Labour law expert and part time Senior Commissioner at the CCMA with 30 years in the industry reveals
50 HR Policies and Procedures your company MUST have if you want to stay out of trouble at the CCMA
Dear Small Business Owner,
Having managed my own department for years, I know how hard dealing with employee issues really is.
I know just how traumatic, time-consuming and costly it is fighting an employee dispute at the CCMA.
I also know that these days, more and more businesses are opening themselves up to litigation and costly CCMA cases because their company policies aren’t fully up to date, or don’t include processes to handle the latest changes to the business landscape.
That’s why I recently sat down with two renowned HR experts, Janine Nieuwoudt and Barney Jordaan, to discuss a solution to this problem.
I’ve brought together the best minds in the business to either stay out of the CCMA, or improve your chances of success should it ever get there
With more than 30 years of experience in the HR realm and as the Editor-in-Chief for the Practical Guide to Human Resources, Janine knows just how much having the right HR information at hand is worth to a business.
I couldn’t agree more – and neither could our colleague Barney.
After all, as a past labour law professor, now labour law expert and part time Senior Commissioner at the CCMA, Barney’s seen it all: Disputes over leave… Employee grievances that got out of hand… Businesses being sued for not hiring a certain job candidate… You name it, he’s seen it.
Throughout the 30 plus years he’s spent dealing with labour law issues, there’s one truth that remains:
The ONLY way to seamlessly protect your business from being dragged to the CCMA every time you have an employee problem is to have a comprehensive HR Policy Manual in place.
It’s so important, in fact, Barney believes you can manage your HR and IR risks far more effectively if you put the appropriate HR Policy or Procedure in place.
And today, we want to help you do just that…
Don’t leave company practice “open to interpretation” ever again
These days, handling employee issues is a nightmare!
You need to ensure your company’s outlined a policy and procedure for just about everything!
From the use of social media sites like Facebook and Twitter to smoking; anti-bribery; corruption; drug and substance abuse; family responsibility leave and more – if you haven’t covered your bases, HR issues like these are a minefield waiting to blow up in your face.
And, most of the time, it’ll happen when you receive a notice to attend a CCMA process.
It’s simple really.
You see, what most businesses forget is that if they don’t have a policy in place to handle situations, common practice becomes the defining policy, regardless of the details.
Take religious leave for example.
Just because your company employs people with different religious beliefs doesn’t mean you have to pay them when they take religious holidays.
After all, there are 7 major Jewish holidays in which Jews are prohibited to work by their faith. This works out to an extra 12 days leave your Jewish employees need to take for religious reasons. And if your employee is Muslim, he'll request around 8 religious holidays a year.
But how does this affect your company?
Well, it all depends on what your HR Policy on Religious Leave dictates.
For example, you can decide to either:
Let your employee take annual leave or unpaid leave… or
Swap their religious leave for another public holiday.
Regardless of what you decide, you need to ensure you have a policy that clearly states what your company’s exact stance on religious leave is so you can prevent disputes over this issue.
But this isn’t unique to religious leave… It applies to each and every HR situation you’ll ever come across.
Don’t wait for that “when the need arises” moment to put the appropriate HR Policy or Procedure in place
Think about it…
Have you told your staff what you expect from them when it comes to issues like:
What your employees can and can’t say on Twitter and Facebook?
Their performance? Do they know what constitutes ‘poor performance’ and the steps involved to solve this issue? Do they understand your company’s review process?
Sexual harassment or bullying in the workplace?
And much more…
But don’t think it stops at ‘telling’ them.
In fact, you need to do more than just tell your staff about the behaviour you expect and the consequences of breaking these rules. You also need to have proof that you've informed them these policies are in place.
If you don’t, your next HR dispute could not only land you in hot water with the CCMA… It could be the very reason you fork over thousands of Rands in compensation when you lose the case.
Luckily, you can solve all this by putting a comprehensive HR Policy Manual in place…
And today, Janine, Barney and I are going to ensure you have all 50 of the most crucial HR Policies and Procedures in place at your company so you never have to worry about an employee taking you to the CCMA for common HR complaints ever again!
50 Legally approved HR Policies and Procedures your company can’t do without
It’s all thanks to HR Policies and Procedures: 50 HR Policies and Procedures you can’t run your company without.
With it, you’ll have access to 50 must-have HR company policies and procedures so you can put an end to needless disputes and questions regarding HR issues like:
• Employee incapacity;
• Substance abuse in the workplace;
• Conflict of interest;
• Religious leave; and
• And 45 other common HR headaches.
That’s just the start!
