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Frequently Asked Questions

  • Hoe weet ek die persoon of instansie wat ek vir werwing gebruik is geregistreer by die Departement van Arbeid?

    Enige persoon of instansie wat teen vergoeding mense vir ‘n kliënt werf, moet volgens Artikel 24 van die Wet op Vaardigheidsontwikkeling geregistreer wees.

    Vra dus vir ‘n registrasiesertifikaat as bewys. Vir ‘n voorbeeld, kliek hier.

  • Hoe word verlof en skeidingspakkette vir tydelike werknemers bereken?

    Tydelike werknemers kwalifiseer na 4 maande in diens vir verlof, maar uitbetaling van verlof word net bereken op dae werklik gewerk en dae geregtig op betaling, soos vakansiedae.

    Let ook daarop dat vir seisoenswerkers wat weer by dieselfde werkgewer in diens tree, en die periode tussen die 2 dienstydperke is minder as 1 jaar, word die tydperke bymekaargetel vir berekening van die 4 maande.

    Wanneer tydelike werknemers langer as 24 maande in diens is en hulle diens word beëindig, kwalifiseer hulle vir skeidingspakkette, maar die 24 maande word bereken op tyd werklik gewerk.

    Met ander woorde: as ek verlof bereken vir seisoensmense, moet hulle na 4 maande in diens verlofgeld kry, maar bereken op werklike ure/dae gewerk, terwyl  skeidingspakkette na 24 maande werklik gewerk eers betaal word.

  • Kwalifiseer 'n aanneem-ma vir kraamverlof?

    Ofskoon wetgewing nie vir kraamverlof tydens aannemings voorsiening maak nie (behalwe die 3 dae menslikheidsverlof) beveel ons aan dat werkgewers wel onbetaalde verlof toestaan en dat ‘n duidelike beleid hieromtrent geformuleer word. Vroue wat kinders onder 2 jaar aanneem, kwalifiseer wel vir werkloosheidsversekering.

     

  • Hoop normale verlof op wanneer iemand met verlof is as gevolg van 'n besering aan diens?

    Daar bestaan, selfs by die Departement van Arbeid, onsekerheid of normale verlof (en siekteverlof) ophoop terwyl ‘n persoon afwesig is as gevolg van ‘n werksbesering. Tot tyd en wyl ons meer duidelikheid hieroor het beveel ons aan dat verlof nie ophoop nie.

  • Are foreigners covered by UIF?

    Every employee in SA is liable to contribute to (and claim benefits from) the Unemployment Insurance Fund, regardless of nationality or citizenship. However, there is one exemption, as follows –

    • Where an employee has entered South Africa in terms of a contract of service which requires the employer to repatriate that person on completion of that contract, or where the employee is required by law or by the contract to leave South Africa on termination of employment.

    Note that the above exemption does not refer to foreigners (in fact, that term is not used in the UIF Act).  It refers to any person who enters South Africa under the terms set out. Thus, it could apply to a South African citizen who is resident outside South Africa, but who returns to South Africa to work in terms of a contract as described.

  • Moet ek persone wat met verlof gaan, vooruit betaal of op die normale dae?

    Beide die WBD sowel as SV13 (Landbou) bepaal dat dit vooruit betaalbaar is, maar die WBD het ‘n verdere bepaling dat dit met ‘n wedersydse ooreenkoms ook op die normale betaaldag betaal kan word. Wat landbou betref, moet die vergoeding dus vooruit vir die volle verlofperiode betaal word (met die gepaardgaande administratiewe probleme, veral wat aftrekkings betref!).

  • How do I apply for a Social Grant?

    This is an overview of South Africa's social grant system and how to apply for social assistance.

    For a developing country, South Africa has a well-established social welfare system and a large proportion of social spending goes towards social grants. Nearly 16 million South Africans receive social grants.

