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The labour inspector is knocking! Are these eight points included in your written particulars of employment?

by , 29 September 2015
Labour inspections form an integral part of labour law. They advise you and your employees on your rights and obligations under labour law. They investigate any complaints that might be lodged against you. And ensure you comply with employment laws.

And did you know that a labour inspector can literally appear for an inspection of your business without any prior notice whatsoever? That's right! So it's very important to always be prepared.

One of the areas you must make sure is up-to-date for the labour inspector is your written particulars of employment. Under Section 29 of the Basic Conditions of Employment Act, you must provide written particulars of employment to an employee as soon as he starts working for you. This can be done in the employment contract.

And, here are five points to include in your written particulars of employment:

1.      The name and occupation of the employee including a brief description of the work the employee's been hired for.
2.       The place of the employee's work. This must also include ANY other places that the employee's required or allowed to work at.

Make sure your policies, forms and contracts are legally correct every time

Can you answer these questions?
  • Does your chairman cover all the necessary points when chairing a disciplinary hearing?
  • Are your employment contracts up-to-date and do they include the minimum law requirements?
  • Do you have all the relevant documentation to win your case if a dispute arises with an employee?
  • Have you given all your past employees a certificate of service?
3.       The notice period required to terminate his employment. But if the employment is for a specific time period, then you must include the date when the employment will terminate.
4.       Any period of employment with a previous employer that counts towards the employee's period of employment.
5.       Any other documents that make up the contract of employment. These need to be made easily accessible to the employee.
Remember to continuously ensure that the above-mentioned details are up-to-date. If there are any changes, you must provide your employees with a copy of them. Also, you must ensure that your employees understand them.

And don't forget! You must keep these details for three years after the employee's termination of employment.

So, there were five important points to include in your written particulars of employment.

To find out more points to include in your written particulars of employment, subscribe to the loose leaf service advertised below.

Protect yourself from labour-related problems by using this practical tool

The comprehensive Labour Law for Managers Loose Leaf Service gives you all the details you need for maximum protection in labour-related problems. You will find, for example:
  • Information on the problem areas managers have to handle in the workplace daily, and appropriate solutions;
  • Valuable advice for employers, based on the ever-changing legislation;
  • Sample contracts, dismissals and warning letters, etc;
  • Numerous practical checklists; and
  • Much more…

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