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Welcome to the Employers’ Association for Retailers,
Manufacturers and Service Providers.

From hiring and firing through to dealing with disciplinaries, retrenchments and contracts,
you’ll discover what to do, what not to do, and how to get it right first time. Find out more about how you can become a member.

Services

Labour Compass Blog

11
Jun

Labour law - COIDA

The purpose of probation is to determine if an employee is suitable for permanent employment. Q:           When may I...
11
Jun

Labour law - Probation

        The purpose of probation is to determine if an employee is suitable for permanent employment....
11
Jun

Labour law - Fixed term contracts

This is the first of what promises to be regular, and I trust informative, bite- sized labour morsels.  If...

About Us

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.

 

Members receive complimentary access to telephone support dealing with any queries . From general question to ones like “What are the minimum requirements for the minutes of a disciplinary hearing?” or “ We’ve just caught one of my employees sharing sensitive and confidential information with a competitor. We want to start taking immediate disciplinary action, what do we do?”

 

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

PERSONNEL DOCUMENTS:

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.

COMPANY POLICIES:

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.

FORMS:

47. UIF – Certificate of service, 48. Maternity benefits application form, 49. UI19 for UIF benefits.

50. Workmens’ Compensation – Accident report form, 51, Registration form.

LEGISLATION:

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.

 

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