    Social Grants are in place to improve standards of living and redistribute wealth to create a more equitable society. Sections 24 through 29 of the Bill of Rights in the South African Constitution recognise the socio-economic rights of citizens, including the right to social security. The government is obligated to progressively realise these rights, meaning that "the state must take reasonable legislative and other measures, within its available resources, to achieve the progressive realisation of the right."

    Social grants are administered by the South African Social Security Agency (SASSA). SASSA is mandated by the South African Social Security Agency Act of 2004 to “ensure the provision of comprehensive social security services against vulnerability and poverty within the constitutional legislative framework”.

    The Social Assistance Act of 2004 and regulations to the act provide the legal framework for the administration of seven social grants. Grants are targeted at categories of people who are vulnerable to poverty and in need of state support. These are older people, people with disabilities and children. Also, the Social Relief of Distress award provides immediate temporary assistance to people in dire need of financial support and is given to people in the form of vouchers, food parcels or money for a three month period.

    Grants available include:

    • Child Support Grant
    • Older Person's Grant
    • Disability Grant
    • Grant-in-Aid
    • Care Dependency Grant
    • War Veteran's Grant
    • Foster Child Grant

    Applicants for social grants must be South African citizens, permanent resident or refugees and currently living in South Africa.

    Except for the Foster Child Grant and the Grant in Aid, social grants in South Africa are currently "means tested". The means test is the process of assessing the value of your assets and income. You will only be eligible for a grant if your income and assets fall below a certain threshold. This threshold is different for all the grants and will depend on whether or not you are married.

    If you do some work or have another source of income but still really need social assistance you can still apply for a grant. You must declare all your income and assets to SASSA. If you receive the disability grant, old-age grant or war veterans grant your monthly money will be reduced according to how much money your earn.

    Child Support Grant

    The value of the Child Support Grant is R350 per month

    To receive this grant you must be the primary care giver of a child who also lives with you in South Africa. If you are not the biological parent of the child, you must provide proof of your primary caregiver status. This can be an affidavit from a police official, a social worker’s report, an affidavit from the biological parent of the child, or a letter from the school principal of the child.

    Children must be born after 31 December 1994. Children must not be cared for in a state institution. You cannot apply for more than six non-biological or legally adopted children.

    In order to qualify for the grant you need to meet the requirements of the means test. If you are single you must not earn more than  R37 200 per year (R3 100 per month) and if you are married, your combined income  should not be above R74 400 per year (R6 200 per month).

    Care Dependency Grant

    The value of the Care Dependency Grant is R1,500 per month.

    The Care Dependency Grant is given to the caregivers of children with disabilities. The child must be found permanently and severely medically disabled by a medical officer and must be under the age of 18. The child cannot be cared for in a state institution.

    In order to qualify for the grant you need to meet the requirements of the means test. If you are single, you must not earn more than R151,200 per year and if you are married your household cannot earn more than R302,400 per year.

    Foster Child Grant

    The value of the Foster Child Grant is R890 per month

    To meet the requirements for this grant both you and the child you care for must live in South Africa. The child must be under the age of 18 years old and there must be a court order indicating that you have been designated the foster carer for the child.

    There is no means test for foster parents. The child must remain in the care of the foster parent.

    Disability Grant

    The maximum value of the Disability Grant is R1,500 per month.

    In order to qualify for this grant you must be between the age of 18 and 59 years. You must be found medically unfit for work by a medical officer because of a mental or physical disability. The grant is available on a permanent or temporary basis for between six and twelve months. When your temporary grant expires and you have not recovered sufficiently to return to work you will need to apply for the grant again. Your permanent grant can be reviewed in order to assess whether you are in fact still disabled. See Frequently asked questions about social grants for more details on eligibility for the disability grant.

    You cannot be the recipient of other grants, and must not be cared for in a state institution.

    In order to qualify for the grant you need to meet the requirements of the means test. If you are single your income cannot be more than R49,200 per year and your assets cannot be worth more than R831,600. If you are married your combined income cannot exceed R99,840 and assets can be no more than R1,663,200.

    Grant in Aid

    The value of Grant in Aid is R350.

