The Labour Relations Amendment Act is in effect from 1 April 2015...
Are you implementing the changes?
The 10 rules you must know when using labour brokers...
When a labour broker employs a worker who provides a temporary service for you, he is the labour broker's employee and not yours.
The temporary service can only be for a period of 3 months, unless you can provide solid reasons for the period being longer.
Your labour broker mustn't unfairly dismiss
an employee or subject them to unfair labour practices.
You must report any misconduct the employee commits and ask the labour broker to deal with it.
You must ensure that the labour broker doesn't pay below the minimum wage. He must also give the workers minimum conditions of employment.
If he doesn't, you'll both be liable!
You must sign a contract with the labour broker before using him. Include a clause in the contract stating that the labour broker will carry out his legal duties and that you are indemnified against any harm if he doesn't.
Doing this will ensure you're protected from the very beginning.
Never tell your labour broker to do anything that will amount to unfair discrimination. If you do, you can be held liable.
Keep reading to see what the last four rules are…
Last year, Government implemented over 70 changes to three of SA's most crucial labour Acts.
Among them were:
• When and how to issue employees with a fixed-term contract.
• Unfair discrimination and your employees' pay cheque.
• Steps you MUST take before you recruit a non-South African citizen.
• Labour brokers and the only time you can use them.
• And so many more.
How sure are you your HR department's current processes aren't a lawsuit waiting to happen?
How certain are you that one small oversight won't end up costing your company R2.7 million in fines?
How confident are you that you won't land at the CCMA defending a case for following a faulty HR process?
Don't take a chance when you don't have to.
Be compliant with all these changes and more when you claim your 30 day risk-free membership to The Practical Guide to Human Resources Management today.
If the labour broker provides services for you for longer than 3 months, then the worker will be considered an employee of yours – unless you can justify why he's not your employee.
If the labour broker's employee works for you for longer than 3 months, and you decide to end his employment, this will be seen as a termination of employment which, in essence, constitutes a dismissal.
If a labour broker's employee works for you for less than 3 months, for example as a substitute for one of your temporarily absent employees, then she's performing a temporary service for you, and the labour broker will be the employer in this situation, not you.
In the above-mentioned situation, whereby a temporary service is provided, the contract must clearly provide for a definite, and limited, period of service. This will prevent temporary workers from working for clients for indefinite and extended periods of time – which presents the risk of them becoming considered employees of yours.
The work that labour brokers' employees provide is regarded as a 'temporary service'. And this is according to collective bargaining agreements which are made in sectoral determinations, bargaining councils or notices from the Minister of Labour.
If there is any contradiction between the three, then the collective agreements will take precedence.
*To learn more on using labour brokers, page over to Chapter L 03
in your Labour Law for Managers
handbook, or click here
to order your copy today.