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所在平台: Udemy |
课程主页: https://www.udemy.com/course/human-resources-labour-law-disputes-to-dismissals/
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课程名称：人力资源劳动法 - 争议与解雇 课程概述：本课程与南非的雇佣劳动法相关，针对在南非工作的员工。公平劳动实践原则是南非共和国宪法所保障的基本权利，宪法是国家的最高法律。无论您是小企业主、独资经营者、合伙企业还是大型公司，如果您雇佣员工，您应该了解基本的雇佣条件。如果发生争议，您也必须了解应采取的正确步骤，最重要的是，您要知道需要保存哪些文件。 讨论主题： - 争议及其不同类型 - 结社自由 - 组织权利 - 集体协议 - 共同利益问题 - 不当解雇 - 不当劳动实践 - 不当歧视 如果您是与雇主发生争议的员工，或反之，例如：解雇、工资和工作条件、工作场所变更或歧视，您可以要求CCMA进行调解或仲裁。同时，工会或雇主组织也可以发起此行动，您在向CCMA提出事项时无需对方同意。 此外，课程还介绍了更快速的争议解决程序——调解与仲裁（con-arb），以及纪律处分的相关内容，如解雇前的纪律措施，包括： - 对轻微过失的口头警告 - 对持续不当行为的书面警告 - 对持续不当行为的最终警告 警告的有效期： - 口头警告有效期为3个月 - 书面警告有效期为6个月 - 最终书面警告有效期为12个月 解雇方面的内容包括： - 合理解雇的理由 - 由于不当行为的解雇 - 合理程序 - 纪律记录 - 因工业行动而导致的解雇 - 建设性解雇 - 不当行为解雇的指导方针 - 工作表现不佳的解雇指导方针 - 因健康或伤害而导致的解雇 课程包含： - 视频授课 - 可下载的课程材料 - 培训证书 - 选修评估 - SAIT认证 - 4个可验证的继续专业发展积点 讲师介绍： Ruzel van Jaarsveld，拥有26年以上的财务和记账经验，涉及多个行业和企业环境，精通试算表、工资、增值税、PAYE申报、库存控制、管理账目、电子申报及进出口程序等。她是一位经验丰富的讲师，曾在Biz Facility及多个国家级财务研讨会上为企业主和财务工作人员授课。 课程大纲：无
***This course relates to South African employment labour law with regards to employees employed in South Africa***The principle of fair labour practice is a fundamental right that is guaranteed in the Constitution of the Republic of South Africa which is the supreme law of the land.Whether you are a small business owner, sole proprietor, partnership or large corporation, if you employ staff you should be equipped with the basics conditions of employment. Should a dispute arise, you must also be informed of the right steps to take. Most importantly, you must know what documentation to keep.Topics Discussed:DisputesDisputes - Different types of disputesFreedom of association;Organisational rights;Collective agreements;Mutual interest issues;Unfair dismissals;Unfair labour practices; andUnfair discriminationIf you are an employee in dispute with your employer, or vice versa, over a matter such as:Dismissal;Wages and working conditions;Workplace changes;Or discrimination you may want to ask the CCMA to conciliate or even arbitrate your dispute.A union or employers' organisation may also initiate this action. You do not need the other party's consent before taking a matter to the CCMASpeedier dispute resolution process called con-arbDisciplinariesDisciplinary measures short of dismissalverbal warnings for minor transgressionswritten warnings for consistent misconductfinal warnings for persistent misconductDuration of Warningsa verbal warning should remain valid for 3 monthsa written warning should remain valid for 6 monthsa final written warning should remain valid for 12 monthsDismissalsFair reasons for dismissalDismissals for misconductFair procedureDisciplinary recordsDismissals and industrial actionConstructive dismissalsGuidelines in cases of dismissal for misconductGuidelines in cases of dismissal for poor work performanceIncapacity: Ill health and injuryGuidelines in cases of dismissal arising from ill health or injuryAll Included:Video presented courseDownloadable course materialCertificate of trainingAssessment (optional)SAIT Accredited - 4 Verifiable CPD PointsAbout the Presenter:Ruzel van JaarsveldRuzel has over 26 years financial and bookkeeping experience, working with many industries and corporate environments, with extensive knowledge and practical application of trial balance, payroll, VAT, PAYE returns, Inventory control, Management Accounts, E-filing and Procedures of Importing and Exporting.Ruzel is a seasoned appointed facilitator with Biz Facility, and for numerous years has been presenting various national practical financial workshops to business owners and corporate financial staff.
