HCMP SA

We currently looking for a

WAREHOUSE MANAGER

The company is based in Waltloo Pretoria.

Please read below:

Essential Skills

· Leadership, decision-making, and problem-solving skills
· Organizational and multitasking abilities
· Interpersonal and communication skills
· Basic math and computer skills
· Knowledge of inventory and warehouses

Warehouse Manager Roles & Responsibilities

· Supervise all of a warehouse’s daily activities while working to maximize efficiency and minimize staff overtime
· Ensure effective, safe operations by implementing procedures and policies
· Analyze logistics data to increase productivity and aid in loss prevention
· Oversee receiving, warehousing, and distribution operations
· Implement operational policies and procedures
· Implement and oversee security operations
· Plan daily trip sheets for drivers for the following day’s deliveries.
· Oversee that all deliveries for the next days are picked and ready to be loaded according to each truck and route.
· Must be able to work extra time to load trucks that have to leave early the next day.

Day-to-Day Duties

· Manage inventory control and quality assurance, productivity, and logistics
· Motivate, organize, and discipline staff
· Manage the receipt, storage, and distribution of warehouse goods.
· Inspect, maintain, and manage warehouse equipment and vehicles
· Keep detailed records of warehouse activities
· Ensure effective and safe use of warehouse equipment
· Ensure the safety of staff
· Must have own reliable transport


Please forward your CV to [email protected]

We currently looking for a debtor’s clerk to start asap.
Our offices are based in Waltloo Pretoria.

Please send CV to [email protected]

We currently looking for a creditors clerk to start asap.
Our offices are based in Waltloo Pretoria.

Please send CV to [email protected]

COVID19

The new Covid-19 legal case that South African workers should know about.

South Africa’s courts recently dealt with the case of an employee who did not follow Covid-19 regulations at work and was subsequently dismissed.

In this case, the employee was an assistant butchery manager employed at the applicant, noted Werksmans Attorneys.

He was also a member of the applicant’s in-house ‘Coronavirus Site Committee’ and was responsible for, among others, informing other employees of the procedure to be followed if they were exposed to Covid-19 as well as symptoms they should be aware of.

The employee used to travel to and from work with a colleague who had exhibited Covid-19 symptoms and was booked off from work for four days. His colleague was admitted to a hospital a few days later and was told that he had tested positive for the virus.

At the time that his colleague initially fell ill, the employee began experiencing chest pains, headaches and coughs. He was booked off work between 6 – 10 July 2020. He returned to work despite his symptoms, and even after he became aware that his travelling partner and colleague tested positive for Covid-19.

The employee underwent a Covid-19 test on 5 August 2020 and was informed on 9 August 2020 that he had tested positive. However, the employee had still reported for work on 7, 9 and 10 August 2020. In fact, he personally came to the employer’s premises to hand in his positive results.

The employee was observed on video footage at the workplace hugging a colleague a day after he had tested positive. The colleague he was hugging had recently experienced post-surgery complications. The video footage also showed the employee walking around the workplace without a mask.

Werksmans noted that the employee was charged with:

Gross misconduct relating to his alleged failure to disclose to his employer that he went for a Covid-19 test and was awaiting his results;
Gross negligence in that after his Covid-19 test result came back positive, he continued working and had therefore put the lives of his colleagues at risk;
Furthermore, during this period it was alleged that he had failed to abide by the health and safety protocols in the workplace.
The employee was subsequently dismissed for his actions. Following his dismissal, the employee referred an unfair dismissal dispute to the CCMA on the grounds, among others, that he had not been provided with any clear direction or instruction from the employer and that he was ‘subjected to victimisation’.

The CCMA held that the employee was required to inform the employer that he underwent a Covid-19 test and was guilty of failing to report his test.

The employee was also found to be grossly negligent and ‘extremely irresponsible’ as he had reported for duty after he received a positive Covid-19 test result, failed to inform the employer of the same, hugged fellow employees and walked around the workplace without a mask on.

However, the CCMA held that in the circumstances, the sanction of dismissal was not appropriate considering the employer’s disciplinary code, Werksmans said.

“The conduct, as exhibited by the employee called for the sanction of a final written warning in terms of the disciplinary code.

“As the employer could not justify the sanction of dismissal, the CCMA held that it was substantively unfair and ordered that the employee be reinstated without back-pay and a final written warning be placed on his record.”

Labour Court’s ruling

On review, the Labour Court held that the findings made by the CCMA commissioner were entirely disconnected from the evidence that was placed before him.

“The Commissioner had concluded that the employee’s actions were ‘extremely irresponsible’ in the context of the Covid-19 pandemic and this, the court stated, should have confirmed the sanction of dismissal and that the employer’s disciplinary code was merely a guideline insofar as issued of sanctions were concerned,” Werksmans said.

Ultimately, the court held that the dismissal of the employee was appropriate given the fact that:

He was aware that he was in contact with a person who had tested positive for Covid‑19 and