JEM HR & Labour Law

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JEM HR & Labour Law JEM HR & Labour Law assists Companies with all their HR related issues. It is crucial for Employers to operate within legislation.

Not only does this protect an Employer lawfully but the Employer builds trust, faith and enduring loyalty in Employees regarding fairness and objectivity at the work place. The question should not be what makes JEM HR & Labour Law better than other Companies but rather what makes us different…. JEM HR & Labour Law is not another main stream Company chasing retainers and waiting for your call when

a problem arises, we keep in contact with our clients and make an effort to get to know your business well enough to understand your business culture and HR needs. JEM HR and Labour Law offer the following services to Clients:
• Telephonic and/or On-site Consultation
• Human Resources Consulting
• Assistance with your Recruitment and Selection Process
• Discipline Management
• Conducting Disciplinary hearings and Appeal Hearings
• Grievances
• Investigations leading to disciplinary misconducts
• Drafting and assisting with Warnings, Notice to attend disciplinary hearing and desertion letters
• Drafting of Employment Contracts, Confidentiality agreements, Company Policies & Procedures, Standard Operating Procedures and Job Descriptions
• Performance Assessment and Management
• Incapacity Management

• Conciliation and Arbitration Assistance and drafting Condonation and Rescission applications
• Retrenchments, Restructuring and Optimization
• Employee Personal Development
• Facilitating your Company’s Policies, Procedures and Inductions
• Facilitate Strategic sessions
• Assisting in unfair Labour Practice disputes
• Value-driven solution-focused Employee coaching and personal development

Training/Facilitating Experience
• Incorporating Company Policies & Procedures with Company Values
• Value-driven solution-focused Employee coaching and personal development
• Recruitment & Selection – Making the most valueble decision for your Company
• Executive PA’s Toolkit
• Self-branding
• Investigating & Initiating at a disciplinary hearing
• Office Etiquette
• Conflict Management
• Preparing for the CCMA

03/06/2015

Employers must have a written policy on smoking in the workplace, and the policy must be applied within three months from the date of coming into operation of the To***co Products Control Amendment Act, 1999 (Act No. 12 of 1999). Does your Company have this policy & procedure in place to protect the health of your non-smoking employees? Contact Natalie on [email protected] in order to assist you.

04/05/2015

It is in all businesses important and necessary to deal with employees' grievances. A written grievance procedure makes it much easier to resolve the issues in the workplace more effectively and quickly. The grievance procedure is drafted to deal with grievances fairly and objectively. Contact [email protected] for assisting your Company with drafting a suitable grievance procedure.

30/04/2015

According to the Basic Conditions of Employment Act, an Employer has to issue an Employment contract to an Employee. This Employment Agreement should outline the terms of employment i.e. job description, salary, working hours etc.
Have you provided your Employees with an Employment Contract and Job Description? If your answer is no, you should know the risks involved are far more expensive than asking JEM HR & Labour Law to assist your Company in this regard. Contact [email protected]

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