Chairing of disciplinary hearings, guidance on written notifications to employees of allegations and the legal timeframes required thereof.
Companies often fail to gain access to legal advice until a dispute arises that costs more to cure than it would have cost to prevent. While engagement occurs, clients too often feel their interests are not aligned with those of their lawyers. Employer associations have also helped to drive down the cost of legal services and have attracted SME clients at an early stage of their development.
IR KIT CONTENT
DISCIPLINARY AND GRIEVANCE DOCUMENTS:
1. Chairmans Record of Hearing, 2. Disciplinary Procedure, 3. Dismissal Letter, 4. Final Written warning, 5. First written warning, 6. General rules, 7. Grievance form, 8 Grievance procedure, 9. Investigation of misconduct report, 10. Notice of suspension, 11. Notice to attend a disciplnary hearing, 12. Notice to attend performance hearing, 13. Performance counselling template, 14. Second written warning, 15. Test for intoxication, 16. Verbal warning, 17. Disciplinary code
18. Acknowledgement of Debt form, 19, Annual summary of employment record, 20. Induction checklist, 21. Job application form, 22. Leave application form, 23. Letter of resignation, 24. Outcome of grievance, 25. Overtime agreement, 26. Personal information sheet, 27. Reference checklist, 28. Restraint of trade, 29. Staff departure list, 30. Employee self evaluation, 31. Drug testing consent form.
32. Policy on Computer and internet usage, 33. Recruitment and selection policy, 34. Training and development policy, 35 Dress code, 36 Policy on drug testing, 37. HIV policy, 38 Leave of absence policy, 39. Policy on violence, 40. Sexual harassment policy, 41. Smoking policy, 42. Substance abuse policy, 43 Telephone policy, 44. Vehicle policy, (new policies added: 52. Customer Care Policy, 53. Dress Code, 54. Environmental health and safety policy, 55. Health and Safety Induction and 56. Non-discrimination policy)
CONTRACTS OF EMPLOYMENT:
45. Contract of employment for salaried employees, 46. Contract of employment for wage earners.
47. UIF – Certificate of service, 48. Maternity benefits application form, 49. UI19 for UIF benefits.
50. Workmens’ Compensation – Accident report form, 51, Registration form.
COIDA – Compensation for Injuries and Diseases Act
LABOUR RELATIONS ACT with CODES OF GOOD PRACTICE ON: CODES OF GOOD PRACTICE:
AIDS, Dismissal, Operational Requirements, Picketing, Pregnancy, Sexual Harassment
OCCUPATIONAL HEALTH AND SAFETY with regulations and hazardous substances regulations.
SKILLS DEVELOPMENT and UIF ACT
ARMS has been representing the interests of the retail, manufacturing and service sector for the past 12 years. This Employer association allows businesses the opportunity to engage lawyers, identify and manage risks thus avoiding complex issues from arising.
ARMS delivers critical information and legal advice to hundreds of businesses nationally, ranging in size from the smallest corner store to the many retailers, franchising, services and manufacturing groups.
Targeting mainly Small and Medium Enterprises that do not have the necessary internal resources.ARMS offers their members the opportunity to deal with labour issues easily and affordably by paying a monthly membership fee and gaining access to professional legal aid.