Our Legal team is overseen by Mr Plaaitjie Mashego who is the President of the unemployed peoples party and also involved with the vulnerable workers union. He is involved as the director of research of the BACS initiative and also the former Chairperson of Sangoco. With background of his BA received from WITS in Industrial sociology and political studies he is also registered as an independent analyst of unemployment.




LABOUR FLEXIBILITY

Three-day rotation of casuals will no longer be possible, fluctuation in production will be hindered due to the restriction of flexibility, versus requirements.

Taking the above into consideration, the additional costs and restriction of flexibility, the current system may not be operationally feasible and it is therefore suggested that the outsourcing of both current and future casual labour, through a reputable Temporary Employment Service, be seriously considered.

1. The Legal Solution

As the employer of the worker, contracted out to the Client, we take full responsibility for the employee in terms of the conditions and provisions of employment as stipulated in current and expected labour legislation.

The Client is under no legal obligation to pay or administer any benefits in respect of the " worker", as the individual becomes an employee of NBM Group.

2. Labour Flexibility

The services offered allow the Client to tailor his workforce to meet his fluctuation operational requirements.
The client would have the opportunity to enjoy the flexibility of hiring staff and thereafter returning the employee to NBM without obligation with adhering to the prescribed disciplinary procedures as per the labour relations act.

A) Rotation of staff becomes unnecessary.
B) The client can give 1 shift to 1 weeks notice to terminate a workers "employment". Depending on the industry
C) Provides opportunity for selective recruitment, allowing the Client to screen potential Employees before offering permanent employment.
D) To utilize the services of the worker for as long as is necessary without the expectation of continuous employment.

3. Adherence to the grievance and disciplinary procedures as outlined in the LRA. We will take full responsibility in respect of disciplining of employees. There are no obligations on the client to take responsibility for these procedures in respect of our Employees.

4. There is no expectancy for further employment or Permanent employment.
The worker is our Employee and is fully aware of the temporary nature of his/her employment.

NON-DISCRIMINATORY RECRUITMENT AND SELECTION PROCEDURES

The new LRA strictly outlines the procedures for non-discriminatory selection and recruitment and most companies will look to outsource this function to avoid additions to their workload. The Client can rest assured that we have taken the prescribed legal precautions to prevent the repercussions of alleged discrimination.

At our Client's request we would be most willing to source their casual labour force from supplied lists of the Client's previously retrenched workers.

REDUCTION OF NEPOTISM

5. Marked reduction in the possibility of Industrial Action i.e. strikes
As employees will have direct grievance against the Employer i.e. NBM Group(Cape).