Because HR Policies and Procedures comes on a CD, all 50 Policies and Procedures are fully customisable.
Just think, NO more spending hours typing up your latest company policy so you can get the wording just right. Simply open our policy, make your changes and hit the ‘print’ button…. You’ll have everything at your disposal to turn your computer into an HR Policy Writer.
And don’t forget, Janine and Barney have checked and then double-checked each and every HR policy and procedure in HR Policies and Procedures – so you can rest assured that they’re 100% legal and completely CCMA-proof!
NO more wasting thousands of Rands getting your labour lawyer to draw up a new HR policy or amend an existing one;
NO more sweating bullets when an employee threatens you with the CCMA; and
NO more nagging doubts about whether your outdated company HR Manual is watertight enough to hold up in court.
With HR Policies and Procedures, you can rest assured you have all the essential HR policies and procedures you need to keep your company free from liability.
Get your hands on 50 ready-to-print, fully customisable HR Policies and Procedures and put a STOP to your employee problems starting today
If you consider how much it costs to get a qualified HR Consultant or Labour Lawyer to draw up a single HR Policy or Procedure, I’m willing to bet you think HR Policies and Procedures will cost you a fortune. After all, it contains not one… Not two… But 50 vital HR documents.
But that’s where you’re wrong.
Order today and I’ll give you all 50 essential HR Policies and Procedures for much less than it’ll cost to get one of them drawn up.
You can get your hands on HR Policies and Procedures for just R1 134.30 incl. VAT.
No catch! I’ve had first-hand experience on just how problematic HR problems can be if you haven’t put a comprehensive, legally binding HR Policies and Procedures in place.
The stress… Time-wasted… And the expense of fighting an employee at the CCMA just aren’t worth it!
As a loyal Labour Bulletin reader, I don’t want you to suffer the same fate!
That’s why I’ve made HR Policies and Procedures as affordable as I possibly can.
But you must act today!
Group Publisher, Annabel Koffman has warned me that I can only offer the price of R1 134.30 (incl. VAT) for a short time only!
So act now!
And don’t forget, HR Policies and Procedures comes with my watertight 30 day money back guarantee.
Order your copy of this indispensable CD today and I’ll give you a full month to check it’s everything I’ve said it is.
If you don’t agree that HR Policies and Procedures is the most comprehensive, easy-to-use HR Policy and Procedure package you’ve ever seen, simply return it to me within 30 days and I’ll give you your money back.
Here’s to saying “goodbye” to all your HR headaches,
FSP Business Publisher
PS: If you have employees, you have employee problems!
From absenteeism to disciplinary measure… From poor performance to overtime… And even social media slander, sexual harassment and substance abuse – it’s only a matter of time before you have to deal with one – or all – of these HR nightmares.
By having an HR Policies and Procedures in place for each one, you’ll be able to nip these problems in the bud, before they even happen.
Don’t wait until you’re in a situation to put an HR policy in place! Get your hands on HR Policies and Procedures: 50 HR Policies and Procedures you can’t run your company without today to ensure you’ve covered all your bases and never lose another HR dispute at the CCMA again.
PPS: Here’s a full list of the 50 easy-to-print, pre-formatted HR Policies and Procedures you’ll receive when you order your copy of HR Policies and Procedures you can’t run your company without:
Absenteeism and Desertion Policy
Acknowledgement of Debt Form
Affirmative Action Policy
Appeal Review Procedure
Basic Conditions of Employment Policies
Call Avoidance Policy (for Customer Services Agents)
Certificate of Service
Conflict of Interest policy
Corporate Code of Conduct
Drug-Free Workplace Policy
Electronic Communication and Security Policy
Employee Assistance policy
Employee Resignation Form
Exit Interview Form
Incapacity Procedure for Poor Work Performance Policy
Independent Contractors Policy
Leave Application Form
Leave: Annual Leave Policy
Leave: Family Responsibility Leave Policy
Leave: Maternity Leave Policy
Leave: Religious Holidays Leave Policy
Leave: Sick Leave Policy
Leave: Special Leave Policy
Leave: Unpaid Leave Policy
Loan/Advancement Application Form
Nomination for Training Form
Payroll Deduction Authorisation Policy
Performance Review Policy
Personal Code of Conduct
Policies and Procedures Acknowledgement Signature Page
Policies and Procedures Overview
Holding a Public/Political Office During Employment Policy
Sexual Harassment Policy
Social Media Policy
Special Employment Conditions Policies
Staff Exit Form
Staff Loan Policy
Training Costs Policy
Secure Order Form
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