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 20 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…

YES! I want to use this tool to
put my HR nightmares behind me

 

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.

Why?

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 seven 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 eight 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:

  1. Let your employee take annual leave or unpaid leave… or
  2. 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:

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:

•    Absenteeism;
•    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!

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.

That’s right!

You can get your hands on HR Policies and Procedures for just R1 134.30 incl. Vat. for today only.

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 TODAY 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,

Rachel Paterson
Rachel Paterson
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 Procedures50 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:

  1. Absenteeism and Desertion Policy   
  2. Acknowledgement of Debt Form
  3. Affirmative Action Policy   
  4. Appeal Review Procedure
  5. Basic Conditions of Employment Policies
  6. Call Avoidance Policy (for Customer Services Agents)   
  7. Certificate of Service
  8. Confidentiality Policy
  9. Conflict of Interest policy
  10. Corporate Code of Conduct
  11. Desertion Procedure   
  12. Disciplinary Policy   
  13. Drug-Free Workplace Policy
  14. Electronic Communication and Security Policy
  15. Employee Assistance policy
  16. Employee Resignation Form
  17. Ethics Policy   
  18. Exit Interview Form
  19. Gifts Policy
  20. Grievance Procedure
  21. Incapacity Procedure for Poor Work Performance Policy
  22. Independent Contractors Policy   
  23. Leave Application Form
  24. Leave: Annual Leave Policy   
  25. Leave: Family Responsibility Leave Policy
  26. Leave: Maternity Leave Policy   
  27. Leave: Religious Holidays Leave Policy
  28. Leave: Sick Leave Policy   
  29. Leave: Special Leave Policy   
  30. Leave: Unpaid Leave Policy   
  31. Loan Policy   
  32. Loan/Advancement Application Form
  33. Nomination for Training Form
  34. Overtime Agreement
  35. Overtime Policy   
  36. Payroll Deduction Authorisation Policy
  37. Performance Review Policy
  38. Personal Code of Conduct
  39. Policies and Procedures Acknowledgement Signature Page   
  40. Policies and Procedures Overview   
  41. Holding a Public/Political Office During Employment Policy
  42. Recruitment Policy   
  43. Retirement Policy
  44. Sexual Harassment Policy   
  45. Smoking Policy   
  46. Social Media Policy
  47. Special Employment Conditions Policies
  48. Staff Exit Form
  49. Staff Loan Policy
  50. Training Costs Policy

 

YES! I want to use this tool to
put my HR nightmares behind me

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