var FiltersEnabled = 1
//This is for the book chapters
Text[1]=["Chapter 1","When parties enter into an employment contract, they each incur certain rights and obligations. These rights and obligations are further extended by common law. Common law is defined as unwritten law based on past practice and precedent. It is essential that all employers understand their common law duties. This chapter aims to help you minimise the risks associated with employment by using the correct employment contract and by applying appropriate common law principles. An understanding of these common law principles will help you to manage your employees’ performance and conduct in a proactive manner."]
Text[2]=["Chapter 2","Although employers and employees are normally free to regulate their relationship at will in terms of the contract of employment, certain issues such as minimum conditions of employment are well regulated in the South African environment and as such, the rights of the parties to an employment contract are limited on issues that are regulated by collective agreements or legislation."]
Text[3]=["Chapter 3","Of all the different aspects of employment relations, the application of discipline and, specifically, the termination of employment, seem to be the most problematic for all employers. Dismissal based on employees’ misconduct or incapacity is the single biggest source of labour disputes in South Africa. It is also viewed by most employers as placing the biggest demand on management’s resources."]
Text[4]=["Chapter 4","In our free economy businesses, and particularly smaller businesses, frequently change ownership. Business owners are also always looking for ways and means to improve the business to generate more profits and as a result often wish to outsource non-core activities such as cleaning or security. These processes have become a lot more complicated since the introduction of the Labour Relations Act."]
Text[5]=["Chapter 5","Various sources of conflict exist in the employer-employee relationship. Although the continued existence of the business is important for both parties, employees almost invariably feel that they are exploited by the employer to generate more profit. Employers, on the other hand, often feel that they are not getting value for their money and that employees are unproductive and overpaid."]
Text[6]=["Chapter 6","In this chapter we want to help the employer understand the Employment Equity Act (EEA) and the impact it has on your business. We will also discuss the legal requirements of employment equity, the implementation process and how to establish an employment equity advisory committee."]
Text[7]=["Chapter 7","In 1979, the concept of an unfair labour practice was introduced into South African labour law, within the context of the Industrial Court system. At this stage, however, and prior to the advent of the new Labour Relations Act, 1995, the concept of an unfair labour practice included all aspects of unfairness, such as unfair dismissal. There was no distinction between the concepts of unfair dismissal and unfair actions short of dismissal. "]
Text[8]=["Chapter 8","Chapter Contents: UIF, Workmen’s compensation, Skills development levy"]
Text[9]=["Chapter 9","The main goal of the OHSA is the prevention of accidents at work and the maintenance of health and safety standards. The Act aims to ensure a working environment that is free of health and safety risks for employees, as well as other people who may be affected by the business’s activities "]
Text[10]=["Chapter 10","A new era in South African labour history began with the adoption of a new Constitution and a Bill of Rights. As the Constitution is the supreme law of the country, principles adopted in the Constitution have been extended to other legislation. The constitutional right to freedom of association has been incorporated in the new Labour Relations Act (LRA).1 This Act makes provision for the right of employees and employers to associate freely with trade unions and employers’ organisations. "]
Text[11]=["Chapter 11","The Labour Relations Act, No 28 of 1956, made provision for collective bargaining, and with it, strike action. Section 65 of this Act legislated these provisions in a negative manner. There was a prohibition on strike action and it was a criminal offence for parties to participate in prohibited industrial action. Thus, strike actions were referred to as legal or illegal strikes."]
Text[12]=["Introduction","It is almost a decade since the introduction of ‘new’ labour legislation to the South African economy. Many books have been published on this topic and much has been said over the past few years relating to our highly regulated labour environment. We are not going to comment in this book on our legislation but merely want to provide a simple guide to employers to assist them to function effectively within the current system."]
Text[13]=["Annexure","View the Annexures of the book"]

//This is for the legislation links
Text[14]=["LRA","Abstact Goes Here"]
Text[15]=["BCEA","Abstact Goes Here"]
Text[16]=["Acts.Co.Za","Abstact Goes Here"]
Text[17]=["Domestic Workers Contracts","Abstact Goes Here"]


