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“Here’s to the crazy ones. The misfits. The rebels. The troublemakers. The round pegs in the square holes. The ones who see things differently.” (Steve Jobs when he was reinstated as CEO of Apple)
Directors are duty bound to apprise themselves of company activities and to make up their own minds as to how decisions should be taken. A spirit of independence and good governance should infuse leadership so that the best interests of the company are safeguarded.
Yet all around us we see companies in difficulty - State Owned Companies flounder and multinational heavyweights like KPMG, SAP, McKinsey and Bell Pottinger are in serious trouble.
How can you chart a better route for your company?
We discuss the “herd mentality trap” and how to avoid it.
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Do you always have to go to endless bureaucratic lengths with disciplinary cases against your employees?
We discuss the case of a law lecturer who, having been arrested and detained by the police on criminal charges, was then dismissed by his employer after a disciplinary hearing held in his absence. Both he and his attorney had failed to make representations in response to disciplinary charges instituted against him.
We discuss the outcome of the employee’s application to the CCMA for compensation, the requirements of the “Code of Good Practice: Dismissal”, and the importance of complying with them.
We end with a warning that in some circumstances a full formal hearing should always be held.
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It’s easy as an employer to lose sight of the potentially negative consequences of not getting employee payslips 100% correct.
Errors will put both you and your employee at risk of wasted time, frustration, after-the-fact arguments with SARS or retirement funders, and so on. You even risk damage to your public image because of course payslips are often used in the public domain, such as for getting bank loans.
Perhaps worst of all, you could jeopardise the mutual trust inherent in your employer/employee relationship.
Here’s our checklist of 6 things in particular that you should always verify and check …
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