One quick solution for if an employee suddenly ditches your company
So one of your employees has, out of the blue, left your company. And with his departure, a vitally important position has been left vacant.
You understand that you need to fill the position, but you need to ensure that you choose the right candidate for the job.
Here's the catch: Finding the right candidate can take some time, and you simply can't afford to leave the position open in your company for that long.
What can you do?
Well, there is one simple solution.
Keep reading to find out what it is...
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One quick solution for if an employee ditches you…
An acting appointment
An acting appointment means that an employee will temporarily take the reins of a higher level position, which requires more responsibilities, until a permanent employee, with all the necessary skills, can be found to fill the position.
In other words, you'll have to get someone to fill in until you find a suitable candidate for it. So what you'd do is temporarily transfer one of your own employees into the recently vacated position.
This doesn't necessarily have to be an employee within your company. It can be an external person if you want. This external person could temporarily fill the position on a fixed-term basis.
Keep reading to learn more…
Be warned! The Labour Relations Amendment Act changes the way you treat fixed-term and temporary employees!
Click here to learn more...
Now that you have introduced acting employee into the position, you should let the acting employee know that they'll be able to apply for the permanent position.
It's very dangerous and unfair to say that you'll hire them permanently or even give them the impression or expectation that you will! Because, if in this case you don't hire them, they could take you to the CCMA for 'unfair promotional practices'. And if you have an employee on a fixed-term contract, they could take you to the CCMA for unfair dismissal.
So the key here is to be very clear that the position is for a temporary time period, until a permanent candidate can be found.
Whatever you do, don't give the temporary employee any expectation that they'll be that they'll permanently fill the position.
*To learn more, page over to Chapter R 02
in your Labour Law for Managers
handbook, or click here
to order your copy today
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