Page 4 - Business Sense 11.1 (Virosha Pillay)- eBook

EMPLOYERS ARE ACCOUNTABLE FOR

THEIR PRACTICES

Johan van Deventer, Corrective Focus
KZN Regional The disciplinary process
Manager, should aim to correct behaviour
LabourNet rather than solely punish it. This
approach encourages employees
n South to learn from their mistakes,
Africa, thereby enhancing their
Iemployers accountability over time.
hold significant
accountability Legal disputes between
for their employees and employers often
practices, arise from conflicts regarding
particularly in rights and obligations established
relation to their under common law and labour
obligations under labour laws, legislation. Understanding these
which encompass a wide range of rights is crucial for both parties
obligations aimed at protecting to navigate potential disputes
employee rights and ensuring effectively. Employers must not
a fair working environment. only fulfil these obligations
Compliance is crucial not only which offers protection against To ensure accountability within approach for addressing but also ensure that their
for legal adherence but also unfair discrimination. an organisation, it is crucial that misconduct, detailing the practices are consistent and
for fostering a positive work Employment Contracts employees are clearly informed types of transgressions and fair. Recent case law emphasises
environment. about what they are accountable corresponding disciplinary the importance of procedural
Employers must provide for. By implementing clear and measures. This ensures that fairness in disciplinary actions
This accountability is rooted in written contracts that comply accessible disciplinary code employees understand the against employees.
various legislative frameworks with minimum standards set and policies, organisations consequences of their actions,
that outline the rights and by the LRA, including wage can enhance employee which fosters a sense of Failure to comply with these
responsibilities of both employers accountability, ensuring accountability. legal standards can result in
and employees. rates, working hours, and leave that everyone understands severe consequences, including
entitlements. These contracts Communication and financial penalties and
KEY EMPLOYER serve as a foundation for the their responsibilities and the Accessibility damages awarded to employees
consequences of their actions.
OBLIGATIONS employer-employee relationship. Here’s how these elements It is essential that the for unfair treatment or unsafe
Safe Working Environment Remuneration contribute to accountability: disciplinary code is working conditions.
Employers are required to Employers have a primary IMPORTANCE OF A communicated effectively to all For more information or
employees in a language they
provide and maintain a safe obligation to remunerate DISCIPLINARY CODE can understand. This includes assistance with compliance on
working environment, as employees for their services. providing written documentation any employment legislation,
mandated by the Occupational This includes adhering to laws Clear Standards of Conduct to ensure that everyone is do not hesitate to contact us.
Health and Safety Act. This regarding minimum wage and A disciplinary code outlines aware of the rules and their Our expertise is crucial for
includes taking reasonable overtime pay. the expected behaviours and implications. employers in navigating the
steps to protect employees from standards within the workplace, complex legal frameworks
physical and psychological harm, Compliance with Statutory making it clear to employees Fairness and Consistency governing the workplace. 
such as harassment. Requirements what constitutes acceptable A well-drafted disciplinary
Employers must register and unacceptable conduct. code promotes fairness by T: +27 (0)31 266 6570
Fair Treatment C: +27 (0)82 786 7480
with relevant authorities This clarity helps prevent ensuring that all employees are
The Labour Relations Act (e.g., SARS for tax purposes) misunderstandings regarding treated equally when disciplinary E: johanvd@labournet.com
(LRA) obligates employers to and ensure compliance with responsibilities. action is necessary. This W: www.labournet.com
treat employees with dignity various statutory obligations, consistency helps build trust in
and respect, ensuring fair such as UIF contributions Framework for Disciplinary the organisation’s governance
labour practices. This is and adherence to bargaining Action and encourages employees to take
reinforced by the Constitution, council agreements. The code provides a structured responsibility for their actions.

RESHAPING SOUTH AFRICA’S ECONOMIC LANDSCAPE

economic landscape. Morar For businesses, the focus is on flexibility. The focus on job these efforts hold great potential,
Incorporated is closely energy security, with plans to end creation through SME growth and the successful implementation
monitoring these developments load shedding through renewable infrastructure development will of these plans will be key to
and their implications for both energy, ensuring a reliable power also provide more employment improving the financial well-
businesses and consumers. supply and reducing costs. SME opportunities, improving financial being of both businesses and
support will be enhanced by security and stability. consumers.
President Cyril Ramaphosa’s
speech outlined a clear reducing regulatory barriers and These initiatives aim to create Morar Incorporated will help
vision for economic growth improving access to finance, a more stable, affordable, and you stay informed and make
and stability, with several allowing small businesses to growth-driven environment for the most of the opportunities
key initiatives designed to grow, create jobs, and remain all South Africans. ahead. 
foster job creation, reduce competitive. Additionally,
unemployment, and improve infrastructure investment in In summary, President Watch the following video:
living standards. From roads, digital services, and Ramaphosa’s 2025 SONA www.youtube.com/watch?v=VfMIoii-mkw
revitalising critical industries utilities will lower operational promises a future of economic
to investing R940 billion in costs and improve efficiency. growth driven by sustainable T: +27 (0)33 345 4004
infrastructure, these efforts For consumers, the government energy solutions, infrastructure E: info@morar.co.za
aim to create a competitive plans to tackle the cost of living by upgrades, and job creation. While W: www.morar.co.za
business environment while reducing inflation and the prices
supporting both businesses and of essential goods, providing morar
he 2025 State of the Nation
Address (SONA) unveiled individuals. much-needed relief. Tax relief incorporated
Tbold initiatives with the Let’s dive into the key economic is set to increase disposable Chartered Accountants (SA)
potential to reshape South Africa’s points from the 2025 SONA. income, offering greater financial Registered Auditors
Accounting | Auditing | Tax | Company Secretarial Services
Public Sector Consulting | Forensics | ICT | Training
Risk Management | Internal Audit
www.morar.co.za
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