SA Labour and Employment Law Documents
At Labour Smart we strive to provide our subscribers with a comprehensive library of labour and employment law documents, templates, forms, information sheets and publications.
Employees, unions, managers and HR professionals from the smallest to the largest employer, can download templates, information sheets, publications and examples to assist in managing various aspects of HR, dispute resolution, disciplinary hearings and much more.
From our publications you can find guidance about any aspect of Labour law, literally from the date of the interview of the new employee until his dismissal, resignation or retrenchment.
For more information you can contact Labour Smart at 012 345 2955
| Title | Description | Type | Price | |
|---|---|---|---|---|
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Abscondment Category Discipline |
"Abscondment" is deemed to have occurred when the employee has been absent from work for a time that warrants the inference that the employee no longer intends to resume work. This article considers the transgression of abscondment and the severity of the type of sanction to impose. | Information Sheet | R 95.00 | Preview |
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Absenteeism and how to manage it Category Discipline |
Identifying the different types of absenteeism and how to manage it. | Information Sheet | R 115.00 | Preview |
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Abuse of Sick Leave and Leave - pdf Category Discipline |
Employees are entitled to sick leave during a cycle of 36 months with the same employer. During this period the employee is entitled to sick leave equal to the days an employee will normally work in 6 weeks. In certain circumstances - abuse of sick leave is grounds for disciplinary action, however there is a fine line between misconduct and incapacity that an employer must be careful not to cross! | Information Sheet | R 60.00 | Preview |
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Affidavit in opposition to condonation application Category CCMA and B/councils |
How to oppose an application for condonation in terms of rule 9 of the CCMA rules, of any referral document or application delivered outside of the applicable time periods as set by the CCMA rules | Template | R 270.00 | Preview |
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Affidavit in opposition to condonation application - pdf Category CCMA and B/councils |
How to oppose an application for condonation in terms of rule 9 the of CCMA rules, of any referral document or application delivered outside of the applicable time periods as determined by the CCMA Rules. | Information Sheet | R 255.00 | Preview |
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Affidavit in support of rescission Category CCMA and B/councils |
Section 144 of the LRA - Dealing with variation and rescission of arbitration awards and rulings. | Template | R 205.00 | Preview |
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Affidavit in support of rescission - pdf Category CCMA and B/councils |
Section 144 of the LRA - Dealing with variation and rescission of arbitration awards and rulings. | Information Sheet | R 190.00 | Preview |
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Affidavit section 142A of the LRA Category CCMA and B/councils |
Making a settlement agreement an arbitration award of any dispute that has been referred to the CCMA | Template | R 165.00 | Preview |
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Affidavit section 142A of the LRA - pdf Category CCMA and B/councils |
Making a settlement agreement an arbitration award of any dispute that has been referred to the CCMA | Information Sheet | R 150.00 | Preview |
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Agency and Closed Shop Agreements - pdf Category Employment agreements |
A discussion document on Section 25 and 26 of the LRA dealing with closed shop and agency shop agreements between employers and unions on behalf of employees in the workplace. this special type of agreement constitutes a collective agreement in terms of which the employees all contribute or belong to a specific union with which the employer entered into a closed or agency shop agreement. | Information Sheet | R 110.00 | Preview |
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Agenda for section 21 meeting Category Trade Unions |
Agenda points for a Section 21 meeting | Information Sheet | R 95.00 | Preview |
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Agreement to Postpone in CCMA Category Settlement agreements |
Template - Agreement between applicant and respondent to Postpone in the CCMA | Template | R 75.00 | Preview |
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Agreement to postpone in council Category CCMA and B/councils |
A letter to confirm the parties have reached a consensual agreement to postpone a matter. This must be submitted timeously to ensure it is effected. | Information Sheet | R 60.00 | Preview |
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Agreement to postpone in council Category CCMA and B/councils |
A letter to confirm the parties have reached a consensual agreement to postpone a matter. This must be submitted timeously to ensure it is effected. | Template | R 75.00 | Preview |
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AHI Employer Organisation Category Employer's organisations |
Information sheet on the AHI by LabourSmart - Basic organisation information and contact details. | Forms | FREE | Preview |
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Amanzi Bargaining Council (ABC) Category Bargaining councils |
Information sheet on Amanzi Bargaining Council (ABC) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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Amended Labour Relations Act - pdf Category Department of Labour |
The Labour Relations Act (by The Department of Labour) No. 66 of 1995: as amended by Labour Relations Amendment Act, No 42 of 1996, Proclamation, No 66 of 1996, Labour Relations Amendment Act, No 127 of 1998, Labour Relations Amendment Act, No 12 of 2002. | Information Sheet | FREE | Preview |
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Amendments to Labour legislation Category Amendment acts |
Summary of the latest amendments to the labour legislation of 2014, discussing the amendments to the LRA, BCEA, EEA and the Employment Conditions Bill. | Publication | R 240.00 | Preview |
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Analysis Section 19 Check list - Gauteng Category Employment Equity |
Section 19 of the Employment Equity Act nr 55 of 1998 stipulates that a Designated Employer must conduct an analysis of employment policies, practices, procedures and working environment so as to identify employment barriers that adversely affect members from Designated Groups. The analysis must also include the development of a workforce profile to determine to what extend Designated Groups are under-represented in the workplace. | Template | R 245.00 | Preview |
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Anti Corruption and Fraud policy Category Policies |
A policy assisting an employer to deal with and prevent corruption and fraud in the work place. | Information Sheet | R 230.00 | Preview |
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Anti Corruption and Fraud policy Category Policies |
A policy assisting an employer to deal with and prevent corruption and fraud in the work place. | Template | R 270.00 | Preview |
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Appeal form - Disciplinary hearing Category Disciplinary hearings |
A form provided to a guilty employee to appeal against a guilty finding in a disciplinary enquiry | Information Sheet | R 70.00 | Preview |
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Appeal form - Disciplinary hearing Category Disciplinary hearings |
A form provided to a guilty employee to appeal against a guilty finding in a disciplinary enquiry | Template | R 85.00 | Preview |
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Appeal ruling - Disciplinary hearing Category Disciplinary hearings |
The ruling and reasons for the decision given by the chairman of an appeal hearing. | Information Sheet | R 150.00 | Preview |
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Appeal ruling - Disciplinary hearing Category Disciplinary hearings |
The ruling and reasons for the decision given by the chairman of an appeal hearing. | Template | R 165.00 | Preview |
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Application for a permit to employ children in performing arts Category Department of Labour |
Form SD10.1 - Application for a permit to employ children in performing arts. THE PURPOSE OF THIS FORM - This form is an application for a permit to involve children under the age of 15 years in the performance of advertising, artistic and cultural activities. The employer fills in this form. | Forms | FREE | Preview |
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Application for leave Category Basic Conditions of Employment |
A detailed application for leave | Template | R 60.00 | Preview |
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Application for leave Category Basic Conditions of Employment |
A detailed application for leave | Information Sheet | R 60.00 | Preview |
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Application for postponement of arbitration in the CCMA Category CCMA and B/councils |
Application for postponement of arbitration in the CCMA | Template | R 125.00 | Preview |
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Application for postponement of arbitration in the CCMA Category CCMA and B/councils |
Rule 31 - Application to postpone an arbitration in the CCMA | Information Sheet | R 110.00 | Preview |
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Appointment letter of designated EE manager Category Disciplinary hearings |
A letter appointing a Designated Manager in terms of the section 24(1) of the Employment Equity Act No 55 of 1998. Such a Designated Manager will report directly to its employer on all matters relating to, or emanating from the development, implementation and monitoring of the Employment Equity Plan and the chairing of the Employment Equity Forum. | Information Sheet | R 95.00 | Preview |
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Appointment letter of designated EE manager Category Disciplinary hearings |
A letter appointing a Designated Manager in terms of the section 24(1) of the Employment Equity Act No 55 of 1998. Such a Designated Manager will report directly to its employer on all matters relating to, or emanating from the development, implementation and monitoring of the Employment Equity Plan and the chairing of the Employment Equity Forum. | Template | R 110.00 | Preview |
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Appointment of Consultant Category Employment agreements |
Agreement for the appointment of a consultant - standard terms & conditions. | Information Sheet | R 295.00 | Preview |
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Appointment of Consultant Category Employment agreements |
Agreement for the appointment of a consultant - standard terms & conditions. | Template | R 295.00 | Preview |
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Argument on points in limine in CCMA arbitrations Category CCMA and B/councils |
A rule 31 application to the CCMA to decide on interlocutory applications or technical points raised by a party in the CCMA arbitration. | Information Sheet | R 255.00 | Preview |
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Argument on points in limine in CCMA arbitrations Category CCMA and B/councils |
A rule 31 application to the CCMA to decide on interlocutory applications or technical points raised by a party in the CCMA arbitration. | Template | R 270.00 | Preview |
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Automatic Unfair Dismissals Category Dismissal |
A dismissal is automatically unfair in terms of section 187 of the LRA if the employer dismisses an employee for reasons relating to organisational rights or for reasons relating to unfair discrimination, participation in a protected strike or pregnancy. | Information Sheet | R 150.00 | Preview |
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Bargaining Council for the Chemical Industry (NBCCI) Category Bargaining councils |
Information sheet on the Bargaining Council for the Chemical Industry (NBCCI) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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Bargaining Council for the Civil Engineering Industry (BCCEI) Category Bargaining councils |
Information sheet on the Bargaining Council for the Civil Engineering Industry (BCCEI) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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Bargaining Council for the Fishing Industry (BCFI) (National) Category Bargaining councils |
Information sheet on Bargaining Council for the Fishing Industry (BCFI) (National) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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Bargaining Council for the Furniture Manufacturing Industry KZN (BCFMI) Category Bargaining councils |
Information sheet on the Bargaining Council for the Furniture Manufacturing Industry KZN (BCFMI) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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Bargaining Council for The Furniture Manufacturing Industry of The Western Cape Category Bargaining councils |
Information sheet on the Bargaining Council for The Furniture Manufacturing Industry of The Western Cape by LabourSmart - Basic organisation and contact details. | Forms | FREE | Preview |
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Basic Conditions of Employment Act Category Department of Labour |
Basic Conditions of Employment Act 1997 | Forms | FREE | Preview |
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Basic Guide to Affirmative Action Category Department of Labour |
Affirmative action ensures that qualified people from designated groups have equal opportunities in the workplace. | Forms | FREE | Preview |
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Basic Guide to Annual Leave Category Department of Labour |
Basic Conditions of Employment legislation requires that workers get a minimum of 21 consecutive days of annual leave each year. Employers can only pay workers instead of granting annual leave when employment is terminated. | Forms | FREE | Preview |
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Basic Guide to Child Labour Category Department of Labour |
In the interests of protecting children, employing anyone under the age of 15 is illegal, except for children in the performing arts. Children aged 15 to 18 may not be employed to do inappropriate work. | Forms | FREE | Preview |
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Basic Guide to Compensation for Medical Expenses Category Department of Labour |
All claims for occupational injuries and diseases must be supported by medical reports, directly linking the diagnosis of the injury or disease with the worker's accident/work. | Forms | FREE | Preview |
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Basic Guide to Reporting Occupational Injuries and Diseases Category Department of Labour |
Workers must notify their employers of an accident immediately. Employers must submit certain documents to the Compensation Commissioner within 7 days of being notified. Compensation claims for occupational injuries are calculated according to the degree of disablement. | Forms | FREE | Preview |
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Basic Guide to Submitting a Medical Report Category Department of Labour |
A doctor or chiropractor must submit medical reports to the employer within a certain period. | Forms | FREE | Preview |
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Basic Guide to UIF Adoption Benefits Category UIF |
A basic guide on UIF adoption benefits - Who Can Claim?, Benefits, Amount, Tax, Payments and Overpayments with links to the relevant section from the Unemployment Insurance Act | Forms | FREE | Preview |
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Basic Guide to UIF Contributions Category UIF |
Basic Guide on UIF Contributions - Contributions payable, Earnings ceiling and What employers may not do, with links to the relevant section from the Unemployment Insurance Act | Forms | FREE | Preview |
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Basic Guide to UIF Declarations Category UIF |
Basic Guide on UIF Declarations - What are UIF Declarations? and Who must submit declarations to UIF? with links to the relevant section from the Unemployment Insurance Act | Forms | FREE | Preview |
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Basic Guide to UIF Dependant’s Benefits Category UIF |
Basic Guide on UIF Dependant’s Benefits - Who can claim? When must I claim? and How do I claim? with links to the relevant section from the Unemployment Insurance Act | Forms | FREE | Preview |
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Basic Guide to UIF Disputes Category UIF |
Basic Guide on UIF Disputes - How to appeal a rejected claim, with links to the relevant section from the Unemployment Insurance Act | Forms | FREE | Preview |
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Basic Guide to UIF Illness Benefits Category UIF |
Basic Guide on UIF Illness Benefits - Who can claim? When must I claim? How do I claim? and How will I be paid? with links to the relevant section from the Unemployment Insurance Act | Forms | FREE | Preview |
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Basic Guide to UIF Maternity Benefits Category UIF |
Basic Guide on UIF Maternity Benefits - Who can claim? When must I claim? How long can I claim for? How do I claim? and How will I be paid? with links to the relevant section from the Unemployment Insurance Act | Forms | FREE | Preview |
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Basic Guide to UIF Registration Category UIF |
Basic Guide on UIF Registration - Who must register with UIF? and Who must register with SARS? with links to the relevant section from the Unemployment Insurance Act | Forms | FREE | Preview |
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Basic Guide to UIF Unemployment Benefits Category UIF |
Basic Guide on UIF Unemployment Benefits - Who can claim? When must I claim? How long can I claim for? How will I be paid? and When the UIF May Refuse to Pay, with links to the relevant section from the Unemployment Insurance Act | Forms | FREE | Preview |
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Basic Guide to Unfair Discrimination Category Department of Labour |
Employers must remove unfair discrimination from their policies and practices. It is not unfair to discriminate when you apply affirmative action. | Forms | FREE | Preview |
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Basic Guide to Unfair Dismissal and Unfair Labour Practices Category Department of Labour |
Every worker is entitled to fair labour practices. There are several types of unfair dismissal and unfair labour practices. Workers may consent to pre-dismissal arbitration. | Forms | FREE | Preview |
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Basic Guide to Working Hours Category Department of Labour |
Basic Conditions of Employment laws set maximum working hours and minimum rest and break periods for workers. | Forms | FREE | Preview |
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Basic Guide to Working on Sundays Category Department of Labour |
Workers must be paid a higher wage or receive paid time off in exchange for working on a Sunday. | Forms | FREE | Preview |
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Basic Guide to Workplace Forums Category Department of Labour |
Workplace forums may be formed when there are more than 100 workers. They promote the workers’ interests by consulting and making joint decisions. Employers must provide relevant information to workplace forums. | Forms | FREE | Preview |
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BCEA Earnings threshold 2014 Category Labour related legislation |
The earnings threshold in terms of the BCEA, as promulgated from time to time by the Minister of Labour. Employees earning less than the threshold are protected by additional sections of the BCEA. | Information Sheet | R 70.00 | Preview |
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BCEA Forms available from the DoL website Category Department of Labour |
A list of BCEA forms available from the Department of Labour website (also available from the LabourSmart website) | Information Sheet | FREE | Preview |
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Big 5 Challenges Category Discipline |
A publication which aims at assisting managers with the day to day challenges in the work place. It deals with popular topics such as poor performance, abuse of sick leave, incapacity, disciplinary code and procedures, grievances, insubordination, absenteeism, abscondment, alcohol abuse, counselling and suspension. | Publication | R 270.00 | Preview |
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Building Bargaining Council (BBC) Category Bargaining councils |
Information sheet on the Building Bargaining Council (BBC) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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Can a union be held liable for damages during protest actions Category Strike and lockout |
An article discussing the liability of a trade union for damages caused to the public during protest actions. | Information Sheet | R 95.00 | Preview |
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Can the Employer Re-Do a Disciplinary Hearing Category Disciplinary hearings |
A look into case law on whether employers who are not always satisfied with the decision of its chairpersons, can change the finding? A consideration of SARS v CCMA & others and Country Fair Foods (Pty) Limited v Commission for Conciliation, Mediation and Arbitration & others. | Information Sheet | R 130.00 | Preview |
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Case law for 2012 Category Labour related legislation |
A summary of pertinent case law for 2012. | Information Sheet | R 575.00 | Preview |
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Case law for 2012 Category Labour related legislation |
A summary of pertinent case law for 2012. | Template | R 590.00 | Preview |
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Case law update on cultural rights Category Case Studies |
The Supreme Court of Appeal has had the final word on the matter, Kievits Kroon Country Estate (Pty) Ltd v CCMA & others (LC). A case law update on the rights of employees to cultural expression. | Information Sheet | R 110.00 | Preview |
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Cases dealing with discipline Category Disciplinary hearings |
A collection of court cases dealing with disciplinary hearings. | Information Sheet | R 600.00 | Preview |
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CCMA Arbitration Guidelines Category CCMA |
Guidelines on misconduct arbitrations, in terms of 115(2)(g) of the labour relation act (66 of 1995), effective from 1 January 2012 | Forms | FREE | Preview |
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CCMA Fees and Cost - April 2012 Category CCMA |
The circumstances under which the CCMA may charge fees. The CCMA does not generally charge fees for its dispute resolution work, but may do so in exceptional circumstances | Forms | FREE | Preview |
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CCMA rules and forms Category CCMA and B/councils |
Rules and forms applicable in the CCMA dealing with referral, applications, condonation, subpoenas and wittiness fees. | Information Sheet | FREE | Preview |
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Certificate of Service for Domestic Workers Category Department of Labour |
Form BCEA5 - Certificate of Service for Domestic Workers | Forms | FREE | Preview |
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Chairing and initiating in disciplinary hearing Category Disciplinary hearings |
A comprehensive guide to managers and Human Recourses how to investigate misconduct, charge employees, initiate and chair a disciplinary hearing. It includes topics such as procedural and substantive fairness, schedule 8 of the LRA, progressive discipline, codes of conduct, charges, suspension, preparing for the hearing, how to conduct a hearing, leading and cross examining witnesses, evaluating evidence, making a finding, mitigation and aggravation and sanction. | Publication | R 310.00 | Preview |
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Charges against shop stewards Category Spesific transgressions |
An employer may not dismiss a shop steward for any reason relating to her activities as a shop steward, as this will constitute an automatic unfair dismissal. Employers who want to discipline shop steward must first inform the union thereof and invite the union to consult on the intended charges. | Information Sheet | R 95.00 | Preview |
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Check list of Disciplinary Enquiry Category Disciplinary hearings |
A check list to assist the complainant or initiator during the investigation of misconduct. | Information Sheet | R 190.00 | Preview |
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Check list of Disciplinary enquiry Category Disciplinary hearings |
A check list to assist the complainant or initiator during a disciplinary enquiry to ensure procedural fairness. | Template | R 205.00 | Preview |
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Checklist Section 197 of Labour Relations Act Category Transfer of business |
Section 197 of the LRA must be strictly adhered to . This is a handy checklist to be used for the sale or transfer of any business, trade, undertaking or service or any part thereof, as a going concern to ensure compliance with the LRA. | Information Sheet | R 225.00 | Preview |
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Code of conduct expanded public works Category Codes of good practice |
The Code of Good Practice for Employment and Conditions of Work for Expanded Public Works Programmes. Published in terms of section 87(2) of the Basic Conditions of Employment Act No 75 of 1997. | Forms | FREE | Preview |
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Code of conduct on regulation of work time Category Codes of good practice |
The Code of Good Practice on the Arrangement of Working Time published in terms of section 87(1)(a) of the Basic Conditions of Employment Act No 75 of 1997. | Forms | FREE | Preview |
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Code of conduct performing arts Category Codes of good practice |
A Code of Good Practice for the employment of children in the performance of advertising, artistic or cultural activities as published in terms of section 87(2) of the Basic Conditions of Employment Act, 1997. | Forms | FREE | Preview |
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Code of ethics and business conduct Category Policies |
A code of conduct regulating ethical and good business conduct and standards required of employees when conducting business with client and contractors | Template | R 270.00 | Preview |
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Code of ethics and business conduct Category Policies |
Code of ethics and business conduct information sheet | Information Sheet | R 255.00 | Preview |
