OFFICIAL PUBLIC HOLIDAYS FOR 2018

The 2018 official Public Holidays have been published on the South African Government website.

Employers making use of leave calendars on their payroll systems should update their calendars according to the table below.

* The dates on which Good Friday and Easter Sunday fall are determined according to the ecclesiastical moon. These dates vary each year, but they fall at some point between late March and late April.

** The Public Holidays Act (Act No 36 of 1994), determines whenever any public holiday falls on a Sunday, the Monday following on it shall be a public holiday.

Contact our legislation team at info@crs.co.za if you require any additional information.

© 2017 CRS Technologies (Pty)Ltd. All Rights Reserved.

Bills published for public comments

The recently-approved National Minimum Wage (NMW) Bill, including the amendment of the Basic Conditions of Employment Act (BCEA) and the Labour Relations Act (LRA), by cabinet, have been published in Government Gazette No. 41257 of 17 November 2017 for public comments.

The National Minimum Wage Bill makes provision for the introduction and enforcement of a minimum wage of R20 per hour which is due to come into effect on 1 May 2018. There are a few exceptions to the national minimum wage which include:

  • The minimum wage for farm workers will be 90% of R20 per hour (R18 per hour)
  • The minimum wage for domestic workers will be 75% of R20 per hour (R15 per hour)
  • The minimum wage for workers on an expanded public works programme is R11 per hour

The Basic Conditions of Employment Bill, 2017 seeks to introduce amendments to the Basic Conditions of Employment Act, 1997 in line with the enactment of the National Minimum Wage Act, 2017. The primary amendments to be introduced relate to the repeal of sections of the BCEA that relate to the making of sectoral determinations and the powers and functions of the Employment Conditions Commission.

Amendments to the Labour Relations Act aim to strengthen collective bargaining and to introduce an advisory arbitration measure to resolve strikes. The LRA amendments will be accompanied by a Code of Good Practice on Collective Bargaining, Industrial Action and Picketing. The Code is intended to provide practical guidance on collective bargaining, the resolution of disputes of mutual interest and to industrial action.

The Bills as published in Government Gazette 41257 can be accessed by following the link below: http://www.gpwonline.co.za/Gazettes/Pages/Published-National-Regulation-Gazettes.aspx

For information to comment on the draft Bills, please follow this link: https://www.gov.za/sites/default/files/41257_rg10779_gon1277.pdf

 

Contact our legislation team at info@crs.co.za if you require any additional information.

© 2017 CRS Technologies (Pty)Ltd. All Rights Reserved.

This is according to Nicol Myburgh, Head of Human Resources at CRS Technologies, a leading provider of HR and HCM solutions and services, who adds that the Employment Equity Act is beginning to make a significant difference.

“Although the Employment Equity Act was gazetted in 1998, it is only been gaining traction recently on the gender front with the large focus on gender issues in recent years.  The purpose of the Act is to achieve equity in the workplace by promoting equal opportunity and fair treatment in employment through elimination of unfair discrimination and implementing affirmative action measures. However, the major focus and media attention has mostly been on race and not gender,” says Myburgh.

The CRS Technologies executive explains that statistically, South Africa has some work to do to fully implement the principles and objectives of this legislation.

Myburgh refers to data sourced from the World Economic Forum which ranks the country in 17thposition out of 136 nations in terms of gender equality.

He adds that the South African gender pay gap is estimated, on average, to be between15% to 17%.

“This implies that a South African woman would need to work two months more than a man to earn the equivalent salary that he would earn in a year,” adds Myburgh.

While the Employment Equity Act seeks to enforce the principle of equal pay for equal value, the burden now rests with HR management practitioners to uncover potential cases of pay inequity and effectively address these.

This has become even more relevant and necessary given the prevalence of female senior management across many industries.

Myburgh says that while it is true that more women are securing top management positions today than ever before, this does vary from company to company – and many of the larger organisations actively work towards correcting this gender gap.

“The problem lies with small-to-medium enterprises, I have found that with many smaller organisations the perception of ‘this is a man’s job’ still exists. However, the pressure exerted from their clients to obtain a certain BBBEE level has helped correct this. Although it hasn’t changed their perception, it has, at least changed their approach,” he says.

From a CRS Technologies perspective, the key message to the market is that the gender gap is not just an equity issue, it is, in many cases, hindering employers from obtaining top, sought-after skills because of their own perceptions regarding gender.

Digital transformation is impacting on businesses across industry sectors. But despite the push towards a more connected environment, traditional human resources (HR) solutions need some catching up to do. Ian McAlister, General Manager of CRS Technologies, looks at the benefits of an integrated HR payroll solution in this modern landscape.

“The likes of cloud computing, virtualisation, artificial intelligence, and even chatbots have emerged as topics of discussion in boardrooms the world over. Ultimately, these solutions (as with most digital approaches) are focused on delivering improved efficiencies, at lower costs, in a way that meets customer expectations. However, in the rush to embrace new innovations, the temptation is there to let some of the more traditional approaches fall by the wayside – HR being one of them.”

In general, HR systems are very administration-centric. Most practitioners are stuck ‘ticking the boxes’ and ensuring salaries are paid on time. Yet, HR provides the business with a key platform to engage with its employees more effectively and get more value out of them.

Value-driven HR
“Thanks to the digitalisation of business environments, decision-makers are more open to embracing new ways of thinking than in the past. This has also resulted in all aspects of the business under pressure to show a willingness to innovate and do things differently. HR deals with the most important aspect of the business in this regard – its people.”

Too often, digital transformation is focused on technology on its own. Yet, without employees willing to embrace it and utilise the new systems to unlock value, no real benefits can be had. Today, HR departments need to find ways to deliver value to the organisation. By knowing how to get the most out of employees, it has the potential to be the single most important function inside the organisation.

“Granted, technology is one of the ingredients to unlock this change. But the shift must happen from employees who are looking for increasingly innovative organisations that can meet not only their customer requirements but those of the staff as well. Embracing an integrated HR solution is the best possible way to transform the people management vertical inside the business.”

Not just technology
By linking the HR system to other core business applications, the company can improve daily operations by optimising turnaround time on queries and associated workflow processes. Just consider the difference this integrated approach brings to the organisation as opposed to outsourcing to a payroll consultancy or using modular software.

“This [integrated] system also brings with it compliancy to legislation by ensuring employees have correct access to back-end data based on their job levels. Furthermore, the operational data can provide insights into real-time to further empower employees (and the HR departments) to make better decisions based on current scenarios.”

Reporting is also enhanced with more accurate data built from all departments in the business. Having a linked environment means value can be derived from building more dynamic reports that provide executives with specific information based on their needs instead of just using the template-driven environment of the past.

“These digital times bring with it a great level of excitement. Of course, the onus is on the business to evolve its HR function to be a part of this and deliver true business value to the organisation.”