Tuesday, 1st September 2015
Employers constantly face legal compliance and integration challenges in today’s environment of increasingly numerous and complex employment laws. In this presentation, we will provide case analysis and comments on some recent landmark decisions from the Industrial Court as well as the Courts with appellate jurisdiction that have affected HR. With this information, employers can audit and update related policies, practices, procedures and forms.
A dismissal is ‘constructive’ when the employee leaves employment claiming that the employer has breached a fundamental term of the employment contract, or has allegedly acted in a way which showed that the employer no longer intended to be bound by the contract’s terms. The employer may not desire to intend the end of the employee’s employment, yet the result may be the employee walking away from the job. In this presentation, we welcome you to learn: 1) What are the laws with regards to ‘constructive dismissal’? 2) What steps can HR take to immediately and effectively reduce risks of liability associated with the claim? 3) What can HR do to potentially overturn the case in favour of the employer?
The employer’s ability to achieve business objectives depends on how well the employee engages, aligns, and motivates his employees. Effective dialogue with employees directly impacts your bottom-line performance, driving such objectives as productivity, quality, safety, customer loyalty, employee retention, and outperforming the competition.During this session, you will gain insights into setting realistic goals and creating a strategy that works within your own organisation, including practical advice for: Developing a cross-functional communication strategy; Influencing attitudes and behaviors through open and credible communication; Deploying the strategy that motivates employees; Communicating Your Organisation’s Reputation, Brand and Values; Building Credibility and Trust Through Employee Communication
A trade union is said to be recognized only when the employer agrees to enter into negotiations with the trade union. When the employer refuses to accord recognition, the trade union may seek recognition through statutory means. Join us for this session and: Familiarise yourselves with the laws, specifically the Industrial Relations Act 1967, Federal Constitution, Trade Union Act 1959 and ILO Convention with regards to Trade Union establishment; Understand the definition and types of Trade Unions; What is the procedure for Trade Union recognition?; Be ready to deal with the critical issues and problems.
Did you know that an improperly drafted Charge Sheet during the Domestic Inquiry may prove fatal to the employer, in his case against the accused at the Courts, even though the evidence may point to the guilt of the accused? Sharpen your HR skills by learning from us:
Wednesday, 2nd September 2015
Employment law disputes are initially heard either in the Industrial or Labour Courts.
Motivating employees has never been so challenging for the employer as in recent years, with the implementation of Minimum Wages Order 2012, Minimum Retirement Age Act 2012 and the recently introduced GST, causing rise in cost of living and managing a business. Money may have attracted employees to the front door before, but now, employers have to think of something else to develop their performance and to keep them from going out the back, without breaking the employer’s budget. Come for our Conference and find solutions and ideas on how to motivate your employees toward high performance in such challenging times.