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Code of Good Practice - Disability in the workplace Category Department of Labour |
Code of good practice on key aspects of disability in the workplace. | Forms | FREE | Preview |
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Code of Good Practice - Dismissals Category Department of Labour |
Code of Good Practice on Dismissals - This code of good practice deals with some of the key aspects of dismissals for reasons related to conduct and capacity. | Forms | FREE | Preview |
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Code of Good Practice - HIV / AIDS and employment Category Department of Labour |
Code of good practice on key aspects of HIV / AIDS and employment | Forms | FREE | Preview |
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Code of Good Practice - Operational Requirements Category Department of Labour |
Code of Good Practice on Operational Requirements - This Act defines a dismissal based on the operational requirements of an employer as one that is based on the economic, technological, structural or similar needs of the employer. | Forms | FREE | Preview |
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Code of Good Practice - Picketing Category Department of Labour |
Code of Good Practice on Picketing - This code of good practice is intended to provide practical guidance on picketing in support of any protected strike or in opposition to any lock-out. | Forms | FREE | Preview |
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Code of Good Practice - Pregnancy / Afterbirth Category Department of Labour |
The Code of Good Practice on Pregnancy and Afterbirth assists employers to know the rights and duties in the accommodation and treatment of pregnant employees; as well as to assist employees to know their rights. | Forms | FREE | Preview |
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Code of Good Practice - Sexual harassment Category Department of Labour |
Code of Good Practice on Sexual harassment - The objective of this code is to eliminate sexual harassment in the workplace. | Forms | FREE | Preview |
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Code of Good Practice Basic Conditions of Employment and Pregnancy GG Category Codes of good practice |
A code of good practice promulgated in terms of section 87(1)(b) of the BCEA dealing with the protection of female employees during pregnancy and after birth. | Information Sheet | FREE | Preview |
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Code of Good Practice on Equal Pay for Work of Equal Value Category Codes of good practice and Regulations |
Draft Code of Good Practice on Equal Pay for Work of Equal Value - Employment Equity Act, 1998 (ACT 55 OF 1998 AS AMENDED) - 29 September 2014 | Forms | FREE | Preview |
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Code of Good Practice on the Arrangement of Working Time Category Department of Labour |
Code of good practice on the arrangement of working time | Forms | FREE | Preview |
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Code of Good Practice on the Integration of Employment Equity into Human Resource Policies and Practices - Part 1 Category Department of Labour |
Code of Good Practice - The integration of employment equity into human resource policies practices - Part 1 | Forms | FREE | Preview |
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Code of Good Practice on the Integration of Employment Equity into Human Resource Policies and Practices - Part 2 Category Department of Labour |
Code of Good Practice - The integration of employment equity into human resource policies practices - Part 2 | Forms | FREE | Preview |
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Code of Good Practice on the Integration of Employment Equity into Human Resources Policies Category Department of Labour |
Code of Good Practice - The integration of employment equity into human resources policies | Forms | FREE | Preview |
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Collective Agreements CCMA Category CCMA |
Information Sheet by the CCMA on Collective Agreements (1) - A collective agreement is a written agreement concerning terms and conditions of employment, or any other matter of mutual interest. | Forms | FREE | Preview |
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Collective and derivative misconduct Category Discipline |
An article discussing collective misconduct by employees and the situation were the misconduct of the employee is derived from the conduct of another. | Articles | FREE | Preview |
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Compensation Commissioner CCMA Category CCMA |
Information sheet by the CCMA on Compensation Commissioner - In terms of the Compensation for Occupational Injuries and Diseases Act (COIDA) of 1993, an employee is defined as any person who has entered into a contract of service with an employer. (Mar 2002) | Forms | FREE | Preview |
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Comprehensive introduction to EEA Category Employment Equity |
A comprehensive introduction to the inner workings of the Employment Equity Act (as Amended). | Information Sheet | R 430.00 | Preview |
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Con-Arb CCMA Category CCMA |
Information sheet by the CCMA on Con-Arb - Section 191 now makes provision for the con-arb process, which is a speedier one-stop process of conciliation and arbitration for individual unfair labour practices and unfair dismissals. (Mar 2002) | Forms | FREE | Preview |
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Conciliation CCMA Category CCMA |
Information sheet by the CCMA on Conciliation - A conciliation hearing is a process where a commissioner (or a panellist, in the case of a bargaining council or agency) meets with the parties in a dispute explores ways to settle the dispute by agreement. | Forms | FREE | Preview |
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Condonation Application - Unfair Labour Practice (CCMA) Category CCMA |
Application for Condonation in respect of unfair labour practice / unfair discrimination dispute | Forms | FREE | Preview |
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Conducting Arbitrations in the CCMA and Bargaining Councils Category CCMA and B/councils |
A publication instructing practitioners how to prepare for and conduct conciliation and arbitration proceedings in the CCMA and Bargaining Councils. It includes topics such as a discussion in the CCMA and Bargaining Councils, relevant sections of the LRA, rights and interest disputes, unfair labour practices, schedule 8, unfair dismissal, dispute procedures, conciliation, con-arb, subpoena, pre-dismissal arbitration, CCMA rules and forms, preparation for arbitration, witnesses, statements, evidence and bundles, cross examination, commissioners, opening and closing statements, burden of proof, discussion on evidence, hearsay evidence, postponements, applications, review and rescission. | Publication | R 330.00 | Preview |
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Confirmationary affidavit Category CCMA and B/councils |
A confirmatory affidavit is needed when a person is mentioned in the primary affidavit. The cautionary rules of evidence prescribe that without an affidavit confirming the correctness of what is averred in the primary application, the evidence is hearsay and inadmissible. A confirmatory affidavit only serves to confirm the details in so far as they relate to that person. | Information Sheet | R 95.00 | Preview |
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Confirmationary affidavit Category CCMA and B/councils |
A confirmatory affidavit serves to confirm the version stated in the main application in so far as it relates to the person confirming. | Template | R 240.00 | Preview |
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Constructive Dismissal CCMA Category CCMA |
Information sheet by the CCMA on Constructive Dismissal - Constructive dismissal is where an employee resigns with or without a notice or leaves employment due to unfair pressure, unreasonable instruction or unbearable conduct on the part of the employer. | Forms | FREE | Preview |
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Constructive Dismissals - a difficult case to prove Category Dismissal |
An article discussing requirements to be proven when alleging constructive dismissal by an employer. | Information Sheet | R 95.00 | Preview |
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Contract Cleaning Services Industry KZN (BCCCI) Category Bargaining councils |
Information sheet on the Bargaining Council for Contract Cleaning Services Industry KZN (BCCCI) by LabourSmart - Basic organisation and contact details. | Forms | FREE | Preview |
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Counselling of Employees Category Counselling |
Counselling is the first step of addressing or correcting the behaviour of the employee. It is an invaluable way of ensuring that the employee knows the rule and cannot later claim ignorance. It is also a way of correcting the behaviour of the employee at a stage when the employee is not up for disciplinary measures yet. | Information Sheet | R 60.00 | Preview |
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COVID-19 - Work From Home Policy Category Policies |
Due to the COVID-19 Virus, we have drafted an example policy that can be used as a template for businesses. This document will cover the following: Introduction, Authority, Procedures, Eligibility Employee Responsibility, Equipment, Security, Safety, Hours Worked, Ad-Hoc Arrangements, Curtailment of The Agreement | Template | R 900.00 | Preview |
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Damage to Property Category Spesific transgressions |
Wilful or negligent damage inflicted on an employer's property - this article details what an employer needs to prove and how to go about charging or disciplining a transgressor. | Information Sheet | R 95.00 | Preview |
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Deduction from salary - Section 34 Category Basic Conditions of Employment |
An article discussing section 34 of the BCEA which regulates deductions from remuneration for loss or damage caused to an employer. | Information Sheet | R 110.00 | Preview |
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Defining the employment relationship Category Recruitment and selection |
An article discussing the definition of an employee and how the definition of the employment relationship has been interpreted by the courts. | Information Sheet | R 190.00 | Preview |
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Desertion CCMA Category CCMA |
Information sheet by the CCMA on Desertion - Desertion implies that an employee has left the place of work and does not appear to have any intention of returning to the workplace. | Forms | FREE | Preview |
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Determination Threshold - 2014 Category Department of Labour |
The Minister of Labour has published the amended determination threshold for 2014, which details which employees are excluded from certain sections of the BCEA. | Forms | FREE | Preview |
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Determination threshold 2014 GG Category Basic Conditions of Employment |
Published by the Minister of Labour in 2014, the earning threshold determining that certain employees earning above the set threshold will be excluded from certain provisions of the BCEA. | Information Sheet | FREE | Preview |
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Disciplinary chairperson’s guide Category Disciplinary hearings |
A comprehensive guide to chairpersons on how to conduct a disciplinary hearing. | Information Sheet | R 190.00 | Preview |
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Disciplinary Code and Procedure with appeal process Category Procedures |
A disciplinary code and procedure setting out the principles of discipline and misconduct. this code includes an appeal procedure. | Information Sheet | R 600.00 | Preview |
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Disciplinary Code and Procedure with appeal process Category Procedures |
A disciplinary code and procedure setting out the principles of discipline and misconduct. this code includes an appeal procedure. | Template | R 590.00 | Preview |
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Disciplinary Code and Procedure with HR assistance Category Procedures |
Disciplinary code and procedure for employers with a human recourses department. | Information Sheet | R 600.00 | Preview |
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Disciplinary Code and Procedure with HR assistence Category Procedures |
Disciplinary code and procedure for employers with a human recourses department. | Template | R 600.00 | Preview |
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Disciplinary Code and Procedure with no appeal Category Procedures |
Disciplinary Code and Procedures for employers. This Code does not have an appeal procedure. | Template | R 240.00 | Preview |
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Disciplinary Code and Procedure with no appeal Category Procedures |
Disciplinary Code and Procedures for employers. This Code does not have an appeal procedure. | Information Sheet | R 600.00 | Preview |
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Disciplinary Hearing - Sanction Category Disciplinary hearings |
An example of a sanction form to be used by the chairperson of a disciplinary hearing. | Information Sheet | R 150.00 | Preview |
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Disciplinary hearing sanction form Category Disciplinary hearings |
An example of a sanction form to be used by the chairperson of a disciplinary hearing. | Information Sheet | R 150.00 | Preview |
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Disciplinary Procedures CCMA Category CCMA |
information sheet by the CCMA on Disciplinary Procedures - The purpose of a disciplinary code and procedure is to regulate standards of conduct and incapacity of employees within a company or organisation. | Forms | FREE | Preview |
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Disciplinary sanction form - Dismissal Category Disciplinary hearings |
A form to be used by a Chairperson of a disciplinary hearing when dismissing an employee. | Information Sheet | R 190.00 | Preview |
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Discrimination CCMA Category CCMA |
Information sheet by the CCMA on Discrimination - Discrimination is to show favour, prejudice or bias for or against a person on any arbitrary grounds, for example on the basis of race, gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age disability, religion, HIV status, conscience, belief, political opinion, culture, language and birth by an employer. | Forms | FREE | Preview |
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Discussion paper - Recruitment and employment equity Category Employment Equity |
This publication deals with the recruitment process and employment equity. It considers the right of applicants not to be unfairly discriminated against, the right to privacy, medical testing, psychometric testing, affirmative action and managerial prerogative. | Information Sheet | R 450.00 | Preview |
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Dishonesty - Lies, Fraud, Falsification and Theft Category Spesific transgressions |
The employer has the right to expect his employees to be honest - if the employee is not honest, it damages the trust relationship. This type of offence will include theft, dishonest conduct, fraud, falsification, spreading false rumours and lying. | Information Sheet | R 95.00 | Preview |
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Dispute procedures and path in terms of the LRA Category Settlement agreements |
A discussion document on the dispute procedures and path as set out in the LRA, specifically dealing with conciliation, arbitration, pre-dismissal arbitration and con-arb. | Information Sheet | R 430.00 | Preview |
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Disputes about unfair dismissals Category Dismissal |
An information sheet detailing the procedure; compensation; rights & obligations surrounding perceived unfair dismissals and the rights of an employee to approach either the CCMA or Labour Courts after a dismissal. | Information Sheet | R 285.00 | Preview |
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Disregard of safety rules Category Spesific transgressions |
Most employers have the rule that safety cannot be compromised under any circumstances. From the above, it will be deduced that misconduct is the breaking of a rule, regulation, a policy or procedure, or a standard of behaviour in the workplace. | Information Sheet | R 95.00 | Preview |
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Do you have the right to withdraw a resignation Category Employment agreements |
Employees resign, change their minds, want to withdraw resignations and the employer wants to move on. Had the employee resigned, then the CCMA will not have jurisdiction, so whenever there is doubt, the employer will claim resignation to stay out of the CCMA. | Information Sheet | R 250.00 | Preview |
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Does the managerial prerogative still apply during the recruitment process Category Recruitment and selection |
An information sheet discussing to what extent, if any, an employer’s managerial prerogative - the right to decide and to manage - prevails in the workplace; or whether the decision making power of the employer is being curtailed by the labour rights and claim to fairness by employees or applicants. | Information Sheet | R 130.00 | Preview |
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Does the managerial prerogative still apply during the recruitment process Category Recruitment and selection |
An information sheet discussing to what extent, if any, an employer’s managerial prerogative - the right to decide and to manage - prevails in the workplace; or whether the decision making power of the employer is being curtailed by the labour rights and claim to fairness by employees or applicants. | Information Sheet | R 150.00 | Preview |
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Domestic worker employment contract - Afrikaans Category Department of Labour |
Sample - Domestic worker employment contract - Afrikaans - Skriftelike besonderhede van diens (Huiswerker) | Forms | FREE | Preview |
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Domestic worker employment contract - English Category Department of Labour |
Sample - Domestic worker employment contract - English. Written particulars (Domestic Worker) | Forms | FREE | Preview |
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Drunkenness On Duty CCMA Category CCMA |
information sheet by the CCMA on Drunkenness On Duty - Drunkenness on duty and partaking of alcohol on duty (whether or not the employee is intoxicated) may constitute misconduct. | Forms | FREE | Preview |
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Duties of the Designated Employer Category Employment Equity |
A Designated Employer must, after conducting an analysis and consulting with employees, prepare and implement an employment equity plan. The Designated employer must then report to the DOL on its progress with regard to implementing EE as well as addressing unfair income differentials in the workplace. | Information Sheet | R 110.00 | Preview |
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Duties of the Designated Employer Category Employment Equity |
A Designated Employer must, after conducting an analysis and consulting with employees, prepare and implement an employment equity plan. The Designated employer must then report to the DOL on its progress with regard to implementing EE as well as addressing unfair income differentials in the workplace. | Template | R 125.00 | Preview |
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Duty to keep Records Category Discipline |
The code of Conduct, Schedule 8 specifically requires employers to keep records of the employee. These disciplinary records play a role in determining the sanction metered out to an employee who may be on a valid warning for the same or similar misconduct. Past or expired records are also kept and can be used as aggravating circumstances in a hearing. | Information Sheet | R 60.00 | Preview |
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Earnings Threshold - 2013 Category Department of Labour |
Determination: Earnings Threshold 2013 | Forms | FREE | Preview |
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Education Labour Relations Council Category Bargaining councils |
Information sheet on the Education Labour Relations Council by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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EE Election form Category Disciplinary hearings |
All Designated Employers are obliged in terms of the Employment Equity Act 1998 to appoint an Employment Equity Consultative Forum where the employer meets with the unions and the employee representatives to consult on all matters of equity and equality, as directed by the Act. These representatives are appointed to represent your employment Equity interest in the Consultative Forum. | Template | R 75.00 | Preview |
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EE Member Appointment Letter Category Employment Equity |
A letter electing a member to the Employment Equity Committee "EEC" . In terms of the Employment Equity Act, the company is obliged to set up an EEC. This committee is a consultation forum where the employer and the employee representatives (and the unions) must meet on a regular basis to consult on employment equity matters. | Information Sheet | R 70.00 | Preview |
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EE Member Appointment Letter Category Employment Equity |
A letter electing a member to the Employment Equity Committee "EEC" . In terms of the Employment Equity Act, the company is obliged to set up an EEC. This committee is a consultation forum where the employer and the employee representatives (and the unions) must meet on a regular basis to consult on employment equity matters. | Template | R 85.00 | Preview |
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EE newsletter #1 Category Employment Equity |
A letter to employees from the employer detailing Employment Equity initiatives and commitments. The purpose of the EEA is mainly to achieve equity ad equality in the workplace. This is achieved by promoting equal opportunity for all employees and to eliminate unfair discrimination. | Information Sheet | R 60.00 | Preview |
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EE newsletter #1 Category Employment Equity |
A letter to employees from the employer detailing Employment Equity initiatives and commitments. The purpose of the EEA is mainly to achieve equity ad equality in the workplace. This is achieved by promoting equal opportunity for all employees and to eliminate unfair discrimination. | Template | R 75.00 | Preview |
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EE Nomination form Category Disciplinary hearings |
All Designated Employers are obliged in terms of the Employment Equity Act 1998 to appoint an Employment Equity Consultative Forum where the employer meets with the unions and the employee representatives to consult on all matters of equity and equality, as directed by the Act. These representatives are appointed to represent your employment Equity interest in the Consultative Forum. | Information Sheet | R 60.00 | Preview |
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EE Nomination form Category Disciplinary hearings |
All Designated Employers are obliged in terms of the Employment Equity Act 1998 to appoint an Employment Equity Consultative Forum where the employer meets with the unions and the employee representatives to consult on all matters of equity and equality, as directed by the Act. These representatives are appointed to represent your employment Equity interest in the Consultative Forum. | Template | R 75.00 | Preview |
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EE Questionaire employees Category Employment Equity |
An EEA checklist form for employees from the employer ensuring Employment Equity initiatives and commitments. The purpose of the EEA is mainly to achieve equity ad equality in the workplace. This is achieved by promoting equal opportunity for all employees and to eliminate unfair discrimination. | Information Sheet | R 110.00 | Preview |
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EE Questionaire employees Category Employment Equity |
An EEA checklist form for employees from the employer ensuring Employment Equity initiatives and commitments. The purpose of the EEA is mainly to achieve equity ad equality in the workplace. This is achieved by promoting equal opportunity for all employees and to eliminate unfair discrimination. | Template | R 125.00 | Preview |
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EE Section 19 Check list 2021 - National & Regional Category Employment Equity |
(2020 Update) Section 19 of the Employment Equity Act no 55 of 1998 stipulates that a Designated Employer must conduct an analysis of employment policies, practices, procedures and working environment so as to identify employment barriers that adversely affect members from Designated Groups. The analysis must also include the development of a workforce profile to determine to what extend Designated Groups are under-represented in the workplace. | Template | R 290.00 | Preview |
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EEA 10 Form - Annual Financial Report Category Department of Labour |
Summary of the employment equity progress report for public companies to include in their Annual Financial Report | Forms | FREE | Preview |
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EEA 11 Form - Application for an Employment Equity Report Category Department of Labour |
The form is used to request the Employment Equity Report (Form EEA2) of an employer from the Department of Labour. It is issued in terms of Section 21(5) of the Employment Equity Act, 55 of 1998 as amended. The applicant who is making the request completes this form. | Forms | FREE | Preview |
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EEA 12 Form - Template for Reporting on Analysis (Section 19) Category Department of Labour |
Template for Reporting on Analysis (Section 19), Designated employers are expected to complete this template in order to comply with Section 19, which must include an analysis of their workforce profile, policies, procedures, practices and environment. Section 19(1) of the EEA requires a designated employer to conduct an analysis as prescribed, of its employment policies, practices, procedures and the working environment in order to identify employment barriers which adversely affect people from designated groups. Section 19(2) indicates that the analysis must include a profile to determine the under-representation of people from the designated groups in the various occupational levels in the workforce. | Forms | FREE | Preview |
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EEA 14 Form - Director-General Notification Form Category Department of Labour |
Director-General Notification Form. This form is issued in terms of Section 21(4A) of the Employment Equity Amendment Act, 2013 (Act No. 47 of 2013) for designated employers to notify the Director-General if they are unable to submit EE Report(s). | Forms | FREE | Preview |
