What would you do if an employee stumbled into the workplace in a drunken state after lunch? Would you fire him, give him a letter of dismissal the next Monday, or give him a week’s notice to vacate his position? Continue reading “Alcoholic Employee?”
As the new business year begins in January and the old financial year comes to a close in February, March brings business owners keen to assess their performance over the past twelve months with the goal of becoming more competitive in the year to come. To achieve your business goals, a simple list of financial New Year’s resolutions may be in order. Continue reading “Financial New Year’s Resolutions”
A problem faced by employers throughout South Africa is the member of staff who has a drinking problem. From poor work performance to cases of intoxication on the job, alcohol and any other narcotic substance (including recreational drugs) can cause severe losses of productivity as well as workplace accidents and damage to property. Continue reading “Alcoholism in the Workplace”
Most employers have had to deal with the issue of disciplinary action in the course of employing members of staff. While the process of taking action against negligent or incompetent staff is clearly laid out by the law, the stress involved can be reduced by keeping records at every step.
There are various forms and stages of action that employers can take against staff who are failing to perform their duties for reasons of negligence, incompetence, lateness, or disregard for company property. From the issuing of warnings to suspensions, disciplinary hearings and eventual dismissal, the onus is on employers to record the details of each disciplinary action for future reference. From the time a member of staff receives his or her first written warning, every disciplinary action must be put down in writing, along with its outcome. Continue reading “Why Effective Record-Keeping is Important”
The issue of leave and remuneration is one of the most common sticking points between employers and members of staff. Although the law is quite clear on the number of leave days an employee is entitled to, including annual leave, sick leave and family responsibility leave, disagreements often arise from employees taking their leave without notice. Continue reading “Unpaid Leave vs. Deductions”
Many employers are faced with the issue of staff absences on a regular basis. While it is the duty of employers to grant members of staff the leave to which they are entitled, there are specific regulations that cover payment of employees when they are absent from work.
Sick leave is a legal requirement for members of staff, and when staff are not well it is a necessity. While the majority of staff members can probably be relied upon to take sick leave only when needed, there will always be those who take advantage of the system to take a few extra days off work every year. If you are faced with the question of whether to pay staff for sick days or not, we provide a quick and easy guide to sick leave below. Continue reading “Paying Absent Staff”
Many companies use fringe benefits as a means of maximising cash flow and providing staff and directors with extra benefits as part of their packages. While this practice frees up cash that would otherwise be paid out, many fringe benefits are taxable. With fines and penalties for failure to declare and non-payment of company taxes becoming increasingly harsh, all business owners should take note of the following taxable fringe benefits:
Giving assets to an employee
This fringe benefit allows a company to transfer ownership of any asset to a member of staff. However, since the value of the asset is normally discounted there may be tax payable on the difference between that value and the normal value of the asset. Continue reading “Fringe Benefits: Some Are Taxable”