//This is for the Downloads section
Text[18]=["Employment Contracts","LabourNet consultants modify employment contracts for the clients on an Ad-hoc basis, but there are certain contracts that are industry specific which can be utilised by various companies, these contracts are available from the knowledge base"]
Text[19]=["Disciplinary Code","Whilst every company has unique working environments there are certain principles which are consistant, these are summarised in the Standard Disciplinary Code and Procedure"]
Text[20]=["Notice To Attend A Hearing ","Download a list of standard notices to attend hearings"]
Text[21]=["Policies and Procedures etc","Whilst every company has it's own unique policies and procedures there are certain principles which are consistant, these are summarised in the Standard Policies and Procedures"]

//Homepage Hover Overs
Text[22]=["Industrial Relations Consulting","LabourNet provides labour law support to 3000 and more satisfied employers nationally. With a service level agreement of 72 hours you can have access to a pool of highly qualified labour law consultants at a fraction of the cost. Click here to read more."]
Text[23]=["Human Resource Management ","Outsourcing of the Human Resource Function allows for better and broader business benefits.  61% of companies who utilise outsourcing services have indicated that there is a direct correlation between outsourcing and an organisations improved performance.  They have indicated that it is the only way to take companies to the next level. Click here to read more."]
Text[39]=["LabourNet Recruitment Solution","Focuses on permanent, contract or temporary staff placements in specialist areas including: Executive, Senior, Middle and Junior Management; Financial & Accounting; Human Resources & Industrial Relations; Information Technology; Sales & Marketing and general Office Support."]
Text[24]=["LabourNet Payment Solution","LabourNet Payment Solutions (Pty) Ltd a subsidiary of LabourNet Holdings have sourced leading edge internet-enabled software from PSiber (Pty) Ltd to provide a full outsource payroll bureau service to clients across all market segments."]
Text[25]=["LabourNetPay","Frustrated with the increased complexity of taxes, inflexible off the shelf software and the high cost associated with managing your payroll function? Click here to read more on a cost effective solution"]
Text[26]=["Labour Law Wizard","A web based wizard as an on line Labour Law support tool to manage staff! Click here to read more"]
Text[27]=["LabourNetAPS","An automated payments service that includes the management of: Electronic Fund Transfers (EFT), Debit Orders (DO) and Management Reports (MIS).Click here to read more."]
Text[28]=["Employment Equity & Skills Management","The Employment Equity Act requires of designated employers to submit an Employment Equity Plan to the Department of Labour further more The Skills Levies Act requires that every employer pay 1% of the total company payroll expense over as a levy to the South African Revenue Services (SARS). A large portion of this levy can be claimed back from the various SETA's. Click here to read more."]
Text[29]=["Industrial Relations Training","In need of accredited industrial relations training to manage your staff? Click here to read more"]


//Free Downloads
Text[30]=["Employment Contract (Domestic)","Download a Sample of the Domestic Workers Contract as prescribed by the Department Of Labour by clicking on the link provided"]
Text[31]=["Domestic Wages","Download the Sectoral Determination of Domestic Workers as prescribed by the Department Of Labour by clicking on the link provided"]
Text[32]=["Bargaining Council Main Agreements","View Main Agreements of the various Bargaining Councils by clicking on the link provided"]
Text[33]=["Labour Relations Act","Download the Complete Labour Relations Act with Amendments by clicking on the link provided"]
Text[34]=["Basic Conditions of Employment Act","Download the Complete Basic Conditions of Employment Act and all Amendments by clicking on the link provided"]
Text[35]=["More free information","View More free information by clicking on the link provided"]


//About Us
Text[36]=["Read Client comments... ","Read what our clients had to say about our service"]
Text[37]=["LabourNet Offices...","Access the contact details for all our branches"]
Text[38]=["LabourNet Management Team...","Click here to view our management structure"]


Style[0]=["#333333","#666666","#f0f0f0","#ffffff","","","","","","","","","","",250,"",2,1,10,10,24,0.2,0,"",""]
applyCssFilter()