    If you are living on a social grant but can’t look after yourself you can get an additional grant to pay the person who takes full-time care of you.

    The Grant in Aid is an extra grant for people receiving disability, older persons or war veteran's grants who, because of their mental or physical disabilities, are unable to look after themselves and need to pay a full-time caregiver. In order to receive this grant, you will need to be assessed by a medical officer. You cannot receive this grant if you are being cared for in a state institution.

    Older Person’s Grant

    The value of the Older Person's Grant is R1,500 per month. If you are over the age of 75 you will receive an additional R20 a month.

    You can apply to this grant if you are 60 years or older. You cannot be a recipient of other grants, and you must not be under the care of a state institution.

    In order to qualify for the grant you need to meet the requirements of the means test.

    • If you are single you cannot  earn more than R61 800 per year (R5 150 per month) or own assets worth more than R891 000
    • If you are married you cannot have a combined income of more than R123 600 per year (R10 300 per month) and you cannot have assets worth more than R1 782 000

    War veterans grant

    The maximum value of the grant is R1,500 per month.

    To qualify for this grant you must have fought in World War I, World War II or the Korean War. You must also be over the age of 60 or disabled. You cannot be a recipient of other grants and must not be cared for in a state institution.

    In order to qualify for the grant you need to meet the requirements of the means test. If you are single your income cannot be more than R49,200 per year and your assets cannot be worth more than R831,600. If you are married your combined income cannot exceed R99,840 and assets can be no more than R1,663,200.

    Social relief or distress

    Social relief of distress is temporary assistance for people in the following situations:

    • You need help while you wait for your children’s grants to be processed.
    • A crisis or disaster has occurred (e.g. your house has burnt down).
    • You do not qualify for a grant, and you are in a desperate situation.
    • You are disabled for a period of less than six months and therefore not eligible for a disability grant.
    • You are unable to get maintenance from the other parent of your child or children.
    • The breadwinner in the family has died.
    • The breadwinner has been sent to prison for a short time (less than six months).
    • You have been affected by a disaster, but the area or community in which you live has not been declared a disaster area.

    Social Relief of Distress is issued monthly for a maximum period of three months. An extension of a further three months may be granted in exceptional cases. You cannot apply for this grant if you are already the recipient of a different grant.

    How to apply

    You should apply at the SASSA office nearest to where you live. If you are too old or too sick to apply for the grant at the office you may have a friend or family member apply on your behalf. You can also arrange for a home visit, although you may wait a while for this.

    The application forms must be completed in the presence of a SASSA officer. When you hand in your application you will be given a receipt as proof of application. The application is free. You will receive written notification if your application is denied. You have the right to ask for reconsideration and you can also lodge an appeal within 90 days.

    Applicants must provide proof of identity. If you do not have a 13-digit bar coded Identity Book or birth certificate for children, you may provide alternative documentation as proof of identity. Contact your nearest SASSA office to find out which alternative documents are accepted.

    Other documents required for application: If married, provide ID of your spouse and proof of spousal relationship (marriage certificate, divorce order, a sworn statement, or spouse’s death certificate). Sworn statement or affidavit stating the income and assets of yourself and your spouse. Supporting documents to prove your income and assets. You must also provide proof of the income of dependent children.

    The application process takes up to 90 days and your first payment will include back-pay for the time you wait to receive the grant. This is calculated from the first day of application.

    Note:.When affidavits are required, SASSA will provide the affidavits to be completed.

    Your SASSA card

    If your grant application is successful you will receive a SASSA card and a bank account where your money will be deposited each month. This card is associated with MasterCard and can be used as a debit card and you can either use it to make purchases, check your balance or withdraw cash at till points wherever MasterCard is accepted without incurring any transaction costs. You can also withdraw money with your card at ATMs, but you will be charged transaction charges. You and other people can also deposit money into this account.