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EEA 3 - Summary of the Employment Equity Act 55 of 1998 Category Department of Labour |
EEA 3 - A summary of the Employment Equity Act, 55 of 1998, as amended issued in terms of section 25(1) | Forms | FREE | Preview |
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EEA 4 Form - Income Differential Statement Category Department of Labour |
Employers must complete form EEA4 and send it, together with form EEA2 when they do their employment equity reports. This form contains the format for reporting income differentials to the Employment Conditions Commission. All designated employers fills in this form | Forms | FREE | Preview |
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EEA 5 - Written Undertaking Category Department of Labour |
The purpose of this form is to obtain a written undertaking from the employer in terms of Section 36 to comply with the requirements of the Employment Equity Act, 55 of 1998, as amended. An employer, assisted by a labour inspector completes this form. | Forms | FREE | Preview |
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EEA 6 Form - Compliance Order Category Department of Labour |
This form is used to issue a compliance order to an employer who has failed to comply with sections 16, 17, 19, 22, 24, 25 or 26 of the Employment Equity Act, 55 of 1998, as amended. Failure to comply with this compliance order may result in the Director-General applying to the Labour Court, to make this compliance order an order of the Labour Court. A labour inspector fills in this form and the form goes to the employer. | Forms | FREE | Preview |
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EEA 7 - Director-General Review Assessment Form Category Department of Labour |
EEA 7 Form - Director-General review assessment form, Objection against a compliance order | Forms | FREE | Preview |
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EEA 8 - Demographic Data Category Department of Labour |
The EEA8 gives information on provincial and national demographics to assist employers when they do their employment equity workplace profile. The Purpose of This Form is to assist employers with their employment equity workplace profile. Employers can get more information on demographics from Statistics SA | Forms | FREE | Preview |
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EEA 9 - Occupational Levels Category Department of Labour |
The purpose of this annexure is job evaluation or grading systems are used by many organisations to measure jobs according to their content and establish the comparative worth between jobs. This annexure provides a table of equivalent occupational levels that may be used by employers when completing the EEA2 and EEA4 forms. | Forms | FREE | Preview |
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EEA13 - Employment Equity plan Category Employment Equity |
Employment Equity Plan (Section 20). Section 20 requires designated employers to prepare and implement an Employment Equity Plan which will achieve reasonable progress towards employment equity in the employer’s workforce. | Information Sheet | FREE | Preview |
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EEA13 - Employment Equity plan Category Employment Equity |
Employment Equity Plan (Section 20). Section 20 requires designated employers to prepare and implement an Employment Equity Plan which will achieve reasonable progress towards employment equity in the employer’s workforce. | Template | FREE | Preview |
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EEC Constitution Category Employment Equity |
The constitution document for an Employment Equity Committee, the keystone to the policy and commitments fostered towards development of an EE friendly environment in practice. | Information Sheet | R 230.00 | Preview |
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EEC Constitution Category Employment Equity |
The constitution document for an Employment Equity Committee, the keystone to the policy and commitments fostered towards development of an EE friendly environment in practice. | Template | R 245.00 | Preview |
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EEC minutes Category Employment Equity |
Meeting minute template for the Employment Equity Committee. | Information Sheet | R 190.00 | Preview |
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EEC minutes Category Employment Equity |
Meeting minute template for the Employment Equity Committee. | Template | R 205.00 | Preview |
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EEC questionaire Category Employment Equity |
This check list is designed as part of the analysis conducted by the employer in order to prepare an employment equity plan and report. | Information Sheet | R 245.00 | Preview |
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EEC questionaire Category Employment Equity |
This check list is designed as part of the analysis conducted by the employer in order to prepare an employment equity plan and report. | Template | R 205.00 | Preview |
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EEF Agenda #1 Category Employment Equity |
An employment equity forum template to be used as a guide for discussions and meetings. | Template | R 125.00 | Preview |
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EEF Agenda #2 Category Employment Equity |
An employment equity forum template to be used as a guide for discussions and meetings. | Template | R 125.00 | Preview |
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EEF Agenda #3 Category Employment Equity |
An employment equity forum template to be used as a guide for discussions and meetings. | Template | R 125.00 | Preview |
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EEF Agenda #4 Category Employment Equity |
An employment equity forum template to be used as a guide for discussions and meetings. | Template | R 125.00 | Preview |
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EEF Agenda #5 Category Employment Equity |
An employment equity forum template to be used as a guide for discussions and meetings. | Template | R 125.00 | Preview |
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Effect of Legislation on your Company Category Labour related legislation |
A guide detailing the various obligations of employers in relation to various pieces of legislation. Among others, the publication discusses the following acts: Regulation of interception of communications and provision of communication related information Act 70 of 2002; Promotion to Access of Information Act 2 of 2000; Prevention and Combating of Corrupt Activities Act 12 of 2004; and Protected Disclosures Act 26 of 2000. | Publication | R 285.00 | Preview |
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Employee restraint of trade Category Employment agreements |
In this ROT Agreement, unless the context indicates a contrary intention, the following words and expressions bear the meanings assigned to them and cognate expressions bear corresponding meanings | Template | R 215.00 | Preview |
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Employee restraint of trade Category Employment agreements |
In this ROT Agreement, unless the context indicates a contrary intention, the following words and expressions bear the meanings assigned to them and cognate expressions bear corresponding meanings | Information Sheet | R 200.00 | Preview |
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Employer’s Guide to UIF Category UIF |
Basic Employer’s Guide on UIF - Registration and Declarations, Deducting contributions and Paying, with links to the relevant section from the Unemployment Insurance Act | Forms | FREE | Preview |
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Employers Report of an Accident - COID - W.CI.2 Category Department of Labour |
Form supplied by the Department of Labour for the Employers Report of an Accident - COID - W.CI.2 | Forms | FREE | Preview |
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Employers Report of an Occupational Disease - COID - W.CI.1(E) Category Department of Labour |
Form supplied by the Department of Labour for the Employers Report of an Occupational Disease - COID - W.CI.1(E) | Forms | FREE | Preview |
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Employment Equity Amendment Act 4 of 2022 Category Employment Equity |
This is a document by the Government Gazette on Act No. 04 of 2022 Employment Equity Amendment Act | Information Sheet | FREE | Preview |
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Employment Equity CCMA Category CCMA |
information sheet by the CCMA on Employment Equity - South Africa has a legacy of discrimination in relation to race, gender and disability that has denied access to opportunities for education, employment, promotion and wealth creation to the majority of South Africans. | Forms | FREE | Preview |
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Employment Equity Regulation R595 of GG 37873 of 1 August 2014 Category Employment Equity |
This regulation repealed the previous regulations of 2009. The regulations define work of equal value, duties of the designated employer, enforcement mechanisms and general administrative matters. | Information Sheet | FREE | Preview |
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Employment equity through 2012 Category Employment Equity |
A reflection of Employment Equity through the cases published in 2012. | Information Sheet | R 200.00 | Preview |
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Employment v Independent Contractor CCMA Category CCMA |
Information sheet by the CCMA on Employment v Independent Contractor - The employment contract serves as the foundation for the relationship between an employee and that employee’s employer. It is also the starting point for the entire system of labour law rules. | Forms | FREE | Preview |
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Enforcement of CCMA awards and costs orders Category Disciplinary hearings |
It is the applicant’s duty to ensure that an award she has obtained from the CCMA is enforced. It is not an easy process to follow and to do so, an applicant has to follow the procedure prescribed in the CCMA rules. According to the LRA, the CCMA award is final and binding and may be made an order of the Labour Court if the other party fail to pay or reinstate. | Information Sheet | R 95.00 | Preview |
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Entrapment and employees Category Discipline |
An information sheet on the rights surrounding polygraph testing in the workplace. A useful guide when employers are potentially faced with misconduct or criminal activities such as misappropriation of property or theft. | Articles | FREE | Preview |
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Entrapment and employees Category Disciplinary hearings |
An information sheet on the rights surrounding polygraph testing in the workplace. A useful guide when employers are potentially faced with misconduct or criminal activities such as misappropriation of property or theft. | Information Sheet | R 95.00 | Preview |
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Equal pay for work of equal value Category Employment Equity |
Section 6 (4) of the Employment Equity Amendment Act of 2013 (EEAA) further allows for work of equal value for equal pay principle. According to the amendment, direct or indirect unfair discrimination will also include a differentiation in terms and conditions of employment of employees doing the same or similar work, substantially the same work or work of equal value. | Information Sheet | R 130.00 | Preview |
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Equal pay for work of equal value Category Employment Equity |
Section 6 (4) of the Employment Equity Amendment Act of 2013 (EEAA) further allows for work of equal value for equal pay principle. According to the amendment, direct or indirect unfair discrimination will also include a differentiation in terms and conditions of employment of employees doing the same or similar work, substantially the same work or work of equal value. | Template | R 145.00 | Preview |
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Equal pay for work of equal value Category Employment Equity |
An information sheet considering the concept of 'work of equal value for equal pay'. According to the Employment Equity amendments, direct or indirect unfair discrimination will also include a differentiation in terms and conditions of employment of employees doing the same or similar work (substantially) or work of equal value. | Information Sheet | R 150.00 | Preview |
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Equal pay for work of equal value Category Employment Equity |
An information sheet considering the concept of 'work of equal value for equal pay'. According to the Employment Equity amendments, direct or indirect unfair discrimination will also include a differentiation in terms and conditions of employment of employees doing the same or similar work (substantially) or work of equal value. | Template | R 165.00 | Preview |
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Essential Service Designations CCMA Category CCMA |
Information sheet by the CCMA on Essential Service Designations - The Essential Services Committee has declared 18 services to be essential. (Jan 2002) | Forms | FREE | Preview |
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Essential Services CCMA Category CCMA |
Information sheet by the CCMA on Essential Services - Essential services are those that, if interrupted would endanger the life, personal safety or health of the whole or any part of the population. | Forms | FREE | Preview |
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Example of a closing statement Category Disciplinary hearings |
An information sheet setting out a typical closing statement to be used in CCMA proceedings setting out the legal argument and facts you rely upon. | Information Sheet | R 150.00 | Preview |
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Example of a closing statement Category Disciplinary hearings |
A template of a closing argument to be used at the CCMA detailing the legal argument and facts relied upon to state a parties case. | Template | R 165.00 | Preview |
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Example of a witness statement Category Disciplinary hearings |
A witness statement sets out the facts of the matter, chronologically as it pertains to a witness in a particular matter; used by the investigator in compilation of his evidence surrounding investigation into an event in the workplace. | Information Sheet | R 60.00 | Preview |
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Example of an opening statement Category Disciplinary hearings |
An information sheet outlining a typical opening statement used at the commencement of a hearing. | Information Sheet | R 70.00 | Preview |
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Example of charges in terms of disciplinary code Category Disciplinary hearings |
An information sheeting detailing a typical list of charges or transgressions. | Information Sheet | R 70.00 | Preview |
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Example of charges with no disciplinary code Category Disciplinary hearings |
an information sheet detailing the charges or transgressions of an employee. | Information Sheet | R 70.00 | Preview |
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Example of incident diary Category Disciplinary hearings |
A template of an incident diary to be used by the investigator in their investigation into a transgression by an employee. | Template | R 130.00 | Preview |
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Example of Index Category CCMA and B/councils |
An example of an index to be used in compilation of bundles of evidence and documents exchanged. | Information Sheet | R 110.00 | Preview |
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Example of Index Category CCMA and B/councils |
Template of an index to be used in proceedings. | Template | R 150.00 | Preview |
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Example of leading a witness to give evidence Category Disciplinary hearings |
This information sheet provides information regarding the presenting evidence in chief at a hearing. | Information Sheet | R 110.00 | Preview |
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Executive summary of EEA Category Employment Equity |
A template with an overview of the Employment Equity Act, No. 55 of 1998 (EEA) as amended. The Act details equality (the right to be treated equally) and equity (the right not to be discriminated against) rights which are protected in our Constitution. | Template | R 465.00 | Preview |
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Executive summary of EEA Category Employment Equity |
A template with an overview of the Employment Equity Act, No. 55 of 1998 (EEA) as amended. The Act details equality (the right to be treated equally) and equity (the right not to be discriminated against) rights which are protected in our Constitution. | Information Sheet | R 460.00 | Preview |
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Explanatory memorandum on the EE Amendment Act Category Employment Equity |
The Employment Equity Act Amendments were finally enacted in 2013 and were approved in the National Assembly and National Council of Provinces late in 2013. The Act and the regulations 2014 were implemented on 1 August 2014. | Information Sheet | R 230.00 | Preview |
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Explanatory memorandum on the EE Amendment Act Category Employment Equity |
A document detailing the amendments of the Employment Equity Act. These amendments were finally enacted in 2013 and were approved in the National Assembly and National Council of Provinces late in 2013. The Act and the regulations 2014 were implemented on 1 August 2014. | Template | R 245.00 | Preview |
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Fees Charged By The CCMA Category CCMA |
The new fees charged by the CCMA for services. | Information Sheet | FREE | Preview |
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Filing cover Category CCMA and B/councils |
A filing sheet is used to present an affidavit for service or filing. | Information Sheet | R 110.00 | Preview |
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Filing cover Category CCMA and B/councils |
A template of a filing sheet, which is a cover for an affidavit for presentation via service or filing. | Template | R 130.00 | Preview |
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Final or progress medical report in respect of an accident - COID - W.CI.5 Category Department of Labour |
Form supplied by the Department of Labour for the Final or progress medical report in respect of an accident - COID - W.CI.5 | Forms | FREE | Preview |
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Final or progress medical report in respect of an occupational disease Category Department of Labour |
Form supplied by the Department of Labour for the Final or progress medical report in espect of an occupational disease - COID - W.CI.26 | Forms | FREE | Preview |
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Final or serious warning document Category Disciplinary hearings |
An information sheet detailing a serious or final written warning as the sanction handed down to a guilty employee. | Information Sheet | R 70.00 | Preview |
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Final or serious warning document Category Disciplinary hearings |
A template detailing the sanction of a final written warning. | Template | R 85.00 | Preview |
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Final PIIA Report ETDP SETA |
POPIA Toolkit - PIIA Report Comprehensive Template | Template | R 695.00 | Preview |
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First medical report in respect of an accident - COID - W.CI.4 Category Department of Labour |
Form supplied by the Department of Labour for the First medical report in respect of an accident - COID - W.CI.4 | Forms | FREE | Preview |
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First medical report in respect of an occupational disease - COID - W.CI.22 Category Department of Labour |
Form supplied by the Department of Labour for the First medical report in respect of an occupational disease - COID - W.CI.22 | Forms | FREE | Preview |
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Fixed Term Agreements Category Employment agreements |
An article detailing case law and the controversy surrounding automatic renewal and legitimate expectations of renewal of fixed term agreements. | Articles | FREE | Preview |
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Form BCEA - Application for Ministerial Determination Category Department of Labour |
Application for variation in terms of the Basic Conditions of Employment Act 1997, As Amended | Forms | FREE | Preview |
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Form BCEA1A - Summary of the Act - English Category Labour related legislation |
Every employer in terms of section 30 of the Basic Conditions of Employment Act 75 of 1997 must keep a summary of the provisions of the BCEA. As published by the Department of Labour this is the Summary of the BCEA. | Information Sheet | FREE | Preview |
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Form BCEA1A - Summary of the Act Reformatted Category Labour related legislation |
Every employer in terms of section 30 of the Basic Conditions of Employment Act 75 of 1997 must keep a summary of the provisions of the BCEA. As published by the Department of Labour this is the Summary of the BCEA. | Information Sheet | FREE | Preview |
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Form EEA 1 Employment Equity Declaration by Worker Category Department of Labour |
The Employment Equity Act requires employers to do an analysis of their workforce profile. Workers can complete the EEA1 to assist employers with this analysis. The Purpose of This Form is to get information from workers on a voluntary basis, to assist employers with analysing their workplace profile | Forms | FREE | Preview |
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Form EEA 2 - Employment Equity Report Category Department of Labour |
The Employment Equity Act requires designated employers to send employment equity reports to the Department. The Purpose of This Form is to gives the format for employment equity reports, incorporates the reporting requirements and contains the progress report that has to be completed. All designated employers in terms of the Employment Equity Act fills in this form, as well as employers that reports voluntarily | Forms | FREE | Preview |
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Form LRA3.1 - Conscientious objector requests agency fee to be paid to Department Category Department of Labour |
THE PURPOSE OF THIS FORM - This form requests an employer to pay an amount deducted from a conscientious objector’s wage into a fund administered by the Department of Labour. The employee who is a conscientious objector fills in this form. | Forms | FREE | Preview |
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Form LRA3.11 - Amalgamating bargaining council applies for registration Category Department of Labour |
THE PURPOSE OF THIS FORM - This form is an application by Bargaining Councils who wish to amalgamate (to join together) to apply for registration. After registration of the new Council the Registrar cancels each of the separate Bargaining Council's registration. The Secretary of the amalgamating Bargaining Councils fills in this form. | Forms | FREE | Preview |
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Form LRA3.14 - Trade Union applies for establishment of a statutory council Category Department of Labour |
THE PURPOSE OF THIS FORM - This form is an application by a representative trade union which wants to establish a statutory council. A representative trade union means a registered trade union, or two or more registered trade unions acting jointly whose members constitute at least 30% of the employees in a sector and area. There can be no other council registered for that sector or area. The Secretary of the trade union fills in this form. | Forms | FREE | Preview |
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Form LRA3.15 - Employers' organisation applies for establishment of a statutory council Category Department of Labour |
THE PURPOSE OF THIS FORM - This form is an application by a representative employers' organisation which wants to establish a statutory council. A representative employers' organisation means a registered employers' organisation, or two or more registered employers' organisations acting jointly, whose combined employees constitute at least 30% of the employees in a sector and area. There can be no other council registered for that sector or area. The Secretary of the employers' organisation fills in this form. | Forms | FREE | Preview |
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Form LRA3.17 - Submission of collective agreement of statutory council to minister for promulgation as a determination Category Department of Labour |
THE PURPOSE OF THIS FORM - A statutory council that is not sufficiently representative within its registered scope may submit a collective agreement as a recommendation to the Minister for promulgation as a determination under the Basic Conditions of Employment Act, 1997. The Secretary of a statutory council fills in this form. | Forms | FREE | Preview |
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Form LRA3.18 - Statutory council requests minister to amend or extend period of determination Category Department of Labour |
THE PURPOSE OF THIS FORM - A statutory council may submit a proposal to the Minister to amend or extend the period of any determination. Examples of a determination are an educational training scheme, a provident fund or any other collective agreement entered into between the representatives or parties to a statutory council. The Minister may make the amendment by Notice in the Government Gazette. The Secretary of the statutory council fills in this form. | Forms | FREE | Preview |
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Form LRA3.19 - Statutory council applies to register as a bargaining council Category Department of Labour |
THE PURPOSE OF THIS FORM - This form is an application by a statutory council to register as a Bargaining Council. The Registrar will have to establish whether the parties to the council are sufficiently representative and whether adequate provision is made in the proposed constitution of the Bargaining Council for the representation of small and medium enterprises. The Secretary of the statutory council fills in this form. | Forms | FREE | Preview |
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Form LRA3.2 - Referring public service jurisdictional disputes for arbitration Category CCMA |
THE PURPOSE OF THIS FORM - If there is a dispute between two or more bargaining councils in the public service, including the PSCBC and the dispute has been referred for conciliation and is unresolved, any party may request the CCMA to arbitrate the dispute in terms of section 38(4) of the Labour Relations Act, 1995. Any party to the dispute fills in this form. | Forms | FREE | Preview |
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Form LRA3.20 - Council submits particulars of representativeness of its registered scope Category Department of Labour |
THE PURPOSE OF THIS FORM - This form provides the Registrar with information to decide whether or not a Council is representative within its registered scope. The Secretary of the Council fills in this form. | Forms | FREE | Preview |
