January 2013
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HRTorQue REPORTER

Table of Contents

1. All the Best for 2013
2. HRTorQue and PAGSA (Payroll Authors Group of South Africa)
3. Managing People - Communication
4. Zambia Tax Year Change
5. Total Cost to Company
6. Domestic Workers Wage Increase
7. Obsessive Use of Cell Phones and Social Networking
8. Employment Equity: Are you legally compliant?
9. Can you take away statutory annual leave?
10. BEE Code for Charities Withdrawn
11. Contact the HRTorQue Team

1. All the Best for 2013

Karen, Melany and the staff of HRTorQue Outsourcing wish you all the best for 2013!

With the New Year, comes bigger challenges and opportunities. Beat the challenges and grab the opportunities, with an equal zeal. Have a promising and fulfilling 2013!

2. HRTorQue and PAGSA (Payroll Authors Group of South Africa)

Author: Karen van den Bergh
HRTorQue Outsourcing is a full member of the Payroll Authors Group of South Africa. The Payroll Authors Group of South Africa was established in 1989 with the active support of SARS who coined the term "Payroll Author" for companies that develop, implement and support computerised payroll systems. The PAGSA focuses on employment-related legislation, and engages with the statutory bodies whose legislation and operational requirements impact on employers and payroll systems.

Over the years, the PAGSA has been actively involved in SITE, the RDP levy, the design and implementation of the computerised tax certificate system, the implementation of the Skills Development levy, the new UIF legislation, and the design of 'e@syFile for Employers' to name but a few of the events. A vitally important part of the PAGSA's activities is to provide input to help shape future requirements and to make the authorities aware of the perspective and problems that employers and payrolls face. These discussions have resolved many problems at an early stage, and have made it possible for payroll systems to comply with what might otherwise have been impractical requirements.

PAGSA member companies provide payroll systems, services and support to virtually all companies in South Africa who are computerised, and their payroll systems calculate and administer the withholding of employment taxes for thousands of companies, and in turn for literally millions of employees. The PAGSA is today acknowledged as an essential partner by all statutory bodies to whom employers must pay the various taxes, levies and contributions required by law.

It is important to choose an outsource partner who is integrally involved in activities and organisation such a PAGSA, thereby adding value, best practice and peace of mind to your organisation. This also ensures that you have a voice on a significant platform in time of need or change.

3. Managing People - Communication

Author: Iole Matthews

HRTorQue offers DISC, an internationally accredited personality profiling tool. If you are interested contact Melany Bydawell.


Management books have it all wrong. They all try to tell you how to manage "people."

In a recent article in INC. - a business publication for entrepreneurs - Geoffrey James notes that it's impossible to manage "people"; it's only possible to manage individuals. And because individuals differ from one another, what works with one individual may not work with somebody else.

Some individuals thrive on public praise; others feel uncomfortable when singled out.
Some individuals are all about the money; others thrive on challenging assignments.
Some individuals need mentoring; others find advice to be grating.

The trick is to manage individuals the way that THEY want to be managed, rather than the way that YOU'd prefer to be managed. Or the way you prefer to manage. One way to do this is to ASK.

In your first (or next) meeting with your team members you could ask:
•  How do you prefer to be managed?
•  What can I do to help you excel?
•  What types of management annoy you?

The drawback is that the answer is only worthwhile if the person is relatively self aware - and not everyone is! Another way to do it is to engage with your staff around one of the numerous personality profiling tools available. HRTorQue uses the internationally recognised DISC which is excellent for both teams and individuals. This gives both the manager and the team a tool to identify how different people work together in the team, what probable areas of conflict might be and how best to manage performance and improve team relationships. With this information one can, as far as you are able, adapt your coaching, motivation, compensation and so forth to get the best out of people based on their individual needs.

4. Zambia Tax Year Change

Author: Karen van den Bergh
HRTorQue is able to process payroll for other African Countries, please contact Karen should you require any additional information.

As per the Budget Speech, delivered on 12 October 2012, the Zambian Tax Year has changed from 'April to March' to 'January to December'.

5. Total Cost to Company

Author: Melany Bydawell
Total cost-to-company remuneration is based on a total package (total cost to the organisation). This includes salary and benefits. This is normally worked over a year and averaged to get to a monthly amount. TCTC allows for greater flexibility on behalf of the employee to decide on the level of contributions to retirement, medical aid funding, etc.

It allows the organisation to pay the employee a lump sum without having to consider the increases that, for example, the medical aid may bring and for accurate financial planning for annual increases. It also ensures that employees are remuneration in a fair and equitable manner.