    SASSA Hotline 0800 601 011

    SASSA offices Western Cape

    Email address: GrantsEnquiriesWC@sassa.gov.za

    Regional Office
    Physical Address: Golden Acre Adderly Street, Cape Town
    Postal Address: Private Bag, X9189, Cape Town, 8000
    Telephone: (021) 469 0200

    Caledon
    Physical Address: Melofin Building C/O Birfwood Street and Klipfontein, Athlone, 7760
    Postal Address: 10 Plein Street, Caledon, 7234
    Telephone: (028) 214 5001/2-9

    Cape Town
    Physical Address: 48 Queen Victoria Street, 8000
    Postal Address: P.O. Box 131, Cape Town, 8000
    Telephone: (021) 481 9700

    George
    Physical Address: Rentzburghof, 42 Courtney Street, George, 7100
    Postal Address: Private Bag, X6508
    Telephone: (044) 801 4300

    For other information regarding social grants visit the SASSA website:
    http://www.sassa.gov.za

    Also see the social benefits section on the government services website:
    http://www.services.gov.za/services/content/Home/ServicesForPeople/Socia...

  • Indien 'n persoon een dag van die week oortyd werk, maar nie sy volle ure per week nie, moet ek steeds oortyd betaal word?

    Ja; sou ‘n persoon byvoorbeeld die Maandag 2 ure meer werk as sy normale daaglikse ure en die Dinsdag 2 ure minder, moet hy of sy steeds vir die Maandag se oortyd betaal word teen 1.5. (of tyd af gegee word), al word lone weekliks of maandeliks bereken en betaal.

    Sou jy egter skriftelik so ooreenkom met jou werknemers wat onder die vergoedingsdrempel val en hulle nie meer as 12 uur op enige dag (etenstyd ingesluit) werk nie, en hou by ‘n maksimum van 45 uur per week, is oortyd nie nodig nie en gebruik jy dus die sogenaamde saamgepersde week, wat wel toegelaat word.

    Sou jy dus op ‘n reëndag nie werk en nie betaal word nie, kan jy daarvoor opmaak deur langer op ander dae te werk sonder oortyd, mits jy hou by die 12 ure maksimum per dag en 45 uur per week.

  • Hoe word vergoeding bepaal vir ‘n werknemer wat oortyd werk op ‘n Openbare vakansiedag wat normaalweg ‘n werksdag sou wees (bv Gesinsdag 2014)

    Sou daar met ‘n werknemer ooreengekom word om op so ‘n vakansiedag te werk, moet hy ten minste dubbel sy dagloon verdien, al werk hy of sy net bv. 2 ure.

    Sou hy egter meer ure werk as sy normale daaglikse ure (bv 9 uur normaal plus 3 ure oortyd = 12 ure) moet hy sy normale dagloon plus sy normale loon vir ure gewerk betaal word (in hierdie voorbeeld dus vir 21 X sy of haar uurlikse tarief). Daar is dus geen ekstra kompensasie vir die 3 uur oortyd nie en hy of sy word net die normale uurtarief vir die 3 uur betaal.

  • Minimum wages: How do I apply for exemption?

    The following is required when applying for a Ministerial Determination:

    In order for the Department to assess/consider an application for Ministerial Determination (exemption), the application must reach the Department before the date of implementation of the new minimum wage. The following must be submitted:

    1. A duly completed and signed BCEA 6 application form;

    2. The most recent available Statements of Financial Performance (Income Statement) and Statements of Financial Position (Balance
        Sheet) containing comparative figures for two consecutive years;

    3. Abridged financial information (Pro-forma attached – Income/Expenditure/Balance Sheet) of estimates for: -

    • Most recent past tax year [2013/14], only if actual statements are not available, including;
    • Estimates for the current tax year [2014/15].

    4. A list of employees with their current wages (wages register);

    • Permanent, Temporary, Seasonal, Contract.

    5. Hourly rate of individual category of workers.

    6. Number of hours worked per day/per week.

    7. Project plan (Intended projections of meeting the prescribed conditions by the end of February 2015).

    8. Proof of any consent to the application by the registered trade union(s) in terms of section 50(7) (a) must be attached to this form.