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Form LRA3.20B - Council submits particulars of representativeness of its registered scope Category Department of Labour |
THE PURPOSE OF THIS FORM - This form provides the Registrar with information to decide whether or not a Council is representative within its registered scope. The Secretary of the Council fills in this form. | Forms | FREE | Preview |
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Form LRA3.22 - Council applies for variation of scope of registration Category Department of Labour |
THE PURPOSE OF THIS FORM - This form is an application by a Council to vary its scope of registration. The Council thinks that its sector and area which made up its previous scope has changed. The scope of registration can be increased or decreased. The Secretary of the Council fills in this form. | Forms | FREE | Preview |
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Form LRA3.3 - Application for registration of a Bargaining Council Category Department of Labour |
THE PURPOSE OF THIS FORM - This form is an application for registration of a Bargaining Council. The trade unions and employers’ organisations who have jointly agreed to form a Council fills in this form. | Forms | FREE | Preview |
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Form LRA3.5 - Bargaining Council requests extension of collective agreement to non-parties Category Department of Labour |
THE PURPOSE OF THIS FORM - This form requests the Minister of Labour to extend a collective agreement to non-parties. The Secretary of the Bargaining Council fills in this form. | Forms | FREE | Preview |
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Form LRA3.6 - Request to extend period of, or renew, collective agreement extended to non-parties Category Department of Labour |
THE PURPOSE OF THIS FORM - This form requests the Minister of Labour to extend the period of, or renew, a collective agreement that has been extended to non-parties. The Secretary of the Bargaining Council fills in this form. | Forms | FREE | Preview |
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Form LRA3.7 - Bargaining council requests cancellation of notice extending collective agreement to non-parties Category Department of Labour |
THE PURPOSE OF THIS FORM - This form requests the Minister to cancel parts of, or the whole of, a collective agreement extended to non-parties. The Secretary of the Bargaining Council fills in this form. | Forms | FREE | Preview |
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Form LRA3.8 - Council requests appointment of designated agent Category Department of Labour |
THE PURPOSE OF THIS FORM - This form requests the Minister to appoint an agent to help the Council enforce its collective agreements. The Secretary of the Bargaining Council fills in this form. | Forms | FREE | Preview |
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Form LRA4.4 - Notice to NEDLAC about possible protest action Category Department of Labour |
THE PURPOSE OF THIS FORM - This form notifies NEDLAC that a trade union or a trade union federation is considering protest action. The Secretary of a trade union or trade union federation fills in this form. | Forms | FREE | Preview |
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Form LRA4.5 - Notice to NEDLAC of intention to proceed with protest action Category Department of Labour |
THE PURPOSE OF THIS FORM - This form notifies NEDLAC that a trade union or a trade union federation intends proceeding with protest action. The Secretary of the trade union or trade union federation fills in this form. | Forms | FREE | Preview |
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Form LRA6.1 - Registration of a Trade Union Category Department of Labour |
THE PURPOSE OF THIS FORM - This form is an application by a trade union for registration with the Department of Labour. The Secretary of the trade union fills in this form. | Forms | FREE | Preview |
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Form LRA6.10 - Application by amalgamating Employers’ Organisations for registration Category Department of Labour |
THE PURPOSE OF THIS FORM - This form is an application for registration by employers’ organisations which wish to amalgamate. The Secretary of each of the employers’ organisations that are amalgamating fills in this form. | Forms | FREE | Preview |
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Form LRA6.2 - Registration of an Employers’ Organisation Category Department of Labour |
THE PURPOSE OF THIS FORM - This form is an application by an employers’ organisation to apply for registration with the Department of Labour. The Secretary of the Employers’ Organisation fills in this form. | Forms | FREE | Preview |
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Form LRA6.5 - List of members to be kept by a Trade Union Category Department of Labour |
A list of members to be kept by a Trade Union | Forms | FREE | Preview |
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Form LRA6.6 - List of members to be kept by an Employers' Organisation Category Department of Labour |
A list of members to be kept by an Employers' Organisation | Forms | FREE | Preview |
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Form LRA6.7 - Number of Trade Union members Category Department of Labour |
THE PURPOSE OF THIS FORM - Every registered trade union has a duty to keep a record of its members. The Secretary of the trade union fills in this form. | Forms | FREE | Preview |
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Form LRA6.8 - Number of employers' organisation members Category Department of Labour |
THE PURPOSE OF THIS FORM - Every registered employers’ organisation has a duty to keep a record of its members. The Secretary of the employers’ organisation fills in this form. | Forms | FREE | Preview |
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Form LRA6.9 - Application by amalgamating Trade Unions for registration Category Department of Labour |
THE PURPOSE OF THIS FORM? This form is an application for registration by trade unions that wish to amalgamate. The Secretary of each of the trade unions that are amalgamating fills in this form. | Forms | FREE | Preview |
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Form LRA9.1 - Employer’s record of employee’s earnings, deductions and time worked Category Department of Labour |
THE PURPOSE OF THIS FORM - This form is a record of employees’ hours of work and their wages. The form assists inspectors and designated agents to check that certain minimum standards in terms of any collective agreement, award or determination is kept by employers. The employer fills in this form. | Forms | FREE | Preview |
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Form LRA9.2 - Record of strike, lockout or protest action Category Department of Labour |
THE PURPOSE OF THIS FORM - An employer must keep a record of any strike, lock-out or protest action involving its employees. The employer/or relevant employer organization fills in this form. | Forms | FREE | Preview |
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Form UI 12 - Notice of appeal against a decision of a Claims Officer Category UIF |
Form UI 12 - Notice of appeal against a decision of a Claims Officer - Application in terms of section 37(1) read with regulation 8(1) | Forms | FREE | Preview |
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Form UI 19 - Employers Declaration of Employees Category UIF |
Form UI 19 - Employers Declaration of Employees - Information to be supplied in terms of Section 56(1&3) read with Regulation 13(1&2) | Forms | FREE | Preview |
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Form UI 2.2 - Applications for illness benefits Category UIF |
Form UI 2.2 - Applications for illness benefits - Unemployment insurance act 63 of 2001 application for illness benefits in terms of section 22(1) - Read with Regulations 4(1), 4(5) and 4(7) | Forms | FREE | Preview |
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Form UI 2.3 - Application for maternity benefits Category UIF |
Form UI 2.3 - Application for maternity benefits - Unemployment insurance act 63 of 2001 application for maternity benefits in terms of section 25(1) - Read with Regulation 5(1) and 5(4) | Forms | FREE | Preview |
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Form UI 2.4 - Application for adoption benefits Category UIF |
Form UI 2.4 - Application for adoption benefits - Unemployment insurance act 63 of 2001 application for adoption benefits in terms of section 28(1) Read with Regulation 6(1) | Forms | FREE | Preview |
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Form UI 2.5 - Application for dependant benefits by spouse Category UIF |
Form UI 2.5 - Application for dependant benefits by surviving spouse or life partner - Unemployment insurance act 63 of 2001 application for dependant’s benefits by surviving spouse or life partner in terms of section 31(1) Read with Regulation 7(1) | Forms | FREE | Preview |
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Form UI 2.6 - Application for dependant benefits by child of deceased Category UIF |
Form UI2.6 - Application for dependant's benefits by child / children of deceased - Unemployment insurance act 63 0f 2001 application for dependant’s benefits by child/children of deceased in terms of section 31(1) Read with regulation 7(1) and 7(2) | Forms | FREE | Preview |
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Form UI 2.8 - Authorisation to pay benefits into bank account Category UIF |
Form UI 2.8 - Authorisation to pay benefits into bank account | Forms | FREE | Preview |
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Form UI 3 - Application for continuation of payment for illness benefits Category UIF |
Form UI 3 - Application for continuation of payment for illness benefits - Unemployment insurance act 63 of 2001 application for continuation of payment for illness benefits in terms of regulation 4(4) | Forms | FREE | Preview |
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Form UI 4 - Application for continuation of payment for maternity benefits Category UIF |
Form UI 4 - Application for continuation of payment for maternity benefits - UNEMPLOYMENT INSURANCE ACT 63 OF 2001 APPLICATION FOR CONTINUATION OF PAYMENT FOR MATERNITY BENEFITS IN TERMS OF REGULATION 5(3) AND 5(6) | Forms | FREE | Preview |
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Form UI 49 - Application for Re-issue of Payment Category UIF |
Form UI 49 - Application for Re-issue of Payment - Apply for the re-issue of a payment which was never received, (Form UI 2.8 to be attached with this application) | Forms | FREE | Preview |
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Form UI 5 - Application for continuation of payment for adoption benefits Category UIF |
Form UI 5 - Application for continuation of payment for adoption benefits - Unemployment insurance act 63 of 2001 application for continuation of payment for adoption benefits in terms of regulation 6(3) | Forms | FREE | Preview |
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Form UI 7 - UIF Payment Advice Category UIF |
Form UI 7 - UIF Payment Advice - Unemployment Insurance Fund / Werkloosheidversekeringsfonds (English / Afrikaans) | Forms | FREE | Preview |
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Form UI 8 - Aansoek om registrasie as werkgewer (Besighede) Category UIF |
Form UI 8 - Aansoek om registrasie as werkgewer (Besighede) (Afrikaans 2013) - Unemployment Insurance Contributions Act, 2002 | Forms | FREE | Preview |
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Form UI 8 - Application for registration as an employer (Businesses) Category UIF |
Form UI 8 - Application for registration as an employer (Businesses) - Unemployment Insurance Contributions Act, 2002 | Forms | FREE | Preview |
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Form UI 8D - Aansoek om registrasie as werkgewer van werkers in privaat huishouding Category UIF |
Form UI 8D - Aansoek om registrasie as werkgewer van huishoudelike werknemers - Unemployment Insurance Contributions Act, 2002 | Forms | FREE | Preview |
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Form UI 8D - Application for registration as an employer of workers in a private household Category UIF |
Form UI 8D - Application for registration as an employer of domestic employees - Unemployment Insurance Contributions Act, 2002 | Forms | FREE | Preview |
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Forms for Employment Equity Reports Category Codes of good practice and Regulations |
A document containing links to the Employment Equity Reports. | Information Sheet | FREE | Preview |
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Fraud Category Spesific transgressions |
This might entail many things, such as clocking another employee’s clock card, misuse of company records or documents for fraudulent purposes, forging of a signature on a cheque or other document, falsifying medical certificates by changing the dates or changing information on documents to mislead another party or the employer. | Information Sheet | R 95.00 | Preview |
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Full Range Employer Organisation FREO Category Employer's organisations |
Information sheet on Full Range Employer Organisation (FREO) by LabourSmart - Basic organisation information and contact details. | Forms | FREE | Preview |
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Furniture Bargaining Council (FBC) Category Bargaining councils |
Information sheet on the Furniture Bargaining Council (FBC) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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General conditions Annexure Category Employment agreements |
An information sheet of a typical employment contract setting out the terms of employment. | Information Sheet | R 430.00 | Preview |
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General conditions Annexure Category Employment agreements |
A template of a typical employment contract for employees setting out the terms and conditions of employment. | Template | R 450.00 | Preview |
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General provisions of the EEA Category Employment Equity |
The employer must establish and maintain records in respect of his workforce, his employment equity plan and any other records relevant to compliance with the Employment Equity Act. This template provides details for the employer to comply by submitting an employment equity plan. | Template | R 125.00 | Preview |
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General provisions of the EEA Category Employment Equity |
The employer must establish and maintain records in respect of his workforce, his employment equity plan and any other records relevant to compliance with the Employment Equity Act. This template provides details for the employer to comply by submitting an employment equity plan. | Information Sheet | R 360.00 | Preview |
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Grievance form Category Grievances |
An information sheet detailing a typical form used when an employee has lodged a grievance and such is investigated and an outcome handed down to ensure fair labour practices within the workplace. | Information Sheet | R 70.00 | Preview |
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Grievance form Stage 1 Category Disciplinary hearings |
An information sheet detailing a typical form used when an employee has lodged a grievance and such is investigated and an outcome handed down to ensure fair labour practices within the workplace. | Information Sheet | R 60.00 | Preview |
|
Grievance form Stage 1 Category Disciplinary hearings |
An information sheet detailing a typical form used when an employee has lodged a grievance and such is investigated and an outcome handed down to ensure fair labour practices within the workplace. | Template | R 75.00 | Preview |
|
Grievance form Stage 2 Category Disciplinary hearings |
An information sheet detailing a typical form used when an employee has lodged a grievance and such is investigated and an outcome handed down to ensure fair labour practices within the workplace. | Information Sheet | R 60.00 | Preview |
|
Grievance form Stage 2 Category Disciplinary hearings |
An information sheet detailing a typical form used when an employee has lodged a grievance and such is investigated and an outcome handed down to ensure fair labour practices within the workplace. | Template | R 75.00 | Preview |
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Guide to Chairman - Deciding on sanctions Category Disciplinary hearings |
A document detailing the step by step enquiry a chair person must examine in order to originate at an appropriate sanction. The ultimate test for justifying a dismissal is - Has the employment/trust relationship broken down irretrievably? | Information Sheet | R 110.00 | Preview |
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Harassment CCMA Category CCMA |
Information sheet by the CCMA on Harassment - Harassment is an incident that has happened to an individual at the workplace that is unwelcome, unwanted and has a destructive effect. | Forms | FREE | Preview |
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How Does Section 198 Work - Flow Diagram Category Amendment acts |
How does section 198 and 198D work? Section 198 Applies to all TES employees earning above and below sec 6(3) | Information Sheet | R 75.00 | Preview |
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How does section 198A work - flow diagram Category Amendment acts |
How does section 198A work - Section 198A Applies to TES employees (earns below sec 6(3) threshold) | Information Sheet | R 75.00 | Preview |
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How does section 198B work - flow diagram Category Amendment acts |
How does section 198B work? Section 198B Applies to FIXED TERM employees (earns below sec 6(3) threshold) | Information Sheet | R 75.00 | Preview |
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How does section 198C work - flow diagram Category Amendment acts |
How does section 198C work? Section 198C Applies to PART TIME employees (earns below sec 6(3) threshold) | Information Sheet | R 75.00 | Preview |
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How To Apply to Pay the UIF Annually Category UIF |
Information sheet on How to apply to pay the UIF annually (information from Department of Labour) | Forms | FREE | Preview |
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How to Claim from the Compensation Fund if you are a Worker Category Department of Labour |
The Compensation for Occupational Injuries and Diseases Act gives workers the right to claim compensation if they were injured or go ill at work. | Forms | FREE | Preview |
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How To Claim UIF Adoption Benefits Category UIF |
Information sheet on how to claim UIF adoption benefits (information from Department of Labour) | Forms | FREE | Preview |
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How To Claim UIF Dependants Benefits Category UIF |
Information sheet on how to claim UIF dependants benefits (information by Department of Labour) | Forms | FREE | Preview |
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How To Claim UIF Illness Benefits Category UIF |
Information sheet on how to claim UIF illness benefits (information by Department of Labour) | Forms | FREE | Preview |
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How To Claim UIF Maternity Benefits Category UIF |
Information sheet on how to claim UIF maternity benefits (information by Department of Labour) | Forms | FREE | Preview |
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How to Claim UIF Unemployment Benefits Category UIF |
Information sheet on how to claim UIF unemployment benefits (information by Department of Labour) | Forms | FREE | Preview |
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How to deal with Union misconduct – Part 1 Category Unions and collective bargaining |
An information sheet detailing liability of Union & Union official in the work place. Unions cannot escape the conduct of its members, officials and shop stewards and can be held liable for delictual damages due to the fault of the Union which caused a loss to the employer. | Information Sheet | R 650.00 | Preview |
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How to deal with Union misconduct - Part 2 Category Discipline |
Part 2. An information sheet detailing what protection unions and employees have in terms of labour legislation and their liability, if any, in the event of protected or unprotected strike action. | Articles | FREE | Preview |
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How To De-register with the UIF Category UIF |
Information sheet on how to de-register with the UIF (information by Department of Labour) | Forms | FREE | Preview |
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How To do UIF Declarations Category UIF |
Information sheet on how to do UIF declarations (information by Department of Labour) | Forms | FREE | Preview |
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How to draft an EE Plan Category Employment Equity |
In terms of the Employment Equity Act, as amended, a designated employer must prepare and implement and EE Plan which will achieve reasonable progress toward employment equity in the workplace. | Information Sheet | R 190.00 | Preview |
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How to draft an EE Plan Category Employment Equity |
In terms of the Employment Equity Act, as amended, a designated employer must prepare and implement and EE Plan which will achieve reasonable progress toward employment equity in the workplace. | Template | R 205.00 | Preview |
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How to Find and Choose Unemployed Learners Category Department of Labour |
Employers, training providers or SETAs can ask the Department to help them find unemployed learners. The Department will search on their database, hold interviews and make a list of the best unemployed people for the learnership. | Forms | FREE | Preview |
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How to Join a Learnership if you are Unemployed Category Department of Labour |
Unemployed people must register as work-seekers. They must also look for employers and prepare a CV. | Forms | FREE | Preview |
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How to Pay the Compensation Fund Category Department of Labour |
The Compensation for Occupational Injuries and Diseases Act requires employers to pay the Compensation Fund. | Forms | FREE | Preview |
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How To Register as a Work-seeker Category Department of Labour |
Unemployed people can register as work-seekers at their nearest labour centre. This will enable employers to find them if they are looking for candidates for learnerships. | Forms | FREE | Preview |
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How to Register with the Compensation Fund Category Department of Labour |
The Compensation Fund requires employers to register with the Fund. | Forms | FREE | Preview |
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How To Register with the UIF Category UIF |
Information sheet on how to register with the UIF (information by Department of Labour) | Forms | FREE | Preview |
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How to regulate annual leave and yearly shutdowns Category Basic Conditions of Employment |
An information sheet on forced leave during shut down/ seasonal closure. Many employers close down for the holiday season and businesses shut down or work skeleton staff. This sometimes give rise to conflict with employees. | Information Sheet | R 60.00 | Preview |
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How to Report an Occupational Accident with the Compensation Fund if you are an employer Category Department of Labour |
The Compensation for Occupational Injuries and Diseases Act requires employers to report all accidents at work. | Forms | FREE | Preview |
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How to Report an Occupational Disease to the Compensation Fund if you are an Employer Category Department of Labour |
The Compensation for Occupational Injuries and Diseases Act requires employers to report all diseases that are caused by work. | Forms | FREE | Preview |
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How to Set Up Learnerships if you are a Training Provider Category Department of Labour |
Training providers must decide what kind of training they can give. They must be accredited with SETAs before they can start training. Training providers and employers form a partnership to start learnerships. | Forms | FREE | Preview |
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How to Set Up Learnerships if you are an Employer Category Department of Labour |
Employers must choose a learnership and apply for a learnership grant. Once they have completed that, they can set up contracts and learnership agreements with learners. They must also choose a training provider. | Forms | FREE | Preview |
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How to suspend employees Category Suspension |
An information sheet on the law surrounding suspension with pay, pending an investigation into an alleged misconduct, in order to prevent the employee from interfering with the investigation. | Information Sheet | R 150.00 | Preview |
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Ill-Health or Injury CCMA Category CCMA |
Information sheet by the CCMA on Ill-Health and Injury - Illness or injury (incapacity) of a serious nature may be a valid reason for dismissal. | Forms | FREE | Preview |
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Imprisoned employees and other cases Category Disciplinary hearings |
An information sheet dealing with incapacity related to imprisonment of employees and case law. Employers who dismiss an employee due to imprisonment must follow schedule 8 of the LRA and needs to consider the reasons for the incapacity, the extent of the incapacity, whether it is permanent or temporary, and whether any alternatives to dismissal do exist. | Information Sheet | R 110.00 | Preview |
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Incapacity due to ill health and injury policy Category Policies |
The purpose of this policy is to create guidelines for the Company and the Employee to ensure fair and equitable treatment of the employee and to ensure that the employee is treated with dignity during the process of a medical incapacity hearing. Employees who are medically unfit cannot continue to perform in their current functions and the aim of this Policy is to seek solutions, of which dismissal for incapacity is the last resort. | Information Sheet | R 285.00 | Preview |
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Incapacity due to ill health and injury policy Category Policies |
The purpose of this policy is to create guidelines for the Company and the Employee to ensure fair and equitable treatment of the employee and to ensure that the employee is treated with dignity during the process of a medical incapacity hearing. Employees who are medically unfit cannot continue to perform in their current functions and the aim of this Policy is to seek solutions, of which dismissal for incapacity is the last resort. | Template | R 300.00 | Preview |
