By comparing our knowledge of the current South African small business environment, NAPE GROUP can equip you, the Client, with a comprehensive roadmap which identifies potential challenges within your company while planning and focusing on a comprehensive, long term strategy while reducing risk and engineering adaptive solutions for your future.
For business owners this means a huge reduction in time-consuming admin and an increase in profitability, free time and delighted customers.
The following companies form part of NAPE GROUP:
– Nape Labour Law & HR Services cc – 1997/050520/23
– Nape Business Management Solutions – 1996/002318/23
– Nape Debt Collecting Services (Pty) Ltd – 2013/118489/07
SUMMARY OF OUR SERVICES
Ensuring our Clients that all aspects of the Labour Relations Act, Basic Conditions of Employment Act and or any collective agreement are adhered to therefor we give daily advice on Industrial Relations, Human Resources and Labour related issues like Disciplinary and Appeal hearings, counseling sessions, retrenchments, contracts and in-house procedures as well as the preparation of all legal documents and bundles concerning all mentioned matters
Legal assistance on matters affecting the relationship between the Employers and their Employees and/or Trade Unions (i.e. strike attendances, settlement negotiations & wage negotiations)
Employment Equity Plans
Pro-active debt collecting; instalment and settlement negotiation done on the Client’s behalf
Assisting the Employer to evaluate suspicions within his company with vigorous fraud and theft investigations and testing
The ability to provide the Employer with a professional, all-inclusive payroll as well as a detailed accounting service
LEGAL POSTERS / WALL CHARTS:
Legal posters or wall charts is a summary of a prescribed legislation. According to legal prescription, businesses are obligated to display the following summaries where it could be seen by all employees in order to create an awareness of legislation.
- Basic Conditions of Employment Act (Act 75 of 1997)
- Employment Equity Act (Act 55 of 1998)
- Occupational Health and Safety Act (Act 85 of 1993) and the relevant regulations
Employers with five or more persons in their employment must have a copy of the Occupational Health and Safety Act (Act 85 of 1993) and the relevant regulations readily available at the workplace. Even where the total number of employees is less than five, the employer must, on request of an employee, make a copy of the Act available to that employee.
- General Machinery Regulations (GMR) of the OHS Act (for Employers who works with machinery on their premises)
- Employers with boilers on the premises must display a copy of Schedule C
- Employers with machinery other than a boiler to display a copy of Schedule D
Employers who don’t comply with the above mentioned prescriptions may receive penalties from the Department of Labour.
All the charts are available at NAPE
EMPLOYMENT EQUITY ACT:
NAPE can prepare and complete all necessary documentation that relates to the Employment Equity Act and provide an Employment Equity guarantee to their members, pertaining to Section 21 2(a). and the applicable fines as per Schedule 1 of the Employment Equity Act , No. 55 of 1998.
SKILLS DEVELOPMENT FACILITATION:
Who can be appointed as a Skills Development Facilitator? In a large organisation, a training or Human Resources (HR) manager may take up the role of an internal SDF. In smaller organisations, there are often no dedicated training or HR professional fulfilling that role. In this case a manager or company owner will assume the responsibility.
What are the functions of a SDF?
To develop a Workplace Skills Plan; to implement it according to the quality assurance requirements as set out by Seta, to draft an Annual Training Report (ATR) on the implementation of the WSP and to submit it to the relevant Seta.
The Employer must provide the SDF with resources, facilities and training necessary to perform the functions set out above. The role can also be outsourced to a professional external SDF like NAPE.
- Assess the skills development needs of the organization
- Facilitate the development of an Employer’s skills development strategy
- Serve as an expert resource for accrediting the Employer as a training provider and for the implementation of the appropriate learner ship and skills programs
- Advice the Employers and Employees on the National Skills Development Strategy (NSDS) on the implementation of the WSP
- Assist with completing and submitting the WSP and ATR
- Act as mediator, the contact person between the Employer and the relevant Seta
- Communicate Seta initiatives, grants and benefits to the Employer
Can we assist you in any of these areas?
Let’s get in touch
010 020 6277 | email@example.com