    • A letter from the union or in the absence thereof, a sworn statement stating that none of the employees in respect of whom the determination is to apply belongs to a registered union; and/or
    • A letter of approval with names and signatures of employees whom the determination is to apply.

    9. If no consent is obtained, proof of service on registered trade union(s) and proof of reasonable steps to bring the application to the notice of employees must be attached.

    Applications may be hand delivered, faxed, e‐mailed, couriered or posted.

    DEPARTMENT DETAILS:

    Physical address: 215 Francis Baard Street, Pretoria. 0002
    Postal Address: Private Bag X117, Pretoria. 0001
    Fax number: 012 309 4709
    Tel numbers: 012 309 4124/4232/4259/4140
    E‐mail addresses: Kekulu.padi@labour.gov.za ; lerato.beesnaar@labour.gov.za ;
    Thobanibruce.mbonambi@labour.gov.za
    or mathilda.bergmann@labour.gov.za

    The onus is on the application to confirm receipt

  • Indien ek wil aansoek doen vir die jeugsubsidie, watter vorm moet ek invul?

    EMP201 is aangepas om hiervoor voorsiening te maak.

    Kliek hier vir ‘n voorbeeld.

    Vorms EMP501 and IRP5 word ook aangepas.

    Dit is nie nodig om enige ander vorm in te vul of aansoek te doen nie. Hou net die nodige bewyse, soos ID nommers, op rekord

  • Will the Youth Subsidy (ETI) also be applicable to seasonal employees? (i.e. 6 or 8 months)

    The Act does not exclude them as long as they meet the requirements i.e.

    • has a valid South African ID;
    • is 18 to 29 years old (please note that the age limit is not applicable if the employee renders services inside a special economic zone (SEZ) to an employer that is operating inside the SEZ, or if the employee is employed by an employer that operates in an industry designated by the Minister of Finance.
    • is not a domestic worker;
    • is not a “connected person” to the employer;
    • was employed by the employer or an associated person to the employer on or after 1 October 2013; and

    is not an employee in respect of whom an employer is disqualified  to receive the ETI (i.e. the employee is paid below the minimum  wage applicable to that employer or paid a wage below R2 000 per month if a minimum wage not applicable).

  • Sick leave for seasonal employees

    Seasonal employees qualify for 1 working day’s sick leave for every 26 days worked during the first 6 months; but please note that a seasonal worker, who works for longer than 6 month’s, qualify for the full 30 days sick leave from month 7. (The same as for permanent employees.)

  • Bystandsure (Stand-by)

    Bystand word nie in wetgewing aangespreek nie en is dus iets wat onderling tussen werkgewer en werknemer uitgeklaar moet word.

    Daar hoef dus net betaal te word vir werklike ure gewerk, maar let net op dat daar steeds gehou moet word by die nagskoftoelaag, rusperiodes en ander bepalinge.

  • Older persons Grants

    The question many employers ask is whether a state pensioner may still work.

    An older persons grant is paid to people who are 60 years or older (This grant used to be called the old age pension.) and to qualify the person must:

    • be a South African citizen or permanent resident
    • live in South Africa
    • not receive any other social grant
    • not be cared for in a state institution
    • not earn more than R49 200 per year or own assets worth more than R831 600 if single
    • not have a combined income of more than R99 840 per year  if married, and not have combined assets worth more than R1 663 200.
  • Nagwerk of oortyd?

    Diegene wat onder die SV13 val moet 10% van hulle daaglikse loon as nagtoelaag ontvang indien hulle na 8nm (of voor 4vm) werk verrig. (SV13 Seksie 17)
    Let ook net daarop dat spesiale reelings geld vir persone wat gereeld nagwerk verrig. (meer as 5 keer per maand of 50 keer per jaar)
    Werknemers wat slegs onder die WBD val, se nagwerk begin reeds om 6nm (of voor 6vm) en ofskoon hulle ook ‘n nagtoelaag moet ontvang word die toelaag nie omskryf nie en moet dit dus onderling met werknemers ooreengekom word. Tyd af kan ook gegee word. (WBD Seksie 17)
    Hierdie toelae (of tyd af in die geval van die WBD) is dus bo en behalwe oortyd, waar oortyd van toepassing is.

