In December last year we outlined the things you need to take into account when setting up policies and procedures.
Now we're going to give you one last thing to consider when you implement policies and procedures: Relevant laws.
Here's why it's important to take into account legislation when implementing policies and procedures
You need to take into account what laws apply and if there are any specific laws or agreements that apply to your industry and to your company.
This is important because you don't want a situation where your policies and procedures conflict with the laws or agreements applicable to your business or industry.
The Labour Law for Managers Loose Leaf Service gives you a practical example of why this is important: There might be a Sectoral Determination or a Bargaining Council Agreement that applies to you. If not, you'd fall under the Basic Conditions of Employment Act (BCEA). You can't implement a leave policy that provides for less than the minimum required leave days under the law applicable to you.
For example: If you've agreed to pay maternity leave in a collective agreement with a union, don't have a policy that says all maternity leave's unpaid.
Important: It's not just about having policies and procedures in place. You must live up to these and make sure they're adhered to.
If you don't have policies and procedures in place and are in the process of drafting them, remember these three principles:
Taking into account the relevant laws will help ensure your policies and procedures aren't in conflict with the laws or agreements applicable to your business or industry.
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