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Incapacity due to ill health or injury Category Ill health |
In terms of the code, incapacity on the grounds of ill health or injury may be temporary or permanent. If an employee is temporarily unable to work in these circumstances, the employer should investigate the extent of the incapacity or the injury. In cases of permanent incapacity, the employer should ascertain the possibility of securing alternative employment, or adapting the duties or work circumstances of the employee to accommodate the employee's disability. | Information Sheet | R 60.00 | Preview |
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InfoRegSA-GuidanceNote-IO-DIO-20210401 Category Codes of good practice |
The Information Regulator of South Africa has released on 1 April 2021 guidance notes on information officers and deputy information officers | Articles | FREE | Preview |
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Insolvency and Liquidation CCMA Category CCMA |
Information sheet by the CCMA on Insolvency and Liquidation - Final liquidation occurs when a company or close corporation has applied to the High Court (or the Magistrate’s Court in the case of the close corporation) for an order of final liquidation. | Forms | FREE | Preview |
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Insubordination Category Spesific transgressions |
Gross insubordination is of a serious nature and constitutes conduct which is a complete challenge to the authority of the employer. Any conduct by an employee that poses an unlawful and deliberate challenge to management authority. This would include a refusal to obey lawful and reasonable instructions, cheekiness, rudeness, any sort of rebellious behaviour against the authority of the employer. | Information Sheet | R 95.00 | Preview |
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Intimidation Category Spesific transgressions |
Intimidation of other employees or third parties in the workplace is a very serious offence, but not always easy to prove, especially when the intimidation takes place during strike action. Intimidation can take place in various such as threats of violence, subtle threats of discipline or retaliation by a senior person, and can be verbal or physical. | Information Sheet | R 60.00 | Preview |
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Introduction of the CCMA and related institutions Category CCMA and B/councils |
The Labour Relations Act codifies the law of unfair dismissals and unfair labour practices. This means that disputes about unfair dismissals and unfair labour practices can only be referred to certain institutions as is provided for by the LRA. Only the disputes as is defined by the Act could be referred to these institutions. The Act aims at an expedited dispute resolution process, involving conciliation and arbitration to settle most dismissal and unfair labour practice disputes. | Information Sheet | R 230.00 | Preview |
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Introduction to basic labour relations Category Basic Conditions of Employment |
An introduction to the Labour Relations Act No 66 of 1995 (as amended) as well as the Basic Conditions of Employment Act no 75 of 1997 and an explanation of the duties; obligations and content of rights in the workplace. | Publication | R 250.00 | Preview |
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Job offer Category Employment agreements |
A contract executed in two parts in the form of an offer and acceptance. Completed together, the two documents comprise of a fully fledged contract of employment with a probationary term. | Information Sheet | R 150.00 | Preview |
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Job offer Category Employment agreements |
A contract executed in two parts in the form of an offer and acceptance. Completed together, the two documents comprise of a fully fledged contract of employment with a probationary term. | Template | R 180.00 | Preview |
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Kennisgewing van dissiplinere verhoor Category Disciplinary hearings |
A notice to inform an employee that they are being investigated for an alleged transgression. (Afrikaans) | Information Sheet | R 340.00 | Preview |
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Kennisgewing van dissiplinere verhoor Category Disciplinary hearings |
A notice to inform an employee that they are being investigated for an alleged transgression. (Afrikaans) | Template | R 355.00 | Preview |
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Labour inspectors Category Labour related legislation |
Labour inspectors must advise employees and employers on their rights and obligations in terms of employment laws. They conduct inspections, investigate complaints and may question persons and inspect, copy and remove records and other relevant documents. | Information Sheet | R 70.00 | Preview |
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Labour Relations Act Amended 2014 Category Department of Labour |
The Labour Relations Act (LRA), Act 66 of 1995 aims to promote economic development, social justice, labour peace and democracy in the workplace. (2014) | Forms | FREE | Preview |
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Late Referrals CCMA Category CCMA |
Information sheet by the CCMA on Late Referrals - Applications for condonation - The Labour Relations Act, as amended, stipulates that unfair dismissal disputes need to be referred to the CCMA within 30 days of the date of the dismissal. | Forms | FREE | Preview |
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Laundry Bargaining Council (LBC) Category Bargaining councils |
Information sheet on the Laundry Bargaining Council (LBC) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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Leave CCMA Category CCMA |
Information sheet by the CCMA on Leave - Sick leave, annual leave, family responsibility leave and maternity leave. | Forms | FREE | Preview |
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Legal aspects in recruitment and selection Category Recruitment and selection |
This information sheet details the law surrounding recruitment and case law surrounding aspects of affirmative action, a person's right to privacy, and general recruitment & interview related information for the workplace. | Information Sheet | R 300.00 | Preview |
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Letter - Request for Arbitration Category CCMA and B/councils |
Letter to the CCMA requesting a case number to be allocated for arbitration. | Information Sheet | R 70.00 | Preview |
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Letter - Request for Arbitration Category CCMA and B/councils |
A letter to the CCMA requesting a certificate of outcome. | Template | R 85.00 | Preview |
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Letter to CCMA - Subpoenas Category CCMA and B/councils |
A letter to the CCMA requesting the Senior Convening Commissioner is to subpoena certain witnesses. | Information Sheet | R 70.00 | Preview |
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Letter with subpoenas Category CCMA and B/councils |
An example of a letter sent to witnesses under a subpoena attaching the original subpoena and requesting their presence or securing the presence of certain documents specified in the subpoena. | Information Sheet | R 60.00 | Preview |
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Letter with subpoenas Category CCMA and B/councils |
An example of a letter sent to witnesses who are under a subpoena order, attaching the original subpoena thereto and requesting their presence or securing the presence of certain documents specified in the subpoena. | Template | R 75.00 | Preview |
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List of registered Bargaining Council Category Bargaining councils |
A list of Registered Bargaining Councils with ther contact details for August 2014 (information from Department of Labour) | Information Sheet | FREE | Preview |
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List of regulations, codes and regulations of BCEA Category Basic Conditions of Employment |
Legislation - the basic conditions of employment act no 75 of 1997. (BCEA) | Information Sheet | FREE | Preview |
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LRA 2.4A Form - Referring a dispute arising from negotiations concerning minimum service agreement for determination Category CCMA |
WHAT IS THE PURPOSE OF THIS FORM? This form is a referral to the Essential Services Committee for a determination of a dispute arising from negotiations of minimum service agreement. WHO FILLS IN THIS FORM? Any party to the dispute. | Forms | FREE | Preview |
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LRA 3.12 Form - Referring Public Service Jurisdictional Disputes for Conciliation Category CCMA |
THE PURPOSE OF THIS FORM - If there is a dispute between two or more bargaining councils in the public service, including the PSCBC, the dispute must be referred to the CCMA in terms of Section 38 of the Labour Relations Act 1995. Any party to the dispute fill in this form. | Forms | FREE | Preview |
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LRA 3.13 Form - Referring public service jurisdictional disputes for arbitration Category CCMA |
THE PURPOSE OF THIS FORM - If there is a dispute between two or more bargaining councils in the public service, including the PSCBC and the dispute has been referred for conciliation and is unresolved, any party may request the CCMA to arbitrate the dispute in terms of section 38(4) of the Labour Relations Act, 1995. Any party to the dispute fills in this form. | Forms | FREE | Preview |
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LRA 3.23 Form - Application about demarcation dispute Category CCMA |
THE PURPOSE OF THIS FORM - This form is an application by a party to the CCMA to settle a demarcation dispute. This form is filled in by any registered trade union, Employee, Employer, Registered employers’ organisation or Council. | Forms | FREE | Preview |
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LRA 4.1 Form - Request to establish picketing rules Category CCMA |
THE PURPOSE OF THIS FORM - This form is a request by a party to the CCMA to secure agreement on picketing rules during a strike or lockout. A registered trade union or employer fills in this form. | Forms | FREE | Preview |
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LRA 4.2 Form - Referring disputes for determination as an essential service Category CCMA |
THE PURPOSE OF THIS FORM - This form is an application to the essential services committee for a determination that a service is an essential service or that a person works in an essential service. An essential service means a service, which, if interrupted, would endanger the life or health of people. Parliamentary services and the South African Police Service are defined as essential services. Any party to the dispute fills in this form. | Forms | FREE | Preview |
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LRA 4.3 Form - Employer applies for maintenance service determination Category CCMA |
THE PURPOSE OF THIS FORM - This form is an application, by an employer, to the essential services committee for a determination that the whole, or part of the employer’s business, is a maintenance service. A service is a maintenance service if the interruption of that service has the effect of material or physical destruction to any working area, factory or machinery. An employer fills in this form. | Forms | FREE | Preview |
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LRA 4.6 Form - Subpoena by essential services committee Category CCMA |
Subpoena by essential services committee - The following MUST be attached to a request for a subpoena: (a) motivation for the application and (b) proof that witness fees, travelling costs and subsistence expenses have been paid. | Forms | FREE | Preview |
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LRA 4.7 Form - Bargaining council request for essential service investigation Category CCMA |
THE PURPOSE OF THIS FORM - This form is a request to the essential services committee to conduct an investigation as to whether the whole or part of any service is an essential service. An essential service means a service, which, if interrupted, would endanger the life or health of people. WHO FILLS IN THIS FORM? - The Secretary of the Bargaining Council. | Forms | FREE | Preview |
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LRA 4.8 Form - Request for ratification of collective agreement providing for maintenance of minimum services Category CCMA |
THE PURPOSE OF THIS FORM - This form is a request to the essential services committee to ratify any collective agreement that provides for the maintenance of minimum services in a service designated as an essential service. Representatives of the parties to the collective agreement fills in this form. | Forms | FREE | Preview |
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LRA 4.8A Form - Referring disputes for conclusion of a collective agreement providing for a minimum service agreement Category CCMA |
WHAT IS THE PURPOSE OF THIS FORM? - This form is a referral to the Essential Services Committee for a determination on whether a collective agreement should be concluded that provides for maintenance of minimum services in essential services and the terms of such agreements. WHO FILLS IN THIS FORM? - Any party to the dispute. | Forms | FREE | Preview |
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LRA 5.1 Form - Representative trade union applies to establish a workplace forum Category CCMA |
THE PURPOSE OF THIS FORM - This form is an application by one or more representative trade unions for the establishment of a workplace forum. A workplace forum may be established in any workplace with more than 100 employees. This number excludes senior managerial employees. An application may only be made if there is not existing workplace forum established in terms of the Act. A representative trade union fills in this form. | Forms | FREE | Preview |
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LRA 5.2 Form - Representative trade union applies to establish a Trade-Union based workplace forum Category CCMA |
THE PURPOSE OF THIS FORM - This form is an application by one or more trade unions, which are recognised by an employer for the purposes of collective bargaining to represent all employees (except senior managerial employees), for the establishment of a workplace forum. An application may only be made if there is no existing forum established in terms of the Act. A trade union fills in this form. | Forms | FREE | Preview |
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LRA 7.1 Form - Council applies for accreditation Category CCMA |
THE PURPOSE OF THIS FORM - This form is an application by a Council to the Governing Body of the CCMA for accreditation to perform various dispute resolution functions. The Secretary of the Council fills in this form. | Forms | FREE | Preview |
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LRA 7.10 Form - Council or private agency applies for renewal of subsidy Category CCMA |
THE PURPOSE OF THIS FORM - This form is an application by an accredited Council or an accredited agency for a renewal of a subsidy to perform various dispute resolution functions. An accredited Council or accredited agency fills in this form. | Forms | FREE | Preview |
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LRA 7.11 Form - Part A referring a dispute to the CCMA for conciliation (including CON-ARB) Category CCMA |
THE PURPOSE OF THIS FORM - This form enables a person or organisation to refer a dispute to the CCMA for conciliation and con-arb. Employer, employee, union or employers’ organisation fills in this form. | Forms | FREE | Preview |
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LRA 7.12 Form - Certificate of Outcome Category CCMA |
Certificate of outcome of dispute referred to conciliation | Forms | FREE | Preview |
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LRA 7.13 Form - Request for arbitration Category CCMA |
WHAT IS THE PURPOSE OF THIS FORM? - If conciliation fails, a party may request that the CCMA resolve the dispute by arbitration. WHO FILLS IN THIS FORM? - The party requesting the arbitration. (Demarcation disputes (Section 62) must be processed on LRA Form 3.23) | Forms | FREE | Preview |
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LRA 7.14 Form - Notice of objection to arbitration by same commissioner Category CCMA |
THE PURPOSE OF THIS FORM - This form notifies the CCMA that a party objects to an arbitrator who is the same commissioner who led the conciliation process. Objecting party fills in this form. | Forms | FREE | Preview |
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LRA 7.15 Form - Application to appoint senior commissioner to arbitrate Category CCMA |
THE PURPOSE OF THIS FORM - This form is an application by a party to the CSC of the CCMA to appoint a Senior Commissioner to arbitrate. A party to the dispute fills in this form. | Forms | FREE | Preview |
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LRA 7.16 Form - Subpoena Category CCMA |
CCMA Subpoena form | Forms | FREE | Preview |
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LRA 7.17 Form - Request for taxation Category CCMA |
THE PURPOSE OF THIS FORM - To tax a bill of costs. The party requesting the taxation fills in this form. | Forms | FREE | Preview |
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LRA 7.18 Form - Application to certify CCMA award and writ of execution Category CCMA |
THE PURPOSE OF THIS FORM - This form requests the Director of the CCMA to certify that an award made by a CCMA Commissioner is a genuine award. | Forms | FREE | Preview |
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LRA 7.18A Form - Application to certify Bargaining Council award Category CCMA |
WHAT IS THE PURPOSE OF THIS FORM? - This form requests the Director or delegated Commissioner of the CCMA to certify that an award issued under the auspices of a Bargaining Council is an award issued by a Bargaining Council Arbitrator. | Forms | FREE | Preview |
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LRA 7.19 Form - Request for inquiry by arbitrator Category CCMA |
THE PURPOSE OF THIS FORM - Request for inquiry by arbitrator - An employer requesting a pre-dismissal arbitration fills in this form. | Forms | FREE | Preview |
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LRA 7.2 Form - Private agency applies for accreditation Category CCMA |
THE PURPOSE OF THIS FORM - This form is an application by a private agency to the Governing Body of the CCMA for accreditation to perform various dispute resolution functions. An authorised representative of the private agency fills in this form. | Forms | FREE | Preview |
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LRA 7.20 Form - Request for Section 189A operational requirements facilitation Category CCMA |
THE PURPOSE OF THIS FORM - This form enables a party to initiate a section 189A facilitation process. | Forms | FREE | Preview |
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LRA 7.21 Form - Request for advisory award on whether a person is an employee Category CCMA |
THE PURPOSE OF THIS FORM - This form is a request to the CCMA to issue an advisory award determining whether a person is an employee. WHO FILLS IN THIS FORM? The parties to any working arrangement may request an advisory award provided the affected person/s earn R149.736 per annum or less. | Forms | FREE | Preview |
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LRA 7.3 Form - Certificate of accreditation of council Category CCMA |
LRA Form 7.3 - Certificate of accreditation of council | Forms | FREE | Preview |
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LRA 7.4 Form - Certificate of Accreditation of Private Agency Category CCMA |
Certificate of Accreditation of Private Agency - in terms of Section 127 of the Labour Relations Act of 1995, been accredited to perform dispute resolution functions, subject to the conditions as imposed by the Governing Body and subject to the terms set out in the accompanying attachment. | Forms | FREE | Preview |
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LRA 7.5 Form - Council or private agency applies to amend accreditation Category CCMA |
THE PURPOSE OF THIS FORM - This form is an application by an accredited council or accredited private agency to the CCMA to amend its accreditation. For example, the amendment can relate to nature of services, scope of work or area. An accredited council or accredited private agency fills in this form. | Forms | FREE | Preview |
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LRA 7.6 Form - Council applies to renew accreditation Category CCMA |
THE PURPOSE OF THIS FORM - This form is an application by an accredited council to the CCMA to renew its accreditation either in the current or amended form. An accredited council fills in this form. | Forms | FREE | Preview |
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LRA 7.7 Form - Private agency applies to renew accreditation Category CCMA |
THE PURPOSE OF THIS FORM - This form is an application by an accredited agency to the CCMA to renew its accreditation, either in the current or amended form. An accredited agency fills in this form. | Forms | FREE | Preview |
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LRA 7.8 Form - Council applies for subsidy Category CCMA |
THE PURPOSE OF THIS FORM - This form is an application by a Council to the Governing Body of the CCMA for a subsidy to perform dispute resolution functions and train people to perform these functions. An accredited Council or a Council applying fills in this form | Forms | FREE | Preview |
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LRA 7.9 Form - Private agency applies for subsidy Category CCMA |
THE PURPOSE OF THIS FORM - This form is an application by a private agency to the Governing Body of the CCMA for a subsidy to perform various dispute resolution functions. An authorised representative fills in this form | Forms | FREE | Preview |
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Managing Conflict and Union representation Category Trade Unions |
A comprehensive guide on keeping the peace and managing conflict with Trade Unions; Employee representatives; Union representatives; strikes and picketing. | Publication | R 310.00 | Preview |
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Master Document Manager Category Procedures |
A document for use by Human Resources in the management of files. | Information Sheet | R 70.00 | Preview |
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Maternity Leave Category Basic Conditions of Employment |
The information sheet details the legislative rights and duties of an employer when dealing with pregnancy in the work place. In terms of section 25 of the BCEA, pregnant employees are entitled to at least 4 consecutive months of maternity leave. | Information Sheet | R 190.00 | Preview |
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Medical incapacity flow chart Category Ill health |
A flow chart demonstrating the stages involved in a medical incapacity enquiry. | Information Sheet | R 70.00 | Preview |
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Medical incapacity flow chart Category Ill health |
A flow chart demonstrating the stages involved in a medical incapacity enquiry | Template | R 85.00 | Preview |
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Metal And Engineering Industries Bargaining Council (MEIBC) Category Bargaining councils |
Information sheet on the Metal And Engineering Industries Bargaining Council (MEIBC) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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MIBCO Motor Industry Bargaining Council Category Bargaining councils |
Information sheet on the Motor Industry Bargaining Council (MIBCO) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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Ministerial Determinations CCMA Category CCMA |
Information sheet by the CCMA on Ministerial Determinations - The Minister of Labour may establish basic conditions of employment for employees in a certain sector or area by means of a Ministerial Determination. (Mar 2002) | Forms | FREE | Preview |
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Misconduct - Sexual harassment Category Disciplinary hearings |
Sexual harassment in the working environment is a form of unfair discrimination and is prohibited in terms of the Employment Equity Act (EEA) – section 6. Sexual harassment is unwelcome conduct of a sexual nature that violates the rights of an employee and constitutes a barrier to equity in the workplace. | Template | R 175.00 | Preview |
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Misconduct - Sexual harassment .PDF Category Disciplinary hearings |
Sexual harassment in the working environment is a form of unfair discrimination and is prohibited in terms of the Employment Equity Act (EEA) – section 6. Sexual harassment is unwelcome conduct of a sexual nature that violates the rights of an employee and constitutes a barrier to equity in the workplace. | Information Sheet | R 150.00 | Preview |
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Misconduct CCMA Category CCMA |
Information sheet by the CCMA on Misconduct (1) - Misconduct is one of the grounds recognised by the law that may give reason for the dismissal of an employee. The law promotes the principle of progressive discipline. | Forms | FREE | Preview |
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Misconduct Incident Investigation Diary Category Disciplinary hearings |
A form to be used by an investigating officer in suspected cases of misconduct. | Information Sheet | R 110.00 | Preview |
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Misconduct Incident Investigation Diary Category Disciplinary hearings |
A template to be used by an investigating officer in a case of misconduct. | Template | R 125.00 | Preview |
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National Bargaining Council for Hairdressing, Cosmetology Beauty and Skincare Industry Category Bargaining councils |
Information sheet on the National Bargaining Council for Hairdressing, Cosmetology Beauty and Skincare Industry by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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National Bargaining Council for the Electrical Industry (NBCEI) Category Bargaining councils |
Information sheet on the National Bargaining Council for the Electrical Industry (NBCEI) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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National Bargaining Council for the Road Freight and Logistics Industry (NBCRFLI) Category Bargaining councils |
Information sheet on the National Bargaining Council for the Road Freight and Logistics Industry (NBCRFLI) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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National bargaining council for the wood and paper sector (NBCWPS) Category Bargaining councils |
Information sheet on the National bargaining council for the wood and paper sector (NBCWPS) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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National Employer Association of South Africa (NEASA) Category Employer's organisations |
Information sheet on the National Employer Association of South Africa (NEASA) by LabourSmart - Basic organisation information and contact details. | Forms | FREE | Preview |
