Prospective Employee Management

Prospective Employee Management

 

There comes a time in every company growth, where the business starts becoming sustainable and CEO and directors need to let go of certain tasks, including the human resources task of hiring quality employees, and rather focus on company growth, innovation and taking their company to the next level. The amount of effort that goes into advertising positions, checking CVs and short listing is time better spent elsewhere in the company. Yet, if the task is just passed off to unqualified professionals or uninterested parties, often the standards are dropped and the company starts hiring incorrect prospective candidates or unqualified professionals. Without proper reference and social media checking, the company and human resources could potentially hire inadequate candidates who are not right for the company’s culture.

 

This is where Red Pepper Consultants comes in. With years of experience under their belt in Human Resources, Payroll, Dispute Resolution and Resume Drafting, they have the right experience and know-how to champion the task of finding the right prospective employee. They have also a long-list of satisfied, high-profile clients, including, but not limited to; Wimpy and Von Bruun. They have formulated and perfected over time the procedures during the entire recruitment process, resulting in time being saved for the company resulting in savings also on the bottom line.

 

Red Pepper Consultants take care of the human resources task of advertisements placements, using correct resources for each position and tailoring requirements to attract the right employee. They deal with the copywriting of the advertisement, as well as the strategic placement in newspapers and online media. They have also streamlined the interview process, by developing key interview questions and quality checking social media and preference references. They take into consideration each company’s culture, focus and mission to ensure the same ideals are within the prospective candidates. They will phone the previous employees, check if the candidate fits within the company culture and ensure quality.

 

They short-list hundreds of applicants down to a vital few, which they will then bring to your attention so that you only have to look at the top prospective candidates rather than the whole crowd. The fact is that interviewing endless people that have not been screened wastes company time, as well as the time of those people involved. Rather let a consultant company do the foundation work for you.

 

As Red Pepper Consultants offer a variety of Human Resource services, it just makes sense to utilize them in being your consultant of choice for Prospective Employee Management. Other services that Red Pepper Consultants offer include handling business labour disputes, from initiating disciplinary enquiries, through to managing documentation. They also administer payroll systems and administration, as well as human resources services.

 

Red Pepper Consultants are based in Johannesburg, the business hub of South Africa, and can be reached on info@redpepperconsultants.co.za or find more information on http://www.redpepperconsultants.co.za

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Unfair Discrimination

Unfair discrimination in the workplace

Unfair discrimination is when a person is treated differently to others because they belong to a certain category (such as race or gender).  This could be through showing favour to certain employees, or through prejudice and bias against others.

If there are burdens placed on a person in the workplace (for example, through harassment) or benefits are withheld, it is considered unfair.

Based on the Employment Equity Act, nobody may discriminate against employees because of any of the following protected characteristics:

  • race;
  • gender;
  • sex;
  • pregnancy;
  • marital status;
  • family responsibility;
  • ethnic or social origin;
  • colour;
  • sexual orientation;
  • age
  • disability;
  • religion;
  • HIV status;
  • conscience;
  • belief;
  • political opinion;
  • culture;
  • language; or
  • birth.

Employers may not discriminate against any member of staff because of these characteristics; including salary, working hours, benefits, promotions, training and other job perks.
 

The following are examples of unfair discrimination:

  1. After receiving a job offer, a woman mentions she is 20 weeks pregnant and the offer is immediately withdrawn because of this fact.
  2. An employee is sexually harassed or bullied at an office party because she is the only woman present.
  3. A worker is paid less than his/her colleagues based on their gender or race.
  4. Homosexual partners are not invited to events, but heterosexual partners are.
  5. A man of a particular race is required to check in with his supervisor each morning, but other employees aren’t.
  6. Name calling based on race, gender or sexual orientation. For example, “moffie” or “coconut.”

In some cases, however, discrimination is considered fair.  One is when affirmative action is applied and certain groups of people are advanced in the workplace because they were previously disadvantaged or discriminated against.  Another is when the requirements of a job prohibit certain people automatically, for example, excluding blind workers from operating machinery.  Also, giving certain benefits to managers or senior staff that other employees do not receive (such as a company car) is not considered unfair.

It is important that employers remove any discriminatory clauses from their employment contracts, and that all complaints are treated seriously.  Even if the employer is not directly involved, harassment or misconduct from employees towards another member of staff that is deemed unfair, is legally the employer’s responsibility.  An employee who has been unfairly discriminated against can take legal action against their employer.  This needs to be done in writing to the CCMA within six months after the specific act that allegedly took place.

Any direct assault against a person’s dignity through humiliation or hostility needs to be addressed immediately by the employer to avoid paying compensation or getting involved in long legal battles.

Every person has the right to equality and fair treatment in their work environment, from the moment they apply for a position until they resign or retire.

The new Provident fund legislation and how it affects you

In March 2016, the Taxation Laws Amendment Act (2015) was signed into law by President Jacob Zuma.  This directly affected how retirement funds are taxed.

 

Provident fund members, who receive a lump sum upon retirement, now benefit from a larger tax deduction on contributions that are made to their fund.  This has increased from 20% to 27.5% of taxable income.  If employees currently contribute to their fund, they will see an increase in their take-home pay because of this higher tax deduction.

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Disciplinary Hearings

The 4 things you need to know about disciplinary hearings

As an employer stepping into a disciplinary hearing with a staff member, you need to have the mindset of an attorney on Law and Order, with some top-notch legal savvy under your belt.  You need to know detailed facts, be clued up about rights, and definitely have a spare pen.  This is one time you really do want to be taking notes.  If it’s not in writing, it doesn’t count.

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Labour relations in the work place

Labour relations in the work place

 

When the words “I’m going to the CCMA” come up, employers often panic and give in to demands.  Or you may be in the situation where your staff don’t come to work because they are striking, and you are left to deal with irate clients and a potential drop in company income.

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Performance in the Workplace

Failure to meet deadlines. Substandard reports. Mediocre results.

 

For the employer, this is the stuff that nightmares are made of. But, when an employee is failing to perform, what can the employer really hope to do about it? At Red Pepper Consultants, we pride ourselves on knowing the ins and outs of labour law. In fact, as experts in human resources, we’d like nothing more than to share a few tips of the trade with you.

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Labour Relations Information and Blog