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Simplify your time at the CCMA
Labour Bulletin | 19 March, 2009 | Hot Topics:
Dear Reader
Welcome to this week’s Labour Bulletin.
Retrenchment, retrenchment, retrenchment! Is there any way to avoid the word that seems to be on everyone’s lips at the moment? Apparently not! Reports vary; some saying retrenchment levels are rising rapidly and others saying things aren’t as bad as the doomsayers proclaim.
Either way, it could become a reality you may have to face in your company. I’m sure the last thing you want to do is let people go, but you may have no option. Are you prepared for it?
Have a look at chapters R03, R07, R08 and R12 in your Labour Law for Managers Handbook to find out what you need to do to retrench properly.
Please just make sure you follow the correct procedure or you’ll end up paying even more money if your employees take you to the CCMA. And how will that help if you’re in dire financial straits already?
Simplify your time at the CCMA
As well as having to worry about possible retrenchments, you may also get hauled to the CCMA for other reasons. It may happen sooner rather than later. Why not get to grips with the type of situations that come before the CCMA time and time again. In the event you are referred, you can ensure you are 100% prepared and maximise your chances of success. The experts have done all the work for you! You’ll find:
- Sample affidavits and letters (as well as CCMA rules and forms)
- Q&A sections
- Flow diagrams
- A glossary explaining complicated legal terms
- Real life examples
- Explanations of CCMA rules you need to know
- Simple summaries of technical legal areas
- Checklists, helpful hints and step-by-step instructions
All devised to help you breeze through the CCMA with confidence and boost your chances of winning!
Q&A from our subscribers
You can’t simply decrease salaries
Question
As part of a cost cutting exercises in these difficult times, would it be against labour laws to reduce all salaries by 10%?
Answer
You must get your employees' consent to reduce their salaries by 10%. Consult with the employees, discuss and motivate the issue and, if they agree, you can go ahead. You can’t do so unilaterally if they don’t agree.
Until next time...
Sarah-Jane Bosch
Managing Editor
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Editors note
Michelle Govender
Labour Bulletin Editor
The Labour Bulletin team speaks to subscribers every week on landmark labour events and offer valuable and practical information from the Handbook, from questions and answers and from our experts that subscribers can use now to benefit their business.
