Labour Law Training Pretoria | Labour Law Training Johannesburg | Gauteng | South Africa
(Courses, Seminars - South African Labour Law Specialist)
Johanette Rheeder Incorporated
(labour law attorneys, labour law training)
Johanette Rheeder is an admitted attorney of South Africa and specializes in labour and employment law and public and in-house training. Although we are based in Centurion, Gauteng we conduct training courses throughout South Africa and clients are invited to contact us for a quotation for their training requirements.
As a legal practice, Johanette Rheeder Incorporated strives to provide prompt and professional advice and service to its clients, based on skill, expertise and resources within the legal environment. As attorneys, Johanette Rheeder Inc specialises in Labour and Employment Law. Within these fields of expertise, it provides the following legal and professional services to its clients:
Within these fields of expertise, it provides the following legal and professional services to its clients:
- Labour litigation in the Labour Court, Labour Appeal Court and High Court, Supreme Court of Appeal and the Constitutional Court. We specialise in all types of labour litigation, including reviews, appeals, applications, urgent applications and interdicts.
- General legal advice and opinions on civil matters, labour and employment law.
- Chairing disciplinary hearings
- Representation in arbitrations in the CCMA and bargaining councils.
- Settlement negotiations and agreements.
- Advice, negotiations and settlement on retrenchment and incapacity.
- Wage negotiations and advise on all collective or union matters.
- Negotiating and drafting of collective agreements and recognition agreements.
- Assisting and advising on labour matters in forensic audits into employee related misconduct.
- Investigations into ethical and labour related complaints and misconduct
- Conducting webinars, in-house and public training for employers, managers and human resource practitioners on various labour related matters through Labour Smart training;
- Johanette specialises in employment equity. In this regard we draft EE plans, conduct consultations and perform the analysis, draft plans and reports and advise our clients on matters such as unfair discrimination and equal pay for equal value.
- Advise on the implementation of section 198A to D of the Labour relations Act re labour brokers, temporary, part time and vulnerable employees.
We also specialise and assist employers with the following services and training:
- How to initiate and chair disciplinary hearings.
- Presenting a case in the CCMA and Bargaining Councils.
- Guide to Employment equity in the workplace.
- Retrenchments and transfer of businesses.
- Conflict resolution and managing union relations.
- Yearly case updates.
- The effect of relevant legislation on businesses.
- Workplace discipline and dismissal.
- Preventing and dealing with sexual harassment in the workplace.
- The five challenges manages face daily.
- The Labour Relations Amendment acts; and
- Introduction to the Protection of Private Information Act for employers.
COLLECTION OF DEBT FROM EMPLOYEES
By Alex Davies
From time to time employers are faced with a situation where an employee is indebted to the employer. In some cases the recovery of the debt is simple and painless however in other cases the situation can lead to significant difficulties and discord.
The aim of this article is to provide readers with an overview of the legal position and the procedures which should be followed in these circumstances.
WHEN CAN DEBTS BE RECOVERED FROM EMPLOYEES?
The starting point in answering this question is Section 34(1) of the Basic Conditions of Employment Act. It provides that employers may deduct an amount from an employee’s remuneration only if the employee has consented thereto in writing or the deduction is permitted in terms of a law, collective agreement, court order or arbitration award.
HOW CAN DEBTS BE RECOVERED?
Section 34(2) of the BCEA provides for deductions from remuneration where the employer has suffered losses or damage on account of the employee and a specific process is provided for prior to the deduction of monies which is in short the following: