The Labour Relations Amendment Act is in effect from 1 April 2015...

Are you implementing the changes?


Labour Relations Amendment Act Compliance Toolkit
Now that the LRA changes are in effect you need to make sure you’re fully compliant, and of course avoid massive lawsuits from employees and fines from the DoL!

What are the Labour Relations Amendment Act changes?
A dismissal is now automatically unfair if you don’t comply with the amended definition;
There are new time limits for the Labour Court to hear an application from you to review a CCMA case;
Fixed-term employees will now be deemed permanent employees after three months;
Employees from labour brokers will now be deemed permanent employees after three months;
Unions can now turn to the CCMA to override your decision on employee benefits; and
There are new changes to striking and picketing rules.

Find out how to implement these changes or you could end up paying up to 24 months’ employee’ salary!
 
The LRA changes our report focuses on are:

1. Dismissal: There’s now a new way you can be caught out for unfair dismissal. Find out what it is so you don’t end up losing a case at the CCMA.

2. New time limits have been set for the Labour Court to hear an application from you to review a CCMA ruling. I’ll show you these time limits and discuss how to meet them.

3. The regulation of non-standard employment including:

 
4. Organisational rights to unions: Do you have a union? Then it’s important you know the new requirements and what factors are now put in place for the union to get organisational rights, such as employee benefits. If you ignore this requirement, you’ll have the CCMA and angry unions to deal with.

5. Strikes and picketing: Before the amendments, your employees could only picket at a place which the public had access to and your premises. Now that’s all changed. We’ll show you the new CCMA process you must follow and the factors the Commissioner will take into account when deciding where your employees can picket.


A few of the issues our report covers are:
What is a fixed-term contract in terms of the new Act?
When may you employ a fixed-term employee for longer than three months?
What does it mean to treat a fixed-term employee “on the whole not less favourably” than a permanent employee?
How should you amend your fixed term contracts to make provision for the amendments?
What does it mean if the client is jointly and severally liable with the labour broker?
How should you amend the agreement with your labour broker to cater for the amendments?

As you can see, this is a lot of information. But our report makes sure you understand what these amendments are, and what measures you should implement to avoid a lawsuit from an employee.

  Yes, I want to make sure I don't land up having
to pay an employee up to 24 months' salary!
Easily implement the Labour Relations Act amendments with the Labour Relations Amendment Act Compliance Toolkit
 
Because the information you’ll discover in the Labour Relations Amendment Act Compliance Toolkit is so urgent and vital for your business right now, I want you to get your hands on it as soon as possible. So I’ve thrown my weight around as the publisher to give it to you for the special price of just R799.
 
But you must hurry... My group publisher, Annabel Koffman has already warned me that I can’t give it to you at this price forever!
 
Don’t hesitate. Order your copy of the Labour Relations Amendment Act Compliance Toolkit at the special low price of R799 today!


  Yes, I want to make sure I don't land up having
to pay an employee up to 24 months' salary!

Here’s to complying with all Labour Relations amendments 100%!


 
Taryn Strugnell
Managing Editor, Labour Law for Managers
 
P.S. Order the Labour Relations Amendment Act Compliance Toolkit today and you’ll also receive a 7 day money-back guarantee. During that period, if you feel it can’t help you comply with the Labour Relations Amendments, simply let me know and you’ll receive a full refund. Order today! Imagine the relief you’ll feel you know you’re compliant with the latest Labour Relations Act changes.

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