  • Mag ‘n persoon wat ‘n ouderdomspensioen ontvang steeds teen vergoeding werk?

    Ja; maar persone wat meer as R49 920  per jaar verdien, kwalifiseer nie. Maak in die 1ste instansie seker dat jy ‘n aftreebeleid het en dat jou werknemers dit verstaan. Beeindig dan die permanente kontrak op hierdie ouderdom en neem die persoon as ‘n geleentheidswerker in diens. (werk slegs as werk beskikbaar is) Die regering is egter van plan om enige beperking teen 2016 uit te faseer en alle persone bo 60 sal dan kwalifiseer.

    http://www.iol.co.za/business/budget/budget-pension-means-test-to-be-phased-out-1.1477956

  • Die Minister van Arbeid stel voor werkgewers wat nie die nuwe lone kan bekostig nie doen aansoek om vrystelling; hoe doen jy aansoek?

    Ofskoon ons aanbeveel dat slegs persone wie se besigheid se voortbestaan bedreig word dit oorweeg om aansoek te doen, voorsien ons hiermee die nodige vorms.

    Let net daarop dat aansoeke voor 28 Februarie 2013 in moet wees en oorweeg die moontlike negatiewe gevolge deeglik! Indien jou aansoek in is voor 28 Februarie (maak seker jy het bewys van ontvangs of erkenning van ontvangs) hoef jy nie te verhoog nie, maar indien afgekeur, sal jy die agterstallige lone moet betaal! Bespreek dus die aangeleentheid met jou konsultant en ouditeur en maak seker dat jou aansoek goed fundeer is. Stuur dan ook jou aansoek na jou bedryfsorganisasie of die KAW om dit namens jou in te dien, dan is daar ’n beter kans dat jou aansoek wel uitkom waar dit moet uitkom.

  • Wat is die verskil tussen afwesigheid sonder verlof en dros?

    (Hierdie oortredings word dikwels verwar en veral nou met die stakings is dit belangrik dat ‘n onderskeid getref word.)

    In kort:Dros” is wanneer ‘n werknemer nie die intensie het om na die werk terug te keer nie en wanneer “afwesig sonder verlof”, wel.

    Dit is dus belangrik om eers te bepaal wat die oortreding is, voordat opgetree kan word. In beide gevalle moet die korrekte dissiplinêre prosedure egter gevolg word.

    Daar kan nie, soos ons dikwels vind, in ’n beleid bepaal word dat as ’n persoon vir ‘n sekere aantal dae afwesig is sonder verlof sy of haar diens outomaties beindig word nie.

    In die geval van dros en waar die werknemer nie opgespoor kan word nie kan ’n kennisgewing gestuur word aan die laaste bekende adres, deur familie hom/haar probeer kontak, ens., en indien alle pogings wat aangewend is om hom of haar op te spoor misluk, kan die werkgewer voortgaan met 'n dissiplinêre verhoor in die werknemer se afwesigheid en die werknemer ontslaan.

    Sien net toe dat daar genoeg bewyse is van pogings om die werknemer op te spoor en indien die werknemer daarna sou opdaag kan hy/sy verwys word na die CCMA. Alternatiewelik, kan die werkgewer luister na die werknemer se rede/verskoning en besluit om 'n appel te hou.

    Aangesien daar baie slaggate is in die geval van dros, beveel ons aan dat werkgewers ons kontak, indien so ’n situasie sou opduik.

  • How “legal” is it to have one seasonal contract that is discussed with employees, then placed on the notice board and having the employees sign for accepting and understanding their terms and conditions of employment.

    The Basic Conditions of Employment Act and the Sectoral Determinations apply to individuals (not collectives) so each employment relationship must be formalised between the 2 parties. Individual contracts must therefore be entered into.

     

  • Verlof vir Seisoenswerkers; Wie kry en wie nie?

