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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.

 

Newsletter - March 2017

The extention of collective agreements in the workplace

By Alex Davies
Johanette Rheeder Incorporated

Collective agreements are entered into by parties in employment relationships on a regular basis, for a variety of reasons and in a variety of ways. Common types of collective agreements are recognition agreements or wage agreements, however there are others that exist as well.

Many large employers engage in collective bargaining with the representative unions in their organisation, this may be done on a centralised basis or at a specific level in the organisation, it may even be done through a mixture of both ways with certain terms and conditions determined at centralised bargaining and other terms and conditions determined at the level of an individual part of the organisation.

The Labour Relations Act (LRA), 66 of 1995, endorses the principle of majoritarianism. It provides for the extension of collective agreements concluded between an employer and representatives (unions) acting on behalf of the majority of the workers in the workplace, to the rest of the employees in the workplace.

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Latest Article

"Time frames for review in the labour court"
by Johanette Rheeder

JRA cannot stress the need to comply with time frames for reviews in the Labour Court strong enough. The pre-enrolment hearings as implemented by the Labour court are strictly adhered to with the presiding judges being strict about delays.

View Article

Latest Newsletter

The extention of collective agreements in the workplace
By Alex Davies

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A comprehensive guide to Employment Equity

Chairing and initiating Disciplinary Hearings

Investigating and charging in Disciplinary Hearings

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