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National Textile Bargaining Council Category Bargaining councils |
Information sheet on the National Textile Bargaining Council by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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NBC Bargaining Council Category Bargaining councils |
Information sheet on the NBC by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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Negligence in Performing Duties Category Spesific transgressions |
Employers should make sure that, when charging an employee for negligence or poor work performance, that it is confident that the evidence supports that the act is misconduct and not incapacity. Misconduct means the employee can do the job, but failed to do so for a negligent or intentional reason. Incapacity means the employee cannot perform the functions for various reasons relating to her ability to do so. | Information Sheet | R 95.00 | Preview |
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New CCMA Rules 2015 Category CCMA |
The New Rules by the CCMA (17 March 2015) as published by the Government Gazette (Large Document - 2.4 MB / 48 Pages) | Information Sheet | FREE | Preview |
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Notice of Accident and Claim for Compensation - COID - W.CI.3 Category Department of Labour |
Form supplied by the Department of Labour for the Notice of Accident and Claim for Compensation - COID - W.CI.3 | Forms | FREE | Preview |
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Notice of an occupational disease and claim for compensation - COID - W.CI.14 Category Department of Labour |
Form supplied by the Department of Labour for the Notice of an Occupational Disease and claim for compensation - COID - W.CI.14 | Forms | FREE | Preview |
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Notice of disciplinary hearing form Category Disciplinary hearings |
An information sheet giving notification of a Disciplinary Hearing to an employee who has allegedly transgressed a work place rule. It is a requirement of procedural fairness to give that employee reasonable and clear notice of the allegations against them and provide them with enough time to avail their rights. | Information Sheet | R 110.00 | Preview |
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Notice of disciplinary hearing form Category Disciplinary hearings |
An information sheet giving notification of a Disciplinary Hearing to an employee who has allegedly transgressed a work place rule. It is a requirement of procedural fairness to give that employee reasonable and clear notice of the allegations against them and provide them with enough time to avail their rights. | Template | R 125.00 | Preview |
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Notice of motion postponement Category CCMA and B/councils |
An information sheet of a notice of motion requesting a postponement of a matter. | Information Sheet | R 110.00 | Preview |
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Notice of motion postponement Category CCMA and B/councils |
An information sheet of a notice of motion requesting a postponement of a matter. | Template | R 110.00 | Preview |
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Notice of Motion Rule 32 application (Rescission) Category CCMA and B/councils |
A notice of motion for a rescission application setting out the prayers. | Template | R 110.00 | Preview |
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Notice to attend a disiplinary enquiry Category Disciplinary hearings |
A notice to attend a disciplinary enquiry. | Information Sheet | R 110.00 | Preview |
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Notice to Attend a Inquiry - Incapacity Category Poor Performance |
Notice to Attend a Incapacity inquiry template | Template | R 125.00 | Preview |
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Notice to Attend Dissiplinary Hearing Simple Category Disciplinary hearings |
A notice to attend a disciplinary enquiry. | Template | R 125.00 | Preview |
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Notice to Oppose Category Disciplinary hearings |
A notice to oppose in the CCMA is important to ensure that the CCMA is aware that the matter will be defended and it provides an address for service of all notices and proceedings in the matter. | Information Sheet | R 110.00 | Preview |
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Notice to Oppose Category CCMA and B/councils |
A notice to oppose in the CCMA is important to ensure that the CCMA is aware that the matter will be defended and it provides an address for service of all notices and proceedings in the matter. | Template | R 110.00 | Preview |
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Notices for the disciplinary process Category Disciplinary hearings |
This information sheet provides information regarding the appropriate forms to present to an employee on diving notice of a disciplinary hearing. It is imperative that the charges are set out clearly and the rights of the employee are canvassed to ensure the procedural fairness at this initial stage. | Information Sheet | R 345.00 | Preview |
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Objection con arb letter Category CCMA and B/councils |
An objecting to a combination of conciliation and arbitration. Con-Arb means that the same commissioner will attempt to reach conciliation, and if this is unsuccessful will immediately commence the arbitration process. This document is used in complex matters where the case warrants greater preparation, exchange of bundles and more time needed. | Information Sheet | R 70.00 | Preview |
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Objection con-arb Formal Category CCMA and B/councils |
An objecting to a combination of conciliation and arbitration. Con-Arb means that the same commissioner will attempt to reach conciliation, and if this is unsuccessful will immediately commence the arbitration process. This letter is used in complex matters where the case warrants greater preparation, exchange of bundles and more time needed. | Template | R 125.00 | Preview |
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Objection con-arb Formal Category CCMA and B/councils |
An objecting to a combination of conciliation and arbitration. Con-Arb means that the same commissioner will attempt to reach conciliation, and if this is unsuccessful will immediately commence the arbitration process. This letter is used in complex matters where the case warrants greater preparation, exchange of bundles and more time needed. | Information Sheet | R 110.00 | Preview |
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Occupational Health and Safety Act (OHS Act) Category Department of Labour |
Occupational Health and Safety Act 85 of 1993 (OHS Act) | Forms | FREE | Preview |
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Occupational Health and Safety Amended Act, No. 181 of 1993 Category Department of Labour |
No. 85 of 1993 Occupational Health and Safety Act as Amended by Occupational Health and Safety Amended Act, No 181 of 1993 | Forms | FREE | Preview |
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OHS and Covid-19 Occupational Health and Safety Policy Category Policies |
The Company greatly values the overall health and wellbeing of its employees, which due to the Covid-19 pandemic, is at risk. For these reasons, higher lawful standards in relation to on-site working, and the health and safety of the Company’s employees are necessary and required to meet the Company’s objectives, vision and mission of a safe and productive working environment in the provision of its mandated, requisite lifestyle to its members. | Template | R 230.00 | Preview |
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Operational requirements v cultural rights and sangoma Category Case Studies |
An article discussing Kievits Kroon Country Estate (Pty) Ltd v CCMA (LC) - the impact of the right to cultural practices and freedom of expression and how it inter-relates with the work place. | Information Sheet | R 110.00 | Preview |
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Operational requirements v cultural rights and sangoma Category Case Studies |
An article discussing Kievits Kroon Country Estate (Pty) Ltd v CCMA (LC) - the impact of the right to cultural practices and freedom of expression and how it inter-relates with the work place. | Template | R 125.00 | Preview |
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Organisational rights and the right to bargain Category Unions and collective bargaining |
Employers and unions alike sometimes confuse the organisational rights granted by the Labour Relations Act based on the level of representation of the union and the right to bargain. The union may, wrongly, think it is entitled to bargain with the employer once it reached majority status. Certain rights are afforded to the sufficiently representative union and to the majority union. Section 11 to 16 of the LRA deals with the organisational rights afforded to unions. Section 12, 13 and 15 allow the sufficiently representative union to have access to the workplace, its subscription levies deducted and time off for its officials. Once majority status is achieved, the union becomes entitled to appoint union representatives and to access of information in terms of section 14 and 16. | Information Sheet | R 95.00 | Preview |
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Pension Funds Adjudicator CCMA Category CCMA |
Information sheet by the CCMA on Pension Funds Adjudicator - The office of the Pension Funds Adjudicator was established with effect from 1 January 1998 to investigate and decide complaints lodged in terms of the Pension Funds Act. | Forms | FREE | Preview |
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People With Disabilities - As Defined By The EEA Category Employment Equity |
People with disabilities are defined as people with long-term or recurring physical or mental impairment, which substantially limits their prospect of entry into or advancement in employment. This is a two tier requirement and the second part should always be considered as not all disabilities will qualify under the EEA. | Information Sheet | R 165.00 | Preview |
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Performance assessment for poor performance Category Poor Performance |
The stages of assessment in instances of poor performance - these stages must be strictly adhered to in order to ensure procedural fairness. | Information Sheet | R 380.00 | Preview |
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Performance assessment for poor performance Category Poor Performance |
The stages of assessment in instances of poor performance - these stages must be strictly adhered to in order to ensure procedural fairness. | Template | R 425.00 | Preview |
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PIIA Report Category Toolkit |
PIIA Report Document - Excel | Template | R 495.00 | Preview |
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Policies master document manager Category Procedures |
A template for Human Resources involving document management. | Template | R 125.00 | Preview |
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Policy on Religious Holy Days Activities Category Policies |
An information sheet to give an example of a policy whereby employers can react in a consistent, equitable and fair manner when requests are received from employees for leave to partake in religious or holy days and related activities or cultural activities. | Information Sheet | R 190.00 | Preview |
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Policy on Religious Holy Days Activities Category Policies |
An template to give an example of a policy whereby employers can react in a consistent, equitable and fair manner when requests are received from employees for leave to partake in religious or holy days and related activities or cultural activities. | Template | R 215.00 | Preview |
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Policy The managing of poor performance Category Policies |
The main aim of this policy is to assist managers, Human Resources and employees in the prevention of and the effective management of poor performance. This policy ensures that poor performance is not dealt with as misconduct but as incapacity. Managers must ensure that they, when applying this policy, are not dealing with misconduct. | Information Sheet | R 410.00 | Preview |
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Policy The managing of poor performance Category Policies |
The main aim of this policy is to assist managers, Human Resources and employees in the prevention of and the effective management of poor performance. This policy ensures that poor performance is not dealt with as misconduct but as incapacity. Managers must ensure that they, when applying this policy, are not dealing with misconduct. | Template | R 425.00 | Preview |
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Polygraph testing and the Law Category Polygraph testing |
This publication details the rights of employees and employers surrounding the use of polygraph testing and results. The paper discusses the admissibility of such results and the persuasive value in disciplinary hearings. | Publication | R 150.00 | Preview |
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Polygraph Testing CCMA Category CCMA |
Information sheet by the CCMA on Polygraph Testing - It is a test used to verify a person’s truthfulness and is often called a ‘Lie Detector Test. (Jan 2002) | Forms | FREE | Preview |
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Polygraph testing in the employment environment - 1 Category Polygraph testing |
The probative value of Polygraph testing is discussed. | Information Sheet | R 95.00 | Preview |
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Polygraph testing in the employment environment - 1 Category Polygraph testing |
The probative value of Polygraph testing is discussed. | Template | R 95.00 | Preview |
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Polygraph testing in the employment environment - 2 Category Polygraph testing |
The probative value of Polygraph testing is discussed. | Information Sheet | R 95.00 | Preview |
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Polygraph testing in the employment environment - 2 Category Polygraph testing |
The probative value of Polygraph testing is discussed. | Template | R 95.00 | Preview |
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Polygraphs and the test of fairness Category Polygraph testing |
The probative value of Polygraph testing is discussed as well as a discussion through case law regarding the great controversy in respect of polygraph testing lies in the different views of experts about the accuracy of the test. | Information Sheet | R 215.00 | Preview |
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Polygraphs and the test of fairness Category Polygraph testing |
The probative value of Polygraph testing is discussed as well as a discussion through case law regarding the great controversy in respect of polygraph testing lies in the different views of experts about the accuracy of the test. | Template | R 215.00 | Preview |
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Poor Performance Improvement Programme Category Disciplinary hearings |
The main aim of this policy is to assist managers, Human Resources and employees in the prevention of and the effective management of poor performance. This policy ensures that poor performance is not dealt with as misconduct but as incapacity. Managers must ensure that they, when applying this policy, are not dealing with misconduct. | Information Sheet | R 130.00 | Preview |
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Poor Performance Improvement Programme Category Disciplinary hearings |
The main aim of this policy is to assist managers, Human Resources and employees in the prevention of and the effective management of poor performance. This policy ensures that poor performance is not dealt with as misconduct but as incapacity. Managers must ensure that they, when applying this policy, are not dealing with misconduct. | Template | R 145.00 | Preview |
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Poor performance policy Category Policies |
The main aim of this policy is to assist managers, Human Resources and employees in the prevention of and the effective management of poor performance. This policy ensures that poor performance is not dealt with as misconduct but as incapacity. Managers must ensure that they, when applying this policy, are not dealing with misconduct. | Information Sheet | R 360.00 | Preview |
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Poor performance policy Category Policies |
The main aim of this policy is to assist managers, Human Resources and employees in the prevention of and the effective management of poor performance. This policy ensures that poor performance is not dealt with as misconduct but as incapacity. Managers must ensure that they, when applying this policy, are not dealing with misconduct. | Template | R 360.00 | Preview |
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Poor Work Performance CCMA Category CCMA |
Information sheet by the CCMA on Poor Work Performance - South African labour laws recognise that an employer may require work performance of an acceptable standard, and that employees should be protected against unfair treatment. | Forms | FREE | Preview |
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POPI Example Clause Category Employment agreements |
This is an example of a POPI clause which may be used in an employment contract, This is only an example clause and should be adapted in accordance with your existing employment contract and policies. - should you require assistance, please use our "Ask an Expert" function. | Information Sheet | R 95.00 | Preview |
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POPI Example Clause Category Employment agreements |
This is an example of a POPI clause which may be used in an employment contract. | Template | R 110.00 | Preview |
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POPIA toolkit - Addendum to employment contract Category Toolkit |
Addendum to an existing employment contract | Template | R 450.00 | Preview |
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POPIA Toolkit - Annexure to employment contract Category Toolkit |
Template - Annexure A to existing employment contracts for employees | Template | R 295.00 | Preview |
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POPIA Toolkit - Confidentiality & NDA for Employees Category Toolkit |
POPIA Toolkit - Confidentiality & NDA for Employees | Template | R 295.00 | Preview |
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POPIA Toolkit - Consent as a requirement of POPIA Category Toolkit |
POPIA Toolkit - Guideline - Consent as a requirement of POPIA | Template | R 140.00 | Preview |
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POPIA Toolkit - Consent form - Annexure to employment contract Category Toolkit |
POPIA Toolkit - Template Consent form - Annexure to an employment contract | Template | R 295.00 | Preview |
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POPIA toolkit - Consent form employees others Category Toolkit |
POPIA toolkit - Consent form employees, others | Template | R 950.00 | Preview |
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POPIA Toolkit - Flow diagram for data retention Category Toolkit |
POPIA Toolkit - Flow diagram for private information retention - policy & practices | Information Sheet | R 75.00 | Preview |
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POPIA toolkit - General notice to third parties Category Toolkit |
POPIA toolkit - General notice to third parties | Template | R 950.00 | Preview |
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POPIA Toolkit - Incident management process Category Toolkit |
POPIA Tool Kit - Private Data Breach & Incident management standard procedure | Information Sheet | R 495.00 | Preview |
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POPIA Toolkit - Incident response plan Category Toolkit |
POPIA Toolkit - Incident response plan & control sheet | Template | R 495.00 | Preview |
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POPIA toolkit - Internal appointment of IO Category Toolkit |
POPIA toolkit - Internal appointment of IO and deputy | Template | R 950.00 | Preview |
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POPIA toolkit - NDA for employees and directors Category Legislation |
POPIA toolkit - NDA for employees and directors | Template | R 950.00 | Preview |
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POPIA Toolkit - Operator clause for service level agreements Category Toolkit |
OPERATOR CLAUSE FOR POPIA – SERVICE LEVEL AGREEMENT | Template | R 295.00 | Preview |
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POPIA Toolkit - PAIA & POPI Manual Category Toolkit |
POPIA Toolkit - PAIA & POPI Manual Template | Template | R 495.00 | Preview |
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POPIA Toolkit - PIIA Report Category Toolkit |
POPIA Toolkit - PIIA Report Comprehensive Template | Template | R 695.00 | Preview |
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POPIA toolkit - PIIA report Category Toolkit |
POPIA toolkit - PIIA report | Template | R 2500.00 | Preview |
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POPIA toolkit - Policy control sheet Category Toolkit |
POPIA toolkit - Policy control sheet | Template | R 150.00 | Preview |
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POPIA toolkit - Policy toolkit TMP Category Toolkit |
POPIA toolkit - Policy toolkit TMP | Template | R 2850.00 | Preview |
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POPIA toolkit - POPIA government notice 37067 Category Toolkit |
POPIA toolkit - POPIA government notice 37067 | Publication | FREE | Preview |
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POPIA Toolkit - Privacy & Data Protection Policy Category Toolkit |
POPIA Toolkit - Privacy & Data Protection Policy | Template | R 495.00 | Preview |
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POPIA toolkit - Privacy notice re processing Category Toolkit |
POPIA toolkit - Privacy notice re processing | Template | R 450.00 | Preview |
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POPIA toolkit - Progress report and tracker Category Toolkit |
POPIA toolkit - Progress report and tracker | Template | R 150.00 | Preview |
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POPIA Toolkit - Request For Access - Forms Category Toolkit |
POPIA Toolkit - Request For Access - Forms | Template | R 205.00 | Preview |
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POPIA toolkit - Simple time management planner Category Toolkit |
POPIA toolkit - Simple time management planner | Template | R 450.00 | Preview |
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POPIA toolkit - Teleworking policy template Category Toolkit |
POPIA toolkit - Teleworking policy template | Template | R 950.00 | Preview |
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Pre arbitration minutes Category CCMA and B/councils |
A pre- Arbitration minute serves to narrow the issues in dispute between parties; set out common-cause facts. It is also an agreement on the practical running of the arbitration. | Information Sheet | R 150.00 | Preview |
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Pre arbitration minutes Category CCMA and B/councils |
A pre-arbitration minute is used by parties to an arbitration to limit the issues in dispute; identify the common cause facts and come to agreement on the process of the arbitration. | Template | R 165.00 | Preview |
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Pre dismissal arbitration Category Discipline |
Section 188A regulates a pre-dismissal arbitration process. This process is held through the CCMA or bargaining council and should be used only in regard to high level employees. | Information Sheet | R 110.00 | Preview |
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Pre-dismissal Arbitration Agreement Category CCMA and B/councils |
Section 188A of the LRA creates the pre-dismissal arbitration process. Parties in terms of section 188A must consent to a pre-arbitration process. This agreement serves as an example. | Information Sheet | R 70.00 | Preview |
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Pre-dismissal Arbitration Agreement Category CCMA and B/councils |
Section 188A of the LRA creates the pre-dismissal arbitration process. Parties in terms of section 188A must consent to a pre-arbitration process. This agreement serves as an example. | Template | R 85.00 | Preview |
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Pre-Dismissal Arbitrations CCMA Category CCMA |
Information sheet by the CCMA on Pre-Dismissal Arbitrations - It often happens that an employee (more often a senior employee) and employer consent to a disciplinary enquiry relating to conduct or capacity being chaired by a neutral outside party. | Forms | FREE | Preview |
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Preparation for arbitration Category Settlement agreements |
This paper details how an employer should approach a referral to arbitration. It provides information surrounding preparation; time lines and what to expect. | Information Sheet | R 415.00 | Preview |
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Preparation for arbitration Category CCMA and B/councils |
An information sheet on the procedures and processes of an arbitration at the CCMA/ Bargaining council and what an employer can expect in order to adequately prepare. | Information Sheet | R 415.00 | Preview |
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Presenting or defending your case Category Disciplinary hearings |
An information sheet detailing how to prepare for and defend an arbitration at the CCMA or Bargaining Council. Details are provided as to who the role players are in an arbitration; the process; presentation of evidence and leading and cross-examination of witnesses. | Information Sheet | R 600.00 | Preview |
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Probation CCMA Category CCMA |
Information sheet by the CCMA on Probation - Probation is for newly appointed employees only. The purpose of probation is to establish whether or not the appointee’s performance is of an acceptable standard before permanently employing the employee. | Forms | FREE | Preview |
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Probation Evaluation Category Probation |
During the probationary period, the employee’s performance will be assessed on a weekly/monthly basis. The employee will be given a reasonable evaluation, instructions, training, guidance or counselling, as the circumstances may require, in order to allow the employee to render a satisfactory service. | Template | R 110.00 | Preview |
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Probation Evaluation Category Probation |
A form placing an employee on probation. During the probationary period, the employee’s performance will be assessed on a weekly/monthly basis. The employee will be given a reasonable evaluation, instructions, training, guidance or counseling, as the circumstances may require, in order to allow the employee to render a satisfactory service. | Information Sheet | R 150.00 | Preview |
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Promotion of Access to Information Act CCMA Category CCMA |
Information sheet by the CCMA on Promotion of Access to Information Act - This Act gives effect to the constitutional right of access to information contained in the Bill of Rights. | Forms | FREE | Preview |
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Promotion, a right or a privilege Category Unfair labour practices |
Section 186(2) determines that an "unfair labour practice" is any unfair act or omission by the employer relating to the promotion, demotion, probation (excluding disputes about dismissals for a reason relating to probation) or training of an employee or relating to the provision of benefits to an employee. This paper discusses the law on promotions. | Information Sheet | R 110.00 | Preview |
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Promotion, a right or a privilege Category Employment agreements |
Section 186(2) determines that an "unfair labour practice" is any unfair act or omission by the employer relating to the promotion, demotion, probation (excluding disputes about dismissals for a reason relating to probation) or training of an employee or relating to the provision of benefits to an employee. This paper discusses the law on promotions. | Articles | FREE | Preview |
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Protection Of Personal Information 2013 (POPI) Category Department of Labour |
The Protection of Personal Information (POPI) Bill which seeks to regulate the Processing of Personal Information - By Government Gazette | Forms | FREE | Preview |
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Public Health and Social Development Sectoral Bargaining Council (PHSDSBC) Category Bargaining councils |
Information sheet on the Public Health and Social Development Sectoral Bargaining Council (PHSDSBC) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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Reasonable expectation of renewal of fixed term contracts Category Employment agreements |
The issue concerning legitimate expectation is dealt with in terms of section 186(1)(b) of the Labour Relations Act 66 of 1995 (“the Act/LRA”) which includes a 'dismissal’ to mean that employee reasonably expected the employer to renew a fixed-term contract of employment on the same or similar terms but the employer offered to renew it on less favourable terms or did not renew it. | Articles | FREE | Preview |
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Recissions Category CCMA and B/councils |
The variation or rescission of arbitration awards or rulings (a ruling is made by a Commissioner if it has the effect of a final order) should be done by way of an application, within 14 days of the date on which the applicant became aware of the arbitration award or ruling or became aware of the mistake common to the parties to the proceedings. | Information Sheet | R 110.00 | Preview |
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Record of councilling prior to a disciplinary hearing Category Counselling |
A form to be used to narrow down the issues before a disciplinary hearing. A form of conciliation. | Template | R 110.00 | Preview |
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Record of counselling prior to a disciplinary hearing Category Counselling |
A form to be used to narrow down the issues before a disciplinary hearing. A form of conciliation. | Information Sheet | R 110.00 | Preview |
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Recruitment Policy Category Policies |
The purpose of this policy is to provide fair and consistent guidelines for implementation of best recruitment practices in a Company. | Information Sheet | R 255.00 | Preview |
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Recruitment Policy Category Policies |
The purpose of this policy is to provide fair and consistent guidelines for implementation of best recruitment practices in a Company. | Template | R 300.00 | Preview |
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Recruitment Policy with no HR Category Policies |
The purpose of this policy is to provide fair and consistent guidelines for implementation of best recruitment practices in a company with no Human Resources Department. | Template | R 330.00 | Preview |
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Recruitment Policy with no HR department Category Policies |
The purpose of this policy is to provide fair and consistent guidelines for implementation of best recruitment practices in a small company with no Human Resources department. | Information Sheet | R 310.00 | Preview |
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Registered Employer Organisations Category Employer's organisations |
A list of Registered Employer Organisations with ther contact details for August 2014 (by the Department of Labour) | Information Sheet | FREE | Preview |
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Registered Trade Unions Category Trade Unions |
A list of all the registered Trade Unions in South Africa with contact details and other information for Oktober 2014 | Information Sheet | FREE | Preview |
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Regulation of Leave – Chapter 3 Category Basic Conditions of Employment |
An explanation of the statutory requirements for leave as set out in the BCEA. | Information Sheet | R 190.00 | Preview |
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Regulation of Work time - Chapter 2 Category Basic Conditions of Employment |
Work time must be regulated taking into consideration the health and safety of the employees and the code of good practice on regulation of work time and the family responsibilities of employees. | Information Sheet | R 110.00 | Preview |
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Regulations on Hazardous Work by Children - Part 1 Category Department of Labour |
Regulations on Hazardous Work by Children - Part1 | Forms | FREE | Preview |
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Regulations on Hazardous Work by Children - Part 2 Category Department of Labour |
Regulations on Hazardous Work by Children - Part 2 | Forms | FREE | Preview |
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Regulations on Hazardous Work by Children - part 3 Category Department of Labour |
Regulations on Hazardous Work by Children - Part 3 | Forms | FREE | Preview |
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Religious and Gender Discrimination Category Case Studies |
An article considering the balancing of rights between the work place rules set down by an employer and the effect they may have on discriminating unfairly against an employees right to religious and cultural expression. | Information Sheet | R 205.00 | Preview |
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Religious and Gender Discrimination Category Case Studies |
An article considering the balancing of rights between the work place rules set down by an employer and the effect they may have on discriminating unfairly against an employees right to religious and cultural expression. | Template | R 125.00 | Preview |
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Remedies - What can we claim in the CCMA Category CCMA and B/councils |
When referring a claim to the CCMA, one of the first and most crucial decisions that need to be made by the employee is exactly what remedy he or she wants and what type of claim for remuneration and benefits can be claimed in the CCMA or bargaining council? Employees are often dissatisfied with their benefits and salary and threaten regularly with claims to the CCMA and Department of Labour. Employers refer to civil claims and many an employee lost jurisdictional claim for benefits and remuneration in the CCMA. | Articles | FREE | Preview |
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Remuneration and benefits claims in the CCMA Category CCMA and B/councils |
Many an employer and employee are at a lost as to exactly what type of claim for remuneration and benefits can be claimed in the CCMA or bargaining councils. Employees are often dissatisfied with their benefits and salary and threaten regularly with claims to the CCMA and Department of Labour. Employers refer to civil claims and many an employee lost jurisdictional claim for benefits and remuneration in the CCMA. | Articles | FREE | Preview |
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Report of Accident - COID - W.As.32 Category Department of Labour |
Form supplied by the Department of Labour on Reporting an Accident - COID - W.As.32 | Forms | FREE | Preview |
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Report of Accident - COID - W.As.32 (Siswati) Category Department of Labour |
Form supplied by the Department of Labour on Reporting an Accident - COID - W.As.32 (Siswati) | Forms | FREE | Preview |
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Report of Accident - COID - W.As.32 (Tshivenda) Category Department of Labour |
Form supplied by the Department of Labour on Reporting an Accident - COID - W.As.32 (Tshivenda) | Forms | FREE | Preview |
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Report of Accident - COID - W.As.32 (Xhosa) Category Department of Labour |
Form supplied by the Department of Labour on Reporting an Accident - COID - W.As.32 (Xhosa) | Forms | FREE | Preview |
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Report of Accident - COID - W.As.32 (Xitsonga) Category Department of Labour |
Form supplied by the Department of Labour on Reporting an Accident - COID - W.As.32 (Xitsonga) | Forms | FREE | Preview |
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Requirments of the Polygraphist when testifying in the Court and the CCMA Category CCMA and B/councils |
Polygraph examiners have widely been accepted as expert witnesses whose evidence needs to be tested for its probative value and reliability, when testifying in court or the CCMA. Therefore the Polygraph examiners should be called to testify as an expert witness during the disciplinary hearing, the CCMA arbitration or the Labour Court. | Information Sheet | R 230.00 | Preview |
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Rescission Affidavit Category CCMA |
Application for condonation for late filing of rescission application / in the commission for conciliation mediation and arbitration | Forms | FREE | Preview |
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Rescission and Review CCMA Category CCMA |
Information sheet by the CCMA on Rescission and Review - The effect of an arbitration award issued by a commissioner is that the award is final and binding and may be enforced as if it were an order of the Labour Court, unless it is an advisory arbitration award. | Forms | FREE | Preview |
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Rescission Application Form Category Department of Labour |
Rescission Application Form - In the commission for conciliation, mediation and arbitration / application for rescission of +ruling / arbitration award | Forms | FREE | Preview |
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Rescissions Category Reviews and Rescission |
Section 144 of the LRA governs the limited grounds when a party to an award may rescind that award. Section 32 of the CCMA rules gives affect to section 144. The article discusses what one has to prove to sustain a successful rescission application. | Information Sheet | R 95.00 | Preview |
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Resignation before the disciplinary hearing Category Disciplinary hearings |
Employees resign, change their minds, want to withdraw resignations and the employer wants to move on. Had the employee resigned, then the CCMA will not have jurisdiction, so whenever there is doubt, the employer will claim resignation to stay out of the CCMA. | Information Sheet | R 95.00 | Preview |
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Resumption report - COID - W.CI.6 Category Department of Labour |
Form supplied by the Department of Labour for an Resumption report - COID - W.CI.6 | Forms | FREE | Preview |
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Retrenchment and measures how to avoid retrenchment Category Retrenchments |
Retrenchment is nothing but a dismissal for operational reasons, which can include a variety of reasons such as the financial decline of a business, an employer deciding to increase profits of his business or a part thereof, the introduction of new technology that results in a decline in positions or structural changes such as the transfer of a part of the business of the employer. Retrenchment is one of the three reasons accepted in the South African labour law to dismiss an employee. Retrenchment is also known as a "no fault dismissal". Due to the fact that it is in essence still a dismissal, the requirement of "fair labour practices" still applies. | Information Sheet | R 95.00 | Preview |
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Retrenchment and transfer of businesses Category Transfer of business |
A publication detailing the aspects of retrenchment and the transfer of business and the requirements of the LRA in terms of section 189 and 197. | Publication | R 285.00 | Preview |
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Retrenchment CCMA Category CCMA |
information sheet by the CCMA on Retrenchment - Consultation must take place as soon as the employer contemplates retrenchment. | Forms | FREE | Preview |
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Retrenchment in Terms of Section 189A CCMA Category CCMA |
Information sheet by the CCMA on Retrenchment in Terms of Section 189A - This section applies to employers employing more than 50 employees. | Forms | FREE | Preview |
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Retrenchment letter Category Retrenchments |
A template for a notice of termination of service due to retrenchment. | Template | R 95.00 | Preview |
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Retrenchment notice COVID Category Dismissal |
This is a letter informing an employee in terms of section 189(3) of company’s intention to investigate the possibility of retrenching your position. | Template | R 90.00 | Preview |
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Rights and interest disputes Category CCMA and B/councils |
A dispute of right constitutes a legal claim to which a party to the employment relationship is entitled. This entitlement is constituted by virtue of the employment contract, a collective agreement, a statute or even common law. An interest dispute involves a claim by a party which relates to something new, therefore something that party is entitled to yet. | Information Sheet | R 230.00 | Preview |
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Role and responsibilities of Directors Category Labour related legislation |
The publication deals with the new Companies Act and sets out the role and responsibilities of the fiduciary duties of directors. | Publication | R 220.00 | Preview |
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Sample - Taxi workers certificate of service Category Department of Labour |
THE PURPOSE OF THIS FORM - This form is proof of employment with an employer. The employer fills in this form. | Forms | FREE | Preview |
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Sample Employment Contract Category Department of Labour |
Sample Employment Contract | Forms | FREE | Preview |
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Sanctions in a disciplinary hearing Category Disciplinary hearings |
This article looks at the different types of sanctions to impose at a Disciplinary Hearing. The type of sanction always depends on the facts of the case, the seriousness of the case and the mitigating and aggravating factors. | Information Sheet | R 95.00 | Preview |
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Schedule 8 of the LRA Category Codes of good practice |
The code of good practice on dismissal is a code which provides guidance to employers on the various aspects of dismissal, fair procedure, and substantive fairness. | Information Sheet | R 255.00 | Preview |
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Schedule Four to the BCEA Category Basic Conditions of Employment |
List of acts repealed by the enactment of the Basic Conditions of Employment Act No 75 of 1997. | Information Sheet | FREE | Preview |
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Schedule One of the BCEA Category Basic Conditions of Employment |
This Schedule records the procedures to be adopted to reduce the working hours of employees to the goal of a 40 hour working week and an eight hour working day. | Information Sheet | R 70.00 | Preview |
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Schedule Three to the BCEA Category Basic Conditions of Employment |
Schedule 3 of the Basic Conditions of Employment Act was published by the Minister of Labour to assist in the transitional period of the initial enactment of the Act to ensure gradual compliance to its terms. | Information Sheet | FREE | Preview |
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Schedule Two to the BCEA Category Basic Conditions of Employment |
This Schedule sets out the maximum fine that may be imposed in terms of Chapter Ten for a failure to comply with a provision of this BCEA. | Information Sheet | R 70.00 | Preview |
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Secondary Strikes Category Strike and lockout |
Secondary strikes are used by employees of other employers to put pressure on the primary employer to accept the demand of the employees. Section 213 of the LRA defines it as: “a strike, or conduct in contemplation or furtherance of a strike, that is in support of a strike by other employees against their employer, but does not include a strike in pursuit of a demand that has been referred to a council if the striking employees, employed within the registered scope of the council, have a material interest in that demand.” | Articles | FREE | Preview |
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Sectoral Determination 1 - Contract Cleaning Sector Wages 2017 Category Department of Labour |
Sectoral Determination for Contract Cleaning Wages - 2016 - 2017 | Forms | FREE | Preview |
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Sectoral Determination 10 - Children in Perfoming Arts Category Department of Labour |
Sectoral Determination 10 - Children in the performance of advertising, artistic and cultural activities | Forms | FREE | Preview |
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Sectoral Determination 11 - Taxi Amendment Wages 2016 Category Department of Labour |
Sectoral Determination - Taxi Amendment Wages 2016 | Forms | FREE | Preview |
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Sectoral Determination 12 - Forestry Wages 2017 Category Department of Labour |
Forestry sector minimum wage increases 2016 - 2017 | Forms | FREE | Preview |
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Sectoral Determination 13 - Farm workers 2013 - 2016 (Under 18) Category Department of Labour |
Sectoral Determination 13 - Farm workers (Under 18) from 1 March 2013 to February 2016 | Forms | FREE | Preview |
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Sectoral Determination 13 - Farm Workers March 2017 Category Department of Labour |
Sectoral Determination 13 - Farm workers from February 2016 | Forms | FREE | Preview |
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Sectoral Determination 14 - Hospitality Wages 2016 Category Department of Labour |
Hospitality sector minimum wages as from 1 July 2016 | Forms | FREE | Preview |
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Sectoral Determination 2 - Civil Engineering 2012 - 2013 Category Department of Labour |
Sectoral Determination 2 By Government Gazette - Civil Engineering 2012 - 2013 | Forms | FREE | Preview |
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Sectoral Determination 5 - Learnership Allowance 2016 Category Department of Labour |
Sectoral Determination Learnership Allowance. | Forms | FREE | Preview |
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Sectoral Determination 6 - Private Security Wages 2016 Category Department of Labour |
Sectoral Determination For Private Security Wages 2016. Salary rates from year 3 with effect from 1 September 2016 | Forms | FREE | Preview |
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Sectoral Determination 7 - Domestic Worker Wages 2016 - 2017 Category Department of Labour |
Domestic worker minimum wage increases from 1 December 2015 - 2016 | Forms | FREE | Preview |
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Sectoral Determination 9 - Wholesale Wages 2017 Category Department of Labour |
Sectoral Determination - Wholesale & Retail Sector wages 2017 | Forms | FREE | Preview |
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Sectoral Determinations – Section 51 - 58 Category Basic Conditions of Employment |
A sectoral determination is made in terms of the Basic Conditions of Employment Act. It determines the terms and conditions of employment for employees in that particular sector for which it is made. The determination is made by the minister of Labour and promulgated in the Government Gazette. Some of the sectoral determinations are amended on a yearly basis, for instance, the basic wage payable in that specific sector. | Information Sheet | R 70.00 | Preview |
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Sectoral Determiniation - Ministerial Determiniation for Small Business Sector Category Department of Labour |
Sectoral Determiniation - Ministerial Determiniation for Small Business Sector | Forms | FREE | Preview |
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SEESA Employer Organisation Category Employer's organisations |
Information sheet on the SEESA Employer Organisation by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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Settlement Agreement - Formal Category Settlement agreements |
A settlement agreement is concluded when the parties negotiate an amicable 'clean-break' and the matter does not need to proceed to arbitration. | Information Sheet | R 255.00 | Preview |
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Settlement Agreement - Formal Category Settlement agreements |
A settlement agreement is concluded when the parties negotiate an amicable 'clean-break' and the matter does not need to proceed to arbitration. | Template | R 270.00 | Preview |
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Settlement Agreement - Retrenchment 2020 COVID Category Retrenchments |
Settlement Agreement - Retrenchment 2020 COVID | Template | R 75.00 | Preview |
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Settlement Agreement Afrikaans Category Settlement agreements |
An agreement to settle a dispute. | Information Sheet | R 150.00 | Preview |
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Settlement Agreement Afrikaans Category Settlement agreements |
An agreement to settle a dispute. | Template | R 125.00 | Preview |
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Settlement Agreement Short Category Settlement agreements |
An agreement to settle a dispute. | Information Sheet | R 205.00 | Preview |
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Settlement Agreement Short Category Settlement agreements |
An agreement to settle a dispute. | Template | R 165.00 | Preview |
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Sidumo - The reasonable decision maker test Category Labour Court |
The Constitutional Court case of Sidumo v Rustenburg Platinum Mines is considered where the court upheld the reasonable descision maker test. The Commissioner must first conduct a factual enquiry to establish whether the employee indeed committed misconduct. The second part of the process is to determine the fairness of the dismissal. Here the Commissioner must take into account the reasonableness of the rule breached by the employee. | Articles | FREE | Preview |
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Signing away retrenchments Category Retrenchments |
Signing a voluntary retrenchment agreement essentially amounts to a waiver of an employee’s rights in terms of the Labour Relations Act No. 66 of 1995 (“LRA”). An employee who validly agrees to the termination of his employment contract cannot be said to have been ‘dismissed’ and can therefore not refer an unfair dismissal dispute to the CCMA or the Labour Court. | Information Sheet | R 60.00 | Preview |
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Simple Job Offer Category Employment agreements |
This is a Template Job Offer - for employee and employer to sign when hiring a new employee. | Template | R 95.00 | Preview |
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Skills Development CCMA Category CCMA |
Information sheet by the CCMA on Skills Development - The Skills Development Act is aimed at developing strategies and improving the skills of the workforce, to provide for learner ships, to provide for financing of skills development and to regulate employment services. | Forms | FREE | Preview |
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Smoking in the workplace Category Discipline |
Smoking in the work place is regulated by the Tobacco Products Control Act 83 of 1993 and the regulations as published in GNR975 of GG21610 of 29 September 2000. An employer may prohibit smoking at the workplace in to or designate a portion of a public place as a smoking area, provided that it complies with the regulations. The employer is also obliged to ensure that no person smokes anywhere other than in the designated smoking area and employees who do not want to be exposed to tobacco smoke must be protected. Employees may object to tobacco smoke in the workplace without retaliation of any kind. | Articles | FREE | Preview |
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Smoking policy for Employer Category Policies |
This is an editable example of a smoking policy for the employer | Template | R 215.00 | Preview |
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Smoking policy for Employer [Company Pty Ltd] generic KKH no comments Category Policies |
This is an editable example of a smoking policy for the employer | Information Sheet | R 200.00 | Preview |
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South African Local Government Bargaining Council (SALGBC) Category Bargaining councils |
Information sheet on the South African Local Government Bargaining Council (SALGBC) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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Standard of conduct Category Procedures |
Disciplinary rules establish the standard of conduct required of an employee. The form and content of disciplinary rules will obviously vary according to the size and nature of the employer's business. | Information Sheet | R 110.00 | Preview |
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Statistics EAP 2014 CEE Report Part 1 Category Department of Labour |
The 2013/2014 Annual Report of the Commission for Employment Equity (CEE) as published by the Department of Labour. | Forms | FREE | Preview |
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Statistics EAP 2014 CEE Report Part 2 Category Department of Labour |
The 2013/2014 Annual Report of the Commission for Employment Equity (CEE) as published by the Department of Labour. | Forms | FREE | Preview |
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Statistics EAP 2014 CEE Report Part 3 Category Department of Labour |
The 2013/2014 Annual Report of the Commission for Employment Equity (CEE) as published by the Department of Labour. | Forms | FREE | Preview |
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Statutory Council for printing, newspaper and packaging industries Category Bargaining councils |