    Seisoenswerkers wat vir meer as 4 maande werk kwalifiseer vir verlof, maar indien ‘n persoon weer by dieselfde werkgewer in diens tree, en die periode tussen die 2 dienstydperke is minder as 1 jaar, word die tydperke bymekaargetel vir berekening van verlof. (WBD Artikel 84)

    Voorbeeld: ‘n Seisoenswerker werk van 1 Oktober tot einde Desember 2011 en weer 1 Maart tot einde Mei 2012 by dieselfde werkgewer. Hy/Sy het dus 6 maande by dieselfde werkgewer gewerk en die onderbreking was minder as 12 maande en kwalifiseer dus vir verlofuitbetaling van 1 dag per 17 dae gewerk, uitbetaalbaar na die einde van die 2de periode,minus natuurlik enige betaalde verlof geneem. ( Dit geld ook vir siekverlof teen 1 betaalde dag siekverlof vir elke 26 gewerk.)

  • Are breakfast and tea breaks paid or unpaid?

    As there is much confusion about whether “breakfast and tea times” are paid or not, we have put this to the Department of Labour.

    They responded as follows: 

    Continuous work may not be more than 5 hours, but can be less, before an unpaid meal interval is given.  I agree that the Act is silent in this regard, so it will be regulated by the contract. Wage is money due in respect of ordinary hours of work. The employee’s ordinary hours of work, can be agreed to in a contract. To my mind the extra meal interval (breakfast) can be unpaid.

    Clause 18 (4) states that work is continuous unless interrupted by a meal interval, (which may be reduced to 30 minutes by agreement), so the 15 minute tea break will be paid.

    Ivan Polson
    DOL 

    Example:

    Working day is 07:00 to 17:30 = 10.5 hours

    07:00 to 08:00    1 hour work (paid)
    08:00 to 08:30    30 min meal break (unpaid)
    08:30 to 11:00    2.5 hours work (paid)
    11:00 to 11:15    15 min Tea/smoke break (paid)
    11:15 to 13:00    1 hour 45 min work (paid)
    13:00 to 14:00    1 hour meal break (unpaid)
    14:00 to 16:00    2 hours work (paid)
    16:00 to 16:15    15 min Tea/smoke break (paid)
    16:15 to 17:30    1 hour 15 min work (paid)

    9 paid hours of work daily (45 hours work in a five day week)

    (Please note that the above is an example only. We would recommend a shorter working day, without a “breakfast”)

  • Mag ek 'n werknemer se gade of kinders verplig om ook op die plaas te werk?

    Nee, beslis nie. Elke werknemer moet sy eie diensooreenkoms hê en dit moet ‘n vrywillige ooreenkoms wees. Dit mag dus nie ‘n vereiste vir indiensneming wees dat familie ook vir werk beskikbaar moet wees nie. Dit sou dus onwettig, maar ook onbillik, wees om byvoorbeeld ‘n plaasbestuurder se vrou  te verplig om seisoentye in die pakstoor of kantoor  te werk.

  • Moet ek werknemers betaal vir dae wat hulle voor of na 'n vakansiedag (of naweek) siekverlof neem?

    Ja. Werknemers is geregtig op siekverlof en betaling vir openbare vakansiedae (soos deur wetgewing bepaal) en indien vermoed word dat siekverlof misbruik word, is dit ‘n dissiplinêre aangeleentheid.

  • Mag ek oorspronklike identiteitsdokumente op rekord hou?

    Nee. Slegs afskrifte van identiteitsdokumente mag gehou word. Oorspronklike dokumente moet aan die eienaar daarvan terugbesorg word. Let ook daarop dat afskrifte van identiteitsdokumente van alle werknemers volgens wet op rekord gehou moet word, maar dat die hou van ander oorspronklike dokumentasie, soos opleidingsertifikate en bestuurslisensies, as ‘n vorm van “gebonde” arbeid beskou kan word en dus word aanbeveel dat slegs afskrifte gehou word.