At LabourNet we continuously strive to improve our services and to provide our clients with the best solutions to assist them in managing their business. It is toward this end that LabourNet has developed and introduced yet another product to enhance our clients’ experience of our services, and to ensure that you receive proper value for money.
The National Assembly has adopted the Labour Relations Amendment Bill in Parliament on Tuesday, 20th August 2013. It was passed with 248 votes to 81, after two years before Parliament. It must now serve before the Council of Provinces.
Amendments to the Labour Relations Act will enhance the protection of workers and should help to avoid exploitative practices and to ensure decent work for all workers, Labour Minister Mildred Oliphant said on Wednesday. The Minister however declined to make any reference to the impact this would have on employers.
The National Union of Metalworkers of South Africa has given notice of intention to embark on a national strike across the South African automotive industry as of Monday 19 August 2013, following a deadlock in wage negotiations.
The strike is expected to involve over 31 000 employees nationally, affecting South Africa's seven biggest global vehicle manufacturers, being BMW, Ford, GM, Mercedes-Benz, Nissan, Toyota, Volkswagen, and certain truck manufacturers.
Most companies claim to understand UIF legislation. Yet, there are sections of the Unemployment Insurance Act, no 61 of 2000, the Unemployment Insurance Contributions Act, no 4 of 2002 and the Unemployment Insurance Amendment Act, no 32 of 2003 that people get wrong. Due to the misinterpretation of these acts and the amendment to the Unemployment Insurance Contributions act to include SARS for the collecting of UIF and SDL contributions, many companies remain non-complaint to how these acts work.
By Deryn Venski – Training and Development Practitioner, LabourNet Payroll Solutions
As we are nearing the end of the SARS filing season for employers, payroll consulting companies are experiencing the age old problem of trying to assist their clients by ensuring that the tax declarations are correct and balance to what the client has paid over. I have recently attended a number of tax workshops and seminars where it has been explained by these consultants that this period is a time many clients are going to be in “big trouble”. The main reason is that their clients, the payroll administrators, have neglected to do the simple monthly reconciliation and checks to ensure all their tax issues were correct.
I have recently been to a number of presentations and discussions on education of the payroll practitioner. At most of these a question has been raised: “Are we not confusing the Remuneration and Benefits Specialist with the Payroll Practitioner?” At many of these discussions the question was adequately answered, yet at others the panel seemed confused and did not know how to answer. At one discussion, this took the topic totally off what was been discussed where the balance of the time, about 45 minutes, was taken up in a discussion around the Remuneration and Benefits Specialist and the Payroll Practitioner.
When last did you see a job advert that captured your imagination?
The days of dreary black typeface newspaper advertising are long gone. The content and positioning of job adverts have become critical in the success of attracting top talent and sparking interest amongst passive job-seekers. Companies are becoming more innovative and creative in their war for talent and today’s job market is relying more and more on technology to entice quality applicants.
The implementation of the Skills Development Act and Skills Levy Act required all employers with an annual payroll of R500 000 or more to pay a skills levy equal to 1% of their annual payroll. In order to qualify for a mandatory grant equal to 50% of the skills levy paid, the employer had to appoint a Skills Development Facilitator, complete an Annual Training Report (ATR) with all training provided to staff during the reporting period and a Workplace Skills Plan – indicating the planned training for the coming reporting period. The WSP and ATR had to be submitted to the relevant Sector Education Fund (SETA) by 30 June every year.
On the 27th of February, our Finance Minister, Pravin Gordhan, gave his budget speech. Every business magazine and newspaper has dissected this budget to the bare essentials to make it better known to us. Most people understand the implications the budget has for them. I do not want to dwell on all the comments already made, but will highlight a few of the points of the budget. My main purpose it to show how the budget will affect payroll and what the payroll administrators should be aware of.
Parties of the National Bargaining Council for the Road Freight and Logistics Industry have concluded a new agreement which comes into effect on the 1st of March 2013.
The agreement contains the minimum wage increase which is a 10% increase across the board to all employees employed prior to the coming into operation of the new wage schedule. A new sub-item has been added to the agreement which makes provisions for extended bargaining unit employees graded up to and including C1 on the Patterson Grading system which is:
The minimum wages for the Wholesale and Retail Sector shall be increased with effect from the 1st of February 2013.
The hourly rates for all job categories will increase by an average of 6% in Area A and 7% in Area B.
The methods of calculation of minimum wages for 2014 and 2015 have also been set in the amended determination and are available by following the link provided.