Information sheet on the Statutory Council for printing, newspaper and packaging industries by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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Statutory Council for the Fast Food, Catering, Restaurant and Allied Trades (SCFFRCAT) Category Bargaining councils |
Information sheet on the Statutory Council for the Fast Food, Catering, Restaurant and Allied Trades (SCFFRCAT) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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Strike action - friend or foe Category Strike and lockout |
The purpose of setting up a trade union or belonging to one is that collective power is a fundamental concept of a trade union. An employee achieves very little when he or she is a “one man show”. A single employee can, for instance, not embark on a protected strike. Employees therefore organize themselves in trade unions in order to maximize their collective power in what we call “power play” against the employer. This ensures greater participation by employees in the regulation of their workplace matters. It is this positive effect of power-play that has been recognized by the legislature and embodied in law. | Articles | FREE | Preview |
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Summary of the Basic Conditions of Emploment Act - IsiZulu Category Department of Labour |
Form BCEA1K - Summary of the Basic Conditions of Employment Act - IsiZulu | Forms | FREE | Preview |
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Summary of the Basic Conditions of Employment Act - Afrikaans Category Department of Labour |
Form BCEA1B - Summary of the Basic Conditions of Employment Act - Afrikaans | Forms | FREE | Preview |
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Summary of the Basic Conditions of Employment Act - English Category Department of Labour |
Form BCEA1A - Summary of the Basic Conditions of Employment Act - English | Forms | FREE | Preview |
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Summary of the Basic Conditions of Employment Act - IsiNdebele Category Department of Labour |
Form BCEA1l - Summary of the Basic Conditions of Employment Act - IsiNdebele | Forms | FREE | Preview |
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Summary of the Basic Conditions of Employment Act - IsiXhosa Category Department of Labour |
Form BCEA1J - Summary of the Basic Conditions of Employment Act - IsiXhosa | Forms | FREE | Preview |
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Summary of the Basic Conditions of Employment Act - Setswana Category Department of Labour |
Form BCEA1E - Summary of the Basic Conditions of Employment Act - Setswana | Forms | FREE | Preview |
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Summary of the Basic Conditions of Employment Act - Siswati Category Department of Labour |
Form BCEA1F - Summary of the Basic Conditions of Employment Act - Siswati | Forms | FREE | Preview |
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Summary of the Basic Conditions of Employment Act - Sotho Category Department of Labour |
Form BCEA1D - Summary of the Basic Conditions of Employment Act - Sotho | Forms | FREE | Preview |
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Summary of the Basic Conditions of Employment Act - Venda Category Department of Labour |
Form BCEA1G - Summary of the Basic Conditions of Employment Act - Venda | Forms | FREE | Preview |
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Summary of the Basic Conditions of Employment Act - Xitsonga Category Department of Labour |
Form BCEA1H - Summary of the Basic Conditions of Employment Act - Xitsonga | Forms | FREE | Preview |
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Summary of the Basic Consitions of Employment Act - Sepedi Category Department of Labour |
Form BCEA1C - Summary of the Basic Conditions of Employment Act - Sepedi | Forms | FREE | Preview |
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Summary of the BCEA Category Labour related legislation |
A summary of the pertinent provisions of the Basic Conditions of Employment Act No 75 of 1997. | Information Sheet | R 150.00 | Preview |
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Summary of the employment Equity Regulation R595 of GG 37873 of 1 August 2014 Category Employment Equity |
This regulation repealed the previous regulations of 2009. The regulations define work of equal value, duties of the designated employer, enforcement mechanisms and general administrative matters. | Template | R 300.00 | Preview |
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Summary of the employment Equity Regulation R595 of GG 37873 of 1 August 2014 Category Employment Equity |
This regulation repealed the previous regulations of 2009. The regulations define work of equal value, duties of the designated employer, enforcement mechanisms and general administrative matters. | Information Sheet | R 285.00 | Preview |
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Suspension as alternative Category Suspension |
An alternative sanction rather than a dismissal is to suspend the employee without pay for a time period. | Information Sheet | R 70.00 | Preview |
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Suspension as alternative Category Suspension |
An alternative sanction rather than a dismissal is to suspend the employee without pay for a time period. | Template | R 85.00 | Preview |
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Suspension letter IS Category Disciplinary hearings |
SUSPENSION OF SERVICE PENDING AN INVESTIGATION INTO ALLEGED MISCONDUCT | Information Sheet | R 95.00 | Preview |
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Taxi workers payslip Category Department of Labour |
Sample Taxi Workers Payslip. THE PURPOSE OF THIS FORM - This form is a record of information about remuneration. The employer fills in this form. | Forms | FREE | Preview |
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Template for Index Category Disciplinary hearings |
A template of an index. | Information Sheet | R 95.00 | Preview |
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Template for Index Category Disciplinary hearings |
A template of an index. | Template | R 110.00 | Preview |
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Termination and payments on termination of service Category Basic Conditions of Employment |
Payment on termination is regulated by the Basic Conditions of Employment Act, 1997 (No. 75 of 1997) Chapter Five: Termination of employment. This section does not apply to employees who work less than 24 hours per month. Section 37 deals with notice of termination of employment. In terms of this section, (subject to section 38), a contract of employment terminable at the instance of a party to the contract, may be terminated only on notice of not less than one week, if the employee has been employed for six months or less; two weeks, if the employee has been employed for more than six months but not more than one year or four weeks, if the employee has been employed for one year or more; or is a farm worker or domestic worker who has been employed for more than six months. | Information Sheet | R 165.00 | Preview |
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Termination of Employment CCMA Category CCMA |
Information Sheet by the CCMA on Termination of Employment - These rules on termination of employment do not apply to employees who work less than 24 hours per month. The length of employment determines the notice period. | Forms | FREE | Preview |
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TEST DOCUMENT Category Employer's organisations |
THIS DOCUMENT IS TEMPORARILY BEING USED BY THE DEVELOPERS TO TEST THE BUYING AND DOWNLOADING SYSTEM | Forms | R 5.00 | Preview |
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The analysis process Category Unions and collective bargaining |
Conducting an analysis and collecting information from employees are the duties of the Designated employer. | Template | R 205.00 | Preview |
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The analysis process Category Unions and collective bargaining |
Conducting an analysis and collecting information from employees are the duties of the Designated employer. | Information Sheet | R 190.00 | Preview |
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The Building Industry Bargaining Council Southern & Eastern Cape (BIBC) Category Bargaining councils |
Information sheet on the Building Industry Bargaining Council (Southern & Eastern Cape) (BIBC) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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The CCMA and the role of the trust relationship Category Discipline |
When referring a claim to the CCMA, one of the first and most crucial decisions that need to be made by the employee is exactly what remedy he or she wants and what type of claim for remuneration and benefits can be claimed in the CCMA or bargaining council? Employees are often dissatisfied with their benefits and salary and threaten regularly with claims to the CCMA and Department of Labour. | Information Sheet | R 95.00 | Preview |
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The conduct of the chairperson in disciplinary hearings Category Disciplinary hearings |
An information sheet considering the impartiality of a chairperson. Prior knowledge of a case is always a contentious issue. It is not always possible for a chairperson to have no knowledge of the case, especially where the chairperson is part of the operations of the employer where the misconduct occurred. It is a fine line any chairperson should apply to determine whether she knows enough about the case to place her in a position where an opinion of guilt or innocence can be formed in her mind already. The golden rule should be that: if in doubt, rather recuse yourself and appoint another chairperson. | Information Sheet | R 150.00 | Preview |
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The dominant impression test Category Employment agreements |
Section 200A of the Labour Relations Act was introduced in 2002 in order to deal with the abuses that came about to avoid the consequences of an employment relationship. The Act works on a presumption of employment that came about as a result of the legal test of the “dominant impression.” It deals with the presumptions that apply to determine who is an employee in the event of a dispute about the employment status of an employee. | Articles | FREE | Preview |
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The effect of theft in the workplace Category Discipline |
Every employer will probably, at some stage or another, be faced with theft in its workplace. Due to the fact that theft is a dishonesty offence, we dismiss those employees guilty of theft, no matter the value of the item stolen and in most cases, factors in mitigation were not enough to tip the scale away from dismissal, as honesty goes to the heart of the relationship and theft or dishonesty destroys the trust between employers and employees. | Articles | FREE | Preview |
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The effect of theft in the workplace Category Disciplinary hearings |
Every employer will probably, at some stage or another, be faced with theft in its workplace. Due to the fact that theft is a dishonesty offence, we dismiss those employees guilty of theft, no matter the value of the item stolen and in most cases, factors in mitigation were not enough to tip the scale away from dismissal, as honesty goes to the heart of the relationship and theft or dishonesty destroys the trust between employers and employees. | Information Sheet | R 110.00 | Preview |
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The Employment Equity Act, No. 55 of 1998 & The Employment Equity Amendment Act 47 of 2013 - Practical Overview Category Employment Equity |
The Employment Equity Act, No. 55 of 1998 (EEA) deals with rights which are protected in our Constitution. Chapter 2 of the Bill of Rights, as contained in the Constitution of South Africa, enshrines the rights of all people in South Africa and affirms the democratic values of human dignity, equality and freedom. The EEA affirms the rights of employees to equity and fairness in the work place. | Publication | R 220.00 | Preview |
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The General Public Service Sector Bargaining Council (GPSSBC) Category Bargaining councils |
Information sheet on the General Public Service Sector Bargaining Council (GPSSBC) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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The labour broker, the employee and the client Category Employment agreements |
A consideration of the rights of a Labour Broker's employee, the role of the client of the Labour Broker and the actual Labour broker in light of a discussion through case law. | Articles | FREE | Preview |
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The Law on Resignation or Dismissal Category Employment agreements |
Employees resign, change their minds, want to withdraw resignations and the employer wants to move on. Had the employee resigned, then the CCMA will not have jurisdiction, so whenever there is doubt, the employer will claim resignation to stay out of the CCMA. | Articles | FREE | Preview |
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The mistakes that haunt us in disciplinary proceedings Category Disciplinary hearings |
A consideration of case law and common procedural errors that employers may make tainting any dismissal as unfair leading to costly results. | Articles | FREE | Preview |
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The POPI Act explained p34 Category Labour related legislation |
The POPI Act explained | Information Sheet | R 195.00 | Preview |
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The POPI Act Explained p34 0621 Category Legislation |
Publication explaining The Protection of Personal Information Act (POPI) which seeks to regulate the Processing of Personal Information | Publication | R 196.00 | Preview |
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The requirements for a fair disciplinary hearing Category Disciplinary hearings |
The Labour Relations Act states that a dismissal is 'unfair' if it is not effected for a fair reason and in accordance with a fair procedure. Section 188 of the LRA stipulates that a dismissal is unfair if the employer fails to prove that the reason for the dismissal is a fair reason based on the misconduct or incapacity of the employee, or is based on the employer's operational requirements, and that the dismissal was effected in accordance with a fair procedure. | Information Sheet | R 190.00 | Preview |
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The role of the disciplinary code Category Disciplinary hearings |
Not all employers have a disciplinary code of conduct. It is often the small employer that does not have a code of conduct and who employs more informal disciplinary measures. No law requires employers to have a code, however, all employers must comply with the rule test before it can discipline or dismiss an employee. One of the surest ways to ensure that everybody in the employer’s business complies with its rules and that the sanctions for breaking those rules are consistently applied, is adopting uniform standards of rules – called the disciplinary code of conduct. | Information Sheet | R 250.00 | Preview |
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The role of the Union Representative Category Case Studies |
The role of union representatives are investigated. They are entitled by virtue of the EEA to represent employees on the EEC. The EEA clearly allows for representation and the employer must consult on the subject of EE with the union. All representative unions must be allowed. | Information Sheet | R 150.00 | Preview |
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The role of the Union Representative Category Unions and collective bargaining |
The role of union representatives are investigated. They are entitled by virtue of the EEA to represent employees on the EEC. The EEA clearly allows for representation and the employer must consult on the subject of EE with the union. All representative unions must be allowed. | Template | R 165.00 | Preview |
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The Safety and Security Sectoral Bargaining Council (SSSBC) Category Bargaining councils |
Information sheet on the Safety and Security Sectoral Bargaining Council (SSSBC) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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The South African Road Passenger Bargaining Council (SARPBAC) Category Bargaining councils |
Information sheet on the South African Road Passenger Bargaining Council (SARPBAC) by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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The statutory Council for the Squid and Related Fisheries of South Africa Category Bargaining councils |
Information sheet on the statutory Council for the Squid and Related Fisheries of South Africa by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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The Transnet Bargaining Council Category Bargaining councils |
Information sheet on the Transnet Bargaining Council by LabourSmart - Basic information and contact details. | Forms | FREE | Preview |
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Trade unions - How to deal with power play Category Unions and collective bargaining |
A trade union is in essence an association of employees with its principal purpose to regulate relations between the employer and the employees on matters of mutual interest. This includes collective-bargaining, dispute resolution, the representation in disputes and effectively working together in achieving labour peace in the workplace and increasing employee participation in workplace matters. | Information Sheet | R 95.00 | Preview |
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Transfer of Contracts of Employment CCMA Category CCMA |
Information sheet by the CCMA on Transfer of Contracts of Employment - When a company is transferred or sold ‘as is’ to a new owner, the employees’ contracts of employment are transferred to the new company without any changes. | Forms | FREE | Preview |
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UIF Electronic Declaration Specifications Category UIF |
UIF Electronic Declaration Specifications. | Forms | FREE | Preview |
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Unfair Discrimination Against Transsexuals Category Case Studies |
Unfair discrimination in the work place is placed under the microscope considering the case of Atkins / Datacentrix (Pty) Ltd. The rejection of the arguments presented by this employer confirms the fact that unfair discrimination based on gender and sexual orientation will not be tolerated by our courts. | Information Sheet | R 110.00 | Preview |
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Unfair Discrimination Against Transsexuals Category Case Studies |
Unfair discrimination in the work place is placed under the microscope considering the case of Atkins / Datacentrix (Pty) Ltd. The rejection of the arguments presented by this employer confirms the fact that unfair discrimination based on gender and sexual orientation will not be tolerated by our courts. | Template | R 125.00 | Preview |
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Unfair dismissal Category Dismissal |
The code of good practice on dismissal is a vitally important document in the Labour Relations Act, which should be studied by any party referring or defending a dispute in the CCMA or a council relating to dismissal and incapacity cases. It provides guidance to employers on the various aspects of dismissal, fair procedure, and substantive fairness. | Information Sheet | R 360.00 | Preview |
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Unfair Labour Practice CCMA Category CCMA |
Information sheet by the CCMA on Unfair Labour Practice - unfair treatment by an employer of an employee or job applicant. | Forms | FREE | Preview |
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Unilateral Changes CCMA Category CCMA |
Information sheet by the CCMA on Unilateral Changes - Terms and conditions of employment of employees are normally stipulated in their contracts of employment, which can either be verbal or be in writing. | Forms | FREE | Preview |
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Verbal warning Category Disciplinary hearings |
A type of sanction for misconduct - a record of a verbal warning. | Information Sheet | R 110.00 | Preview |
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Verbal warning Category Disciplinary hearings |
A template of a record of a verbal written warning. | Template | R 125.00 | Preview |
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Versameling van kennisgewings van dissiplinere prosses Category Disciplinary hearings |
Notification of a disciplinary hearing. | Information Sheet | R 360.00 | Preview |
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Versameling van kennisgewings van dissiplinere prosses Category Disciplinary hearings |
Notification of s disciplinary hearing. | Template | R 125.00 | Preview |
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Voorbeeld van opskorting Category Disciplinary hearings |
Opskorting van dienste hangende ‘n ondersoek na beweerde onreëlmatighede. | Information Sheet | R 70.00 | Preview |
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Voorbeeld van opskorting Category Disciplinary hearings |
Opskorting van dienste hangende ‘n ondersoek na beweerde onreëlmatighede. | Template | R 75.00 | Preview |
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Vulnerable employees - Part time employment Category Vulnerable employees |
"TES" workers or Temporary Employment Service employees are one of the most vulnerable types of workers as they have very limited protection afforded to them under the LRA. The proposed amendments seek to change this and provide greater protection. | Information Sheet | R 95.00 | Preview |
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Vulnerable employees - Temporary employment Category Vulnerable employees |
"TES" workers or Temporary Employment Service employees are one of the most vulnerable types of workers as they have very limited protection afforded to them under the LRA. The proposed amendments seek to change this and provide greater protection. | Information Sheet | R 95.00 | Preview |
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Vulnerable employees - Temporary employment Services Category Vulnerable employees |
"TES" workers or Temporary Employment Service employees are one of the most vulnerable types of workers as they have very limited protection afforded to them under the LRA. The proposed amendments seek to change this and provide greater protection. | Information Sheet | R 130.00 | Preview |
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Wasting time or idling Category Spesific transgressions |
This is getting more and more a problem for employers where employees are spending their work time on social media sites or on their phones or play on the internet or watch pornography over the internet in work time. Another example is employees taking extended breaks such as lunch breaks, tea breaks or smoke breaks, gossiping at other’s work stations. | Information Sheet | R 95.00 | Preview |
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What is Arbitration CCMA Category CCMA |
Information sheet by the CCMA on what Arbitration is - Arbitration is a more formal process than conciliation. Arbitration differs from conciliation in that it does not promote the continuation of collective bargaining and negotiations. | Forms | FREE | Preview |
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What is the CCMA Category CCMA and B/councils |
The CCMA is set up as an independent jurisdiction person. It has jurisdiction in all the provinces in the Republic and has established provincial offices in all the Provinces. | Information Sheet | R 95.00 | Preview |
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What you say on Facebook can get you fired Category Discipline |
Facebook, Twitter and other social network sites are part of many people’s lives, some more than others. As a consequence, employees are active and post comments, read comments or chat on a continuous basis on these sites, also during work hours. Apart from idling your time away, what you say there can also constitute misconduct. | Articles | FREE | Preview |
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When is a dismissal fair in alcohol abuse cases Category Discipline |
Every chairperson, when deciding on a sanction, must go through a process where he or she decides whether dismissing the employee is the right or fair thing to do. A consideration of case law regarding fairness in intoxication misconduct cases. | Articles | FREE | Preview |
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When to apply for rescission in the CCMA Category CCMA and B/councils |
Rescission is governed by Rule 32 of the CCMA rules read with section 144 of the LRA. It can only be sought on very limited grounds as set out in section 144. This article considers the interpretation of section 144 - Rescission - through the case law. | Articles | FREE | Preview |
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Work Times CCMA Category CCMA |
Information sheet by the CCMA on Work Times - This does not apply to senior managers, travelling sales staff or people who work less than 24 hours a month. Employees earning more than R205 433.30 a year are also excluded. (2014) | Forms | FREE | Preview |
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Worker’s Guide to UIF Category UIF |
Basic Worker’s Guide on UIF - Paying UIF and Claiming benefits, with links to the relevant section from the Unemployment Insurance Act | Forms | FREE | Preview |
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Workplace Discipline and Dismissal Category Dismissal |
This publication details the process of disciplinary hearings and assisting employers to ensure such hearings are conducted in a procedurally fair manner. A step by step guide to discipline in the work place. | Publication | R 330.00 | Preview |
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Workplace Forums CCMA Category CCMA |
Information sheet by the CCMA on Workplace Forums - The workplace forum is designed to provide non-adversarial opportunities for employers and employees to cooperate by means of consultation and joint decision-making on a range of workplace related issues excluding wage negotiations. | Forms | FREE | Preview |
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Written Particulars of Employment CCMA Category CCMA |
Information sheet by the CCMA on Written Particulars of Employment - In terms of the law, when an employee starts to work for the employer, certain details must be written down. These may form part of a written contract of employment. | Forms | FREE | Preview |
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Written warning Category Disciplinary hearings |
A type of sanction - a written warning. | Information Sheet | R 95.00 | Preview |
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Written Warning Category Disciplinary hearings |
A type of sanction - a written warning. | Template | R 110.00 | Preview |
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Email: moreinfo@laboursmart.co.za
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