies
• Change your workplace into a WOWplace with S.E.X. 
• The Impala and the slaves – A story about loss, love and mistrust
• State of Leadership by Steve Linn

• Stockholders vs Stakeholders - Balance is Key.

• Employee Disengagement A Global Epidemic 

• One Size Does Not Always Fit All

• Web Earns Central Role In HR Service Delivery

• A Built To Change World

• Case-Law & Legislation Review: Landmark Court Ruling Favours Whistleblower

• Downloads: Development Needs Analysis  - Creating A “Self Funding” Development Strategy 

[76] The view that if there was no deference afforded to the employer’s sanction there would be a flood of cases to the CCMA is no more than supposition.  As the Labour Appeal Court correctly stated in Engen Petroleum:

“[It] reveals a failure to appreciate the full rationale behind the creation of the CCMA.  It is right and proper that as many disputes as possible that are not resolved amicably in the workplace, should be referred to the CCMA or bargaining councils and other mutually agreed fora for conciliation and, later, arbitration, irrespective of what any one may think of the merits or demerits of such disputes.  The existence of the CCMA . . . helps to channel, among others, workers’ grievances to where they can be ventilated without any interruption and disruption of production – at least up to a point.  It is also right and proper that unions should be encouraged and not discouraged to refer dismissal disputes with employers to the CCMA for arbitration if they feel aggrieved by such dismissals.  In that way, they can ventilate all issues about their grievances in regard to such dismissals in that forum before a third party, who can listen to all sides of the dispute and, using his own sense of what is fair or unfair, decide whether the dismissal is fair or unfair.  In that way, the workers would have less urge to resort to industrial action over dismissal disputes.”lxxxi

[77] Employees are entitled to assert their rights.  If by so doing a greater volume of work is generated for the CCMA, then the State is obliged to provide the means to ensure that constitutional and labour law rights are protected and vindicated.

[78] In approaching the dismissal dispute impartially a commissioner will take into account the totality of circumstances.  He or she will necessarily take into account the importance of the rule that had been breached.  The commissioner must of course consider the reason the employer imposed the sanction of dismissal, as he or she must take into account the basis of the employee’s challenge to the dismissal.  There are other factors that will require consideration.  For example, the harm caused by the employee’s conduct, whether additional training and instruction may result in the employee not repeating the misconduct, the effect of dismissal on the employee and his or her long-service record.  This is not an exhaustive list.

[79] To sum up. In terms of the LRA, a commissioner has to determine whether a dismissal is fair or not.  A commissioner is not given the power to consider afresh what he or she would do, but simply to decide whether what the employer did was fair.  In arriving at a decision a commissioner is not required to defer to the decision of the employer.  What is required is that he or she must consider all relevant circumstances. To read the full quote, click here

Z SIDUMO & CONGRESS OF SOUTH AFRICAN TRADE UNIONS versus RUSTENBURG PLATINUM MINES LTD CCT 85/06. To read this judgment on Caselaw.co.za, click here

New Sectoral Determination for Hospitality Sector - effective 1 July 2007

Doctor's for Life International achieve a measure of success in the Constitutional Court:- The Court held the  Traditional Health Practitioners Bill; and the Choice on Termination of Pregnancy Amendment Bill invalid, but suspended the order of invalidity for a period of 18 months to enable Parliament to enact these statutes afresh in accordance with the provisions of the Constitution. Read the Judgment here