6. Domestic Workers Wage Increase

Author: Karen van den Bergh
The minimum wages in the Domestic Workers Sector have been increased with effect from 1 December 2012. The wage increases for the two different areas are as follows:

Area A - Minimum rates for the period 1 December 2012 to 30 November 2013
Hourly Rate (R) 8.95
Weekly Rate (R) 402.96
Monthly Rate (R) 1746.00
Previous years minimum wage + CPI*** +1%

Area B - Minimum rates for the period 1 December 2012 to 30 November 2013
Hourly Rate (R) 7.65
Weekly Rate (R) 344.30
Monthly Rate (R) 1491.86
Previous years minimum wage + CPI*** +2%

7. Obsessive Use of Cell Phones and Social Networking

Author: Melany Bydawell
The increasing and obsessive use of cell phones and social networking is leading to Obsessive Compulsive Disorders and poor communication both in homes and work places. Researchers have concluded that "individuals who suffer from an anxiety disorder may benefit from a clinical assessment to rule out cell-phone abuse or dependence".
 
This is something to look out for in particularly anxious persons who may show symptoms of "cell-phone addiction". Either you may observe a person who is constantly using the phone to 'check things' or who prefers to refrain from social interaction and is using the phone to avoid interaction with people.

In a recent study, items in the cell-phone dependence subscale included statements such as:
•  "I have a hard time relaxing if my cell-phone signal does not have good signal strength."
•  "I think I might spend too much time on my cell phone."
•  "I check to make sure my phone is on if I have not recently received a call."
•  "I have to respond immediately when I receive a message/mail or other notification."

Future research should examine the mechanisms by which cell-phone addiction contributes to or is exacerbated by anxiety symptoms, the researchers write.

Are you experiencing challenges in your workplace such as:
1.   Consistent and excessive use of cell phones during working hours (includes checking Facebook, BBMs, Twitter etc.)
2. Employees who are playing games
3. Accessing the organisation's Internet to access social networking sites. This includes Facebook, Twitter, My Space, YouTube etc.
4. Use of phones and tablets during meetings and workshops
If so, you can be guaranteed of lower productivity levels, increased work errors and poor communication in general.

8. Employment Equity: Are you legally compliant?

Author: Nicky Hardwick
Submitting an Employment Equity Report does not mean that you have complied with the Employment Equity Act and you could still face a fine of up to R900 000!

As a designated employer you are required to comply with the following in ADDITION to submitting the Employment Equity Reports.

1. Assign and appoint a Senior Manager to manage and implement Employment Equity in the company
2. Establish a Consultative Forum which meets on a regular basis
3. Prepare and implement an Employment Equity Plan
4. Prepare and distribute your Employment Equity Policy

For more information or assistance please contact Nicky Hardwick: [email protected]

9. Can you take away statutory annual leave?

Author: Melany Bydawell
Annual Leave days accrued may only be reduced in respect of additional accrued contractual leave days, as statutory leave days may not be reduced.

What this means is that statutory leave, i.e. leave as per the BCEA, accrues and cannot be taken away. However any contractual leave, i.e. leave more than the BCEA minimums, may be capped.

See the case of Jardine v Tongaat Hulett.

10. BEE Code for Charities Withdrawn

Author: Melany Bydawell
The Department of Trade and Industry (DTI) has withdrawn a broad-based black economic empowerment code which would have seen businesses only receiving their full BEE points if their money went to charities with 100% black beneficiaries.

Despite the U-turn, companies will still have to do a racial audit of beneficiaries if they want to claim full BEE points, and companies can only qualify for full BEE points if they give to charities where 75% of beneficiaries are black.

11. Contact the HRTorQue Team

Head Office (Durban)
 
Phone: 031 564 1155
Fax: 031 564 1228
 
Email: [email protected]
Website: www.hrtorque.co.za
 
Address: 163 Umhlanga Rocks Dr, Durban North
 
FB
 
Sales
Melany Bydawell: 031 582 7425 / 083 441 5618
[email protected]

Payroll & HR Administration
Karen van den Bergh: 031 582 7413 / 082 891 1722
[email protected]

Human Resources / Employee Relations
Melany Bydawell: 031 582 7425 / 083 441 5618
[email protected]
 
Employment Equity & Skills Development
Melany Bydawell: 031 582 7425
[email protected]
Nicky Hardwick: 031 582 7418
[email protected]
 
Tax
Dave Beattie: 031 582 7410
[email protected]

Executive Coach and Team Interventions
Iole Matthews
 
Payroll Third Party Administrator

Kacey Chetty: 031 582 7409
[email protected]
 
Accounts
Cheryl Naidoo: 031 582 7408
[email protected]

Dispatch
Karl van der Merwe: 031 582 7407
[email protected]