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The assumption is often made that people who do volunteer work are not employees. But are volunteers protected by labour legislation?
What should an employer do when an employee submits an irregular sick note and pleads ignorance when confronted?
One of the most frustrating challenges for employers is managing situations where employees are absent without communication.
Employees who earn in excess of a certain amount per year (the “earnings threshold”), do not enjoy the same protection under our labour legislation as lower-earning employees. How does this work, and what are the other implications?
Just when we thought the law on dismissal after retirement was clear, the Constitutional Court (CC) befuddled the issue with a three-way split decision. Where does this leave employers?
The national minimum wage (NMW), will increase with effect from 1 March 2025. There will also be an increase of the minimum wage in certain specified sectors.
VOLUNTEER FORCED HERSELF TO VOLUNTEER AT OUR CENTRE. AND BECAUSE WE OPERATED FROM ZERO BUDGET AND WE DIDNT KNOW HOW THEY WOULD PERFORM AND WITH TIME WE REALISED SHE WAS PROBLEMATIC, WE CONTINUED CORRECTINGF HER AND WARNING HER THAT SHE IS NOT YET A VOLUNTEER, NOT SIGNED A MEMORANDUM OF AGREEMENT THEREFORE SHE CAN DO AS SHE WISH. DURING ONE ON ONE MEETING WITH STAFF SHE WAS THE ONLY ONE RUDE AND LEFT WITHOUT TALKING TO US TRYING TO RESOLVE THE MATTER BECAUSE SHE WANTED TO TALK AS A GROUP. NO0W SHE TOOK US TO CCMA FOR HAVING REQUETSED HER TO LEAVE THOUGH IT WAS FOR 2 DAYS AND REFUSED TO COME BACK AFTER SHE WASTOLD TO COME BACK
Reply to Beauty: If there was no agreement to pay her remuneration, she was arguably not an employee and will have difficulty claiming any relief at the CCMA.
Employers should refrain from employing voluntary workers, other wise they will be frustrated