Business Legislation Overview

Impact of Recent Legislation on Businesses

• Affirmative action involves giving preference to previously disadvantaged individuals in employment opportunities.
• Collective agreements are pacts between trade unions and employer organizations regarding employment terms.
• Collective bargaining is the process of resolving labor disputes between trade union representatives and employer organizations.
• The Compensation Fund provides compensation to employees injured or contracting diseases at work.
• Credit providers encompass businesses that sell goods/services on credit, offering credit purchasing options/facilities.
• Debt counselors offer advice to individuals/entities that are over-indebted, suggesting debt repayment methods.
• Discrimination is the unjust treatment of groups based on race, age, gender, sexual orientation, disability, or religion.
• Employment contracts are legally binding agreements between employers and employees.
• Learnerships offer theoretical and practical training leading to recognized qualifications.
• Lockouts occur when employers prevent employees from accessing business premises during strikes to prevent property damage.
• The National Credit Regulator (NCR) regulates the credit industry, educating consumers, monitoring adherence to the NCA.
• SETAs are vocational skills training organizations managing learnerships, internships, and apprenticeships.
• Strikes involve a concerted refusal to work by employees, addressing grievances related to employer-employee interests.
• SETAs support the SDA by identifying and managing learnerships, internships, and apprenticeships in business sectors.
• SETAs register learnerships/programs, promote learnerships, and approve workplace skills plans.
• Skills Development levies are paid by employers to SARS, with those exceeding R500,000 in salary bills paying 1% as a levy.
• Surplus SETA funds come from government institutions.
• Learnerships involve training courses, practical work experience, addressing skills deficits among the youth and adults.
• The Human Resources Development Strategy (HRDS) aims to improve skills supply and promote social justice.
• Employers can lockout employees during unprotected strikes, form employer organizations, and establish bargaining councils.
• Employees can join trade unions, establish workplace forums (100+ employees), and request union representation in hearings.
• The BCEA governs working hours, limiting them to 45 per week, and prohibits forced overtime.
• Employees must have a 60-minute meal break after 5 hours of work.
• A minimum of 4 weeks' notice is required for employment termination after a year or more.
• Employing a child younger than 15 is illegal, and employees must be paid for public holidays.
• Annual leave is 21 consecutive days or 1 day for every 17 days worked, and sick leave is 30 days/6 weeks in a 3-year cycle.
• Pregnant employees are entitled to four months of maternity leave: parental leave grants parents 10 days off after childbirth.
• Family responsibility leave allows 3-5 days of paid leave for family emergencies like death.
• BEE is a government policy.
• BBBEE is an enforced Act.
• BBBEE aims to involve black employees in management, include black individuals in ownership, and support black-owned enterprises.
• Skills development involves providing learnerships to black employees, and socio-economic responsibility involves contributing to social investment.
• Consumers can apply for credit without discrimination, obtain reasons for credit refusal, and receive protection of personal information under the NCA.
• Consumers have the right to choose suppliers, honest dealings, and information about products, avoiding misleading information.
• Fair marketing and clear product labeling, accountability from suppliers, and equal treatment in the marketplace are consumer rights.

Human Resource's Functions

• Employment contracts are legally binding agreements between employers and employees.
• External recruitment sources potential candidates from outside, while internal recruitment sources from within.
• Fringe benefits are perks businesses provide employees in addition to their salaries.
• Induction includes training for new workers, while job analysis is used to understand the workforce.
• Job descriptions outline responsibilities, and job specifications detail required qualities.
• Placement positions candidates for optimal contribution, and recruitment identifies vacancies.
• Selection chooses a qualified applicant based on job analysis, and recruitment is ongoing due to employee turnover.
• Recruitment involves evaluating the job to identify needs and choosing internal/external methods to reach suitable candidates.
• A job analysis helps source and analyze workforce information to place the right person in the right job.
• Job descriptions detail duties, while job specifications describe qualifications, each with written descriptions.
• Common sources of internal recruitment include word of mouth, newsletters, and office notice boards.
• Internal recruitment leverages existing employees but may limit new ideas, while external recruitment brings fresh perspectives.
• Internal recruitment can be faster and less expensive but may cause resentment, whereas external recruitment can be expensive and unreliable.
• Selection involves receiving documentation, evaluating CVs, conducting interviews, and testing candidates.
• Screening checks applications, conducts reference checks, and prepares a shortlist of suitable candidates.
• Interviews exchange information, assess value addition, match information, and evaluate qualifications.
• Interviewers prepare questions, verify CVs, and allocate equal time; interviewees listen, show confidence, and know strengths/weaknesses.
• Employment contracts establish rights/responsibilities, detail duties, and are legally binding.
• An employment contract outlines personal details, job title, employment date, work hours, and probation and requires agreement from both parties.
• Termination reasons include retirement, health incapacity, mutual agreement, contract expiration, retrenchment, and resignation.
• Induction introduces new employees, explains job expectations, promotes relationships, provides building tours, explains safety rules, and ensures role understanding.
• Induction covers safety, business overviews, tours, product information, and contract details.
• It improves adaptation, understanding, productivity, morale, and reduces turnover, while placement assigns a specific job.
• Placement involves outlining responsibilities and determining skills to ensure the new employee fits the role
• Training enhances employee abilities through planned learning, showing employee value.
• It is important for skills development and can increase productivity, promoting creativity
• Piecemeal pay is based on units produced used in textile sector, while time-related pay is based on time spent, and used in private sectors.
• The BCEA ensures fair labor practices, allows varied remuneration, and outlines employment contract legalities which impact salary determination.
• Fringe benefits supplement salaries, examples are pension, provident, and funeral.
• Employee job satisfaction/loyalty, higher productivity, tax deductions, and leverage for salary negotiations are positives of fringe benefits.
• Cash flow problems, increased administrative costs, reduced profits, and difficulty attracting skilled workers are negatives.
• The UIF offers short-term financial assistance, with employees and employers contributing 1% and 2%, respectively.
• The LRA allows trade unions, promotes negotiations, and protects rights, while the BCEA ensures fair practices and proper remuneration.
• The EEA promotes equality, assigning a manager to ensure equity, whereas SDA ensures training aligns to standards.
• The NQF standards are used to assess skills.

Ethics and Professionalism

• Ethical behavior means acting according to acceptable values, while professionalism aligns with accepted standards in the workplace.
• Corporate governance involves ethical leadership for good performance, and codes of conduct state acceptable behavior.
• Unprofessional practices deviate from accepted standards, while unethical practices act against moral values.
• Ethical behavior involves using moral codes for decision-making and keeping promises to stakeholders.
• Unethical behavior includes polluting, falsifying information, engaging in price-fixing, or using child labor.
• Professional behavior encompasses ethics, appearance, communication, and responsibility.
• Unprofessional behavior includes rude language, showing favorites, overstating work hours, or lacking preparation
• Ethical behavior pertains to societal values, while professional behavior aligns with business standards
• The King Code's principles emphasize transparency through clear actions, accessible reports, and regular audits.
• Accountability promotes communication and ensures ethical implementation, and responsibility involves community and environmental protection.
• Professional ways include clear decisions, hiring honest professionals, and coding conduct and monitoring.
• Unfair advertising involves misleading statements, while pricing in rural areas can be exploitative.
• Tax evasion is an illegal way of paying tax liability, and can be destructive to the trust with consumers.
• Unethical practices can be reduced by keeping advertising fair, ensuring transparency, and charging market-related prices.
• A business can avoid tax eversion by levying VAT items, and submitting the right SARS documents on time
• Sexual harassment is sex-related unwanted attention
• Time abuse is using time on activities that aren't part of the day-to-day
• Ethical practices can make people reluctant when something happens
• You can prevent this by educating and running regular audits

Creative thinking and problem-solving

• Problem-solving is addressing challenges and decision-making involves selecting the best alternative, for business-rated problems
• Creative thinking generates innovative solutions, while inonation makes something new
• Problem solving problems can be solved with groups an requires different phases
• Problem identification is recognizing an issue, problem definition defines causes, solution identification proposes fixes
• Alternative evaluation is considering trade-offs, best solution selection aligns with resources
• Strategy formation creates timeline, action implementation is carrying it out, and solution evaluation asseses it
• The Delphi Technique uses experts to project gains
• The best ways to apply them are to provide them with feedback, followups, and more
• Advantages include using a group and information that is reliable
• The bad includes time commitment and in depth information

For field analysies is all pro's and conds

• You can work better by listen and assign rating
• More employees will work better to growing together
• It can be time consuming if not working as one
• Brainstorming happens when ideas come sponatneously
• Have timelines that need to followed while working with a team
• Nominal Technique includes employees that give their thoughts
• This can lead people to thinking before acting, instead of together
• All team members should be well versed in all topics

You can promote creative by

• Listen and act, Encourage or make it easier on others
• train employees better.
• you will get Better ideas, more problems solved, better management and new invention