- The background images used on this page are not royalty-free. Please use images from your own collection.  
 
- The page SAMPLE is a "hidden" page that contains sets of elements grouped into "sections": Title + photo, Icons + text, text + icons + video, etc...  
 
Select the section that best fits the design desired and copy/paste it onto your page (to “paste” in a specific location, right-click and choose Paste). Be sure to take the entirety of the section by selecting its external container (the one containing the background image or color). 
 
- Important: each "section" must have one, and only one, inner container (element group) for the section content. The outer margins of this sub-container set minimum distances from section boundaries.
 
- The "Horizontal" button in the "Selection" menu controls the automatic centering of an element. 

- To change the order of elements - i.e. place an element below another in a "relative" positioned container (like most of the content in the sections), use the Element Explorer on the left: green "arrow buttons" will appear when it is possible to change the order. Icons under an element and above the element group allow to put elements onto the same "line" and modify alignment.
 
- The entire header menu can be modified in its dedicated Layer (e.g. "Base_MenuRetractable"; simply change the page’s Layer to use a different menu). Use this to modify menu links (by copy/pasting existing links), change the colors etc. Note that these elements are pre-programmed to work with one another, so try to avoid “dragging” new ones on that could disrupt the general responsive behavior of the menu (favor using copy & paste).
 
- For more information, please consult the Wiki:  
 
http://wiki.openelement.com/en/index.php?title=Responsive_Templates_%22Centered%22
 
Please delete this notice before publishing the final version of your website.

To change the appearance of the page, edit the styles of the corresponding elements (in most cases by using the "Main Frame" Style Zone).  
 
To change the menu’s links: edit, copy-paste, or delete the Link Elements within. 
 
To hide an element without deleting it, use its property Visible.
To "activate" displaying of an arrow, use its property "Visible"
The background image included is for example purposes only. It is not free-for-use or royalty-free; please be sure to replace it with an image that you hold the rights to.
Labour, Employment, & Human Resources law
"Training in law by professionals at law"
Introduction to Labour Law for Human Resource Departments and Employers 
“It’s not me, it’s you…” 

Each delegate of each one of our training sessions will receive a copy of the relevant act/s being referred to during the course of the programme 
 
Each programme is developed to be completed in one day 
 
We do not believe in or follow a “one- size- fits- all” approach and as such can also tailor programme packages according to your unique needs or if a more detailed programme is required, training programmes lasting 2 and 3 days can be presented 
 
Practical examples and application will form part of each programme 

 NEEDS INTRO






- Basic law of contracts 

o Labour Law should not be dealt with as an individual set of rules but should be interpreted in the framework of law as a whole, an ever changing and ever evolving system of interrelated rules that govern the activities of entities within its area of function. However every working relationship is as unique as the individual elected to perform the task. It is for this reason that it is important to understand not only the terminology of the contract of employment but to keep employment contracts current, effective and understandable. 


- Drafting an employment contract 

o Using legal terminology such as Essentialia, Naturalia and Incidentalia when referring to clauses of a contract will not only impress your family and friends, but are the building blocks of all contracts. Knowing what is implied or accepted as common law may prove useful in that, this workshop aims to provide the tools necessary to identify different working relationships and enable employer to customise its contracts in order to avoid time consuming and resource waiting dispute resolution later. As good fences make good neighbours.  
 


- Termination of an employment contract.  


o Termination due to misconduct  

 nature of misconduct + a check list of actions which may or may not result in dismissal of an employee due to such misconduct + the formulation of charges of misconduct. 


o Termination due to incapacity  

 The Labour Relations Act recognises incapacity as a legitimate ground for dismissal, without defining the term incapacity the Code of Practice found in chapter 8 of the Act does refer to two different of incapacity being poor work performance and ill health or injury.  


o Termination due to operational requirements  

 Dismissal for the reason of operational requirements is a ‘no fault’ dismissal. In these circumstances, it is the employer’s restraints and needs rather than any act or omission on the part of the employee that causes the termination of employment. In order for the process to be substantially fair, a fair selection criteria must be applied, such criteria will be the focus of this discussion.  
 

- Strikes 
o In the South African job market where strikes have become somewhat of a national sport it is important to have some knowledge as to the workers right to strike as awarded by the Constitution (again all roads lead to Rome) and the limitation of this right by labelling participation in an unprotected strike as reasons for dismissal and more specifically the procedural requirements for the dismissal of such workers. As well as the concept of “no work – no pay” and how this affects striking workers’ benefits such as medical aid.  

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