Cape Town Labour Consultants offer a wide range of HR services to their clients and all services are offered with the highest professionalism with the clients interest and employee fairness at the fore. Below is a list and brief description of all service offerings. Should you require more detailed information or require the use of these services please feel free to contact Cape Town Labour Consultants.
Chairing of disciplinary hearings involves drafting of written notifications to employees of allegations and the legal timeframes required thereof, including all employee rights to representation, presentation of evidence, right to interpretation, calling of witnesses, cross questioning,mitigating, aggravating circumstances etc as well as written findings of the outcome of the case – a comprehensive summary with recommendation and sanction (if necessary).
Due to the COVID-19 and the declaration of a national disaster most businesses are under severe strain. Many are having to resort to extreme measures such as short time & temporary lay-off. We can assist businesses in leveraging the recent amendments to the Unemployment Insurance Act of 2001 to ensure that their employees can receive much needed relief.
Handling of all internal grievances raised in line with Company policy. Mediating employee grievances including a documented process that strives to resolve grievances fairly, quickly and amicably with the least amount of damage to employment relationships. The mediating of a grievance is managed through a standardised process to ascertain if the grievance has merit or not- and addressing it accordingly, with a specific outcome to resolution.
Managing separations from beginning to end. Mediating a termination agreement between employee and employer sealed with a signed document relinquishing the employer of future action taken by the employee, done in full and final settlement, bringing closure to all outstanding matters such as termination date, last working day, notice pay, annual leave pay, return of Company property, confidentiality agreements etc.
Handling of retrenchments and restructuring of departments from consultation to operational requirements dismissals. Ensuring a fair procedure is followed in line with the Labour Relations Act. This includes consultation with the effected employees, and disclosure of the required information as set out in section 189 of the LRA, to the Employees to allow for meaningful consultation. Thus reducing the risk of arbitration awards by ensuring a fair procedure is followed.
Drafting of employment contracts to include matters such as start date, working hours, annual leave, lunch and tea breaks, restraint of trade agreements, monthly remuneration etc In doing so, we ensure that all parties are singing the same tune when it comes to their terms and conditions of employment. This allows for a better join understanding and therefore less misunderstandings or disputes at a later stage over matters that are to be included in employment contracts.
From creation to implementation. Sexual harassment, dress code, smoking, HIV, leave polices, Disciplinary codes, grievance, recruitment, travel policies, mobile phone policies,vehicle policies, Company property policies, asset registers,incident report policies, IT policies, codes of conduct. CTLC will draft these policies in line with legislation as well as client requirements. This allows for a blanket approach to be applied ensuring consistency in managing similar matters.
Outlining all success criteria per position. A CTLC Consultant will meet with Management to ascertain the deliverables of each Employee, weighting these deliverables according to their importance and ensuring KPI’s are discussed, agreed to and documented. This allows for the performance of employees to remain measurable, which is a useful tool when it comes to the issuing of increases, discretionary bonuses etc.
This includes guidance on counselling, verbal, written, final written warnings, as well as disciplinary hearings. We hand hold Managers and take them through a journey of learning, empowering them to have the difficult conversations with their own people whilst acting in line with the Code of Good Practice in taking a corrective and progressive approach to Managing Employees and providing them with the opportunity to improve, and in doing so, creating an environment where misconduct is dealt with effectively and efficiently.