Performance Management forms the basis for goal setting, measurement and performance evaluation in order to achieve the agreed and expected results. Performance Management is directly related to personal and organisational goal setting and achievement. The results of people who are involved in the process of planning, goal setting, measurement and achievement, will be of an […]
Company policies and procedures ensure uniformity and provide the parameters within which employees and managers can act. The implementation of policies and procedures ensure consistency and fairness towards all employees as well as compliance with relevant labour legislation. JHG Personnel Practitioners can assist you with the drafting and implementation of your company’s unique policies and […]
Maintaining fair labour practises ensure that the people are treated fairly and consistently within the guidelines of labour legislation, thus promoting a positive employer/employee working relationship. We have a sound reputation in terms of facilitating labour disputes on behalf of our clients. We have the expertise and experience to assist you with the following: Drafting […]
OVERVIEW
1.7.1. The procedure for dealing with resignation
1.7.2. The procedure to follow in case resignation is withdrawn
FORMS TO DOWNLOAD
1.1.12 Applicant rejection letter / Certificate of Service
1.1.13 Employee Personal Details Form
1.1.14 Employee Resignation Form
OVERVIEW
1.6.1. Absenteeism versus Desertion
1.6.2. The Rule
1.6.3. The process to be followed when dismissing a deserter
1.6.4. The process to be followed when the deserter returns
FORMS TO DOWNLOAD
2.1.3 Desertion procedure
3.1 Absenteeism and Desertion Policy
OVERVIEW
1.5.1. Appointment of a facilitator
1.5.2. Sixty days allowed for consultation/facilitation
1.5.3. The consultation process
1.5.4. After the 60 days
FORMS TO DOWNLOAD
1.1.11 Notice of intention to retrench
1.4.6 Retrenchment advice
OVERVIEW
1.4.1. What is meant by retrenchment?
1.4.2. Under what circumstances can employees be retrenched?
1.4.3. Duty to consult
1.4.4. What selection criteria should be used?
1.4.5. How can retrenchments be avoided or minimized?
1.4.6. Timing of the dismissals
1.4.7. Mitigating the adverse effects of retrenchment
1.4.8. Severance pay
FORMS TO DOWNLOAD
1.4.6 Retrenchment advice - Example of letter terminating services
OVERVIEW
1.3.1. What are the signs of medical incapacity?
1.3.2. The procedure to follow in case of medical incapacity
1.3.3. Considerations of fairness
1.3.4. Guidelines in case of dismissal arising from ill health or injury
1.3.5. Confidentiality
FORMS TO DOWNLOAD
1.1.26 Investigation into incapacity due to ill health
OVERVIEW
1.2.1. Principles
1.2.2. Procedural and Substantive Requirements
1.2.3. The Disciplinary Hearing
1.2.4. Principles that will apply to Disciplinary Hearings
1.2.5. Proof on a balance of probabilities
1.2.6. Record keeping and administration after the hearing
FORMS TO DOWNLOAD
1.1.27 Disciplinary appeal form
1.1.28 Disciplinary report
1.1.29 Notice forms
1.1.30 Lodgement of a grievance
OVERVIEW
1.1.1 - Clarifying poor work performance
1.1.2 - Unable or unwilling to meet performance standards
1.1.3 - Procedure for dealing with poor work performance
1.1.4 - Considerations for dismissal for poor performance
1.1.5 - Parties involved
1.1.6 - Probationers and poor work performance
FORMS TO DOWNLOAD
1.1.11. Notice of intention to retrench
1.1.22 Performance Management Cycle and Forms
1.1.23 - Notice to attend a poor work performance counseling session
1.1.24 - Disciplinary finding for work performance
1.1.25 - Official record of poor work performance inquiry
1.2.4 - Dismissal for poor work performance : employees other than probationary employees
1.2.5 - Poor work performance counselling session
1.2.6 - Poor work performance hearing
1.2.7 - Checklist for dismissal for operational requirements
1.2.8 - Checklist for dismissals
1.3.2 - Notice of dismissal
2.1.6 - Poor work performance hearing
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