CONFRONTING A TROUBLED EMPLOYEE

[BBBEE_CompSpec]

It seems to me you don't have an equity plan in place at the company. You also don't have an EAP in place either. Legislation has changed. You cannot get rid of an employee until you, as an employer, has done everything in your power to assist the problem employee. The Equity Plan is legislation. Every country throughout the world have legislated the EAP. Dismissal should be the last section of your agenda. Once you have attempted or resolved the troubled employee's problem there should now be no problem for better performance. The employees must believe you have an open door moratorium.

[Marq]

?

[BBBEE_CompSpec]

I like it when you play devil's advocate. It brings out the best in me.

Since the inception of COSATU we have had the law according to Legislation and the law according to COSATU. Many businesses have gone the route of believing every word told to them by the unions. They fear retaliation should they refuse to obey.

There are three audits you need to do on your business, on an annual basis, to stay ahead of your employees, namely:

1. O F O Code Audit
2. Skills Audit
3. HR Audit

Added to this you need to have in place:

1. Employment Equity Plan
2. Policies and Procedures Manual
3. Terms and Conditions
4. A Training Matrix for each year
5. An Employee Assistance Programme
6. A Succession Plan

Good Human Resources Practice include the following:

1. The four different Contracts of Employment
2. A Probationary Review Contract
3. An Organogram (Channel of Command)
4. A Production Flow Diagram for each department

This is besides all the Acts (A copy of each to be kept on your business premises), Regulations and Sign Boards required to run your business.

If you are running all the above-mentioned operations, plus instituting annual reviews, you have the perfect business. If you can get your WSP/ATR in at the beginning of April every year, your Mandatory Grant payment will take place before the limitation date, June 30 each year.Your Employment Equity Report will be ready before January 1. You will know exactly who is working and who is not, who needs training and who does not, and who remains in your employ and who goes. Your SETA will have so much respect for you, they won't have a problem paying your Discretionary Grant. You would be the perfect company to train employees in.