Practice Areas

We provide the necessary advice, tools and assistance throughout the various processes of labour relations, working to ensure the best practical outcome for our clients and ensuring fair labour practices.

Drafting of Workplace Policies and Agreements

Documenting the specifics of the employment relationship in writing is not only a legal requirement but can also help you to protect your business and manage relationships with employees. Different types of contract apply, depending on the employment status of the individual. It is vitally important to have correctly determined the employment status of the person you’re hiring before writing an employment contract.

Policies and procedures provide employees with a clear understanding of what is expected of them. Policies and procedures provide a fair, predictable and consistent approach to managing the workplace and workplace issues.

We can help you with the drafting of these documentation to ensure that there are no uncertainties in the workplace.

“Concluding employment agreements together with the development and enforcement of strong policies and procedures, improves workplace culture and protects an organization from potential disputes” – Charmaine Coetzee

Workplace Procedures relating to Discipline, Incapacity and Operational requirements

Women discussing issue

The three main reasons that may lead to dismissal of an employee includes the following:

  • Discipline: A disciplinary process is followed in allegations of misconduct by an Employee. All allegations of misconduct must be investigated and if necessary, followed by a Disciplinary Hearing
  • Incapacity: This type of issue(s) can be as result of poor-work-performance or illness/injury. In poor performance, the employee has not broken a rule or standard, but has failed to reach a required work performance standard in terms of quality or quantity of output. In poor performance, the reason for it can be due to outside factors over which the employee has no control, or it can be due to ill-health or injury.
  • Operational Requirements: This is defined in section 213 of the Labour Relations Act to be “economical, technological, structural or similar needs of the employer.” The Employer may need to restructure and/or retrench employees to suit the requirements.”

“Employers need to ensure that they adhere to the prescribed procedures in the Labour Relations Act and the Code of Good Practice in relation to any action which may lead to dismissal of Employees. All actions must be procedurally and substantively fair.” – Charmaine Coetzee

Advising and providing support to clients on General Labour enquiries

Trigon Labour Solutions Centurion strives to provide sound advice and support to our clients in order to facilitate fair labour practices.

Our goal is to prevent employers from entering into time-consuming labour disputes that could have been prevented.

All of the processes mentioned above require meticulous execution and we are there to provide the necessary expertise.

“Each business, employment relationship and labour dispute is unique. Every situation calls for a specific set of procedures that need to be followed. Without the proper advice and guidance, an Employer places itself at risk and might find itself in hot water.” – Charmaine Coetzee

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