In case you missed it, our recent webinar, The Basic of the BCEA, led by HR expert Nicky Hardwick, offered valuable insights into the foundational aspects of employment compliance in South Africa. This session provided employers with clear guidance on navigating the BCEA to maintain compliant and fair workplace practices.
Key takeaways from the webinar
- Hours of work and overtime: Employers must ensure that hours are managed to boost productivity without compromising compliance. Nicky provided actionable tips for managing both regular and overtime hours.
- Meal intervals: Understanding legal requirements for meal breaks can help avoid costly penalties.
- Leave entitlements: The BCEA mandates specific leave types, including annual, sick and maternity leave. Knowing how to manage these entitlements can support employee satisfaction while protecting your business.
- Notice periods: Nicky outlined best practices for managing notice periods when ending employment contracts, ensuring both compliance and professionalism.
During the webinar, attendees had the chance to ask questions specific to their businesses:
- If an employee left without notice, how does this effect the employee? If there is a contractual agreement that requires notice, the employee is obligated to provide it. If they fail to do so, the employer has several options:
- The employer is not required to pay out the notice period.
- They can recover the notice period by deducting it from any owed annual leave or other payments.
- Alternatively, the employer may require a proper handover.
- Does an employer need to give a salary schedule with a certificate of service? Nicky explained that this is not a legal requirement but it is becoming a necessity when the employee goes to Department of Labour. It is good practice to provide it.
- Are you required to give employees their UI19? Yes, employers are required to provide the UI19 form to employees. While it can be sent directly to the Department of Labour, it’s recommended that the employee also receives a copy for their records.
- Please explain “standby” shift work. The BCEA does not define “standby” or specify pay requirements for employees on standby. This is determined by each organisation, which sets its own definition and policies regarding standby. As such, the organisation must establish an internal policy outlining the conditions and compensation for standby shifts.
This webinar underscores the complexity of HR compliance, especially when laws continuously evolve. By partnering with us, we guarantee:
- Expert guidance: Our team ensures that your policies are up to date, protecting you from potential compliance issues.
- Customised HR solutions: From handling leave policies to managing terminations, we provide tailored support for your unique business needs.
- Proactive risk management: We work closely with you to address issues before they arise, safeguarding your business and employees alike.
For a comprehensive understanding of the BCEA and how it affects your business, watch the full replay here and see how our services can help you thrive in a compliant and fair work environment.
Book your free 15 minute consult with Nicky today: Book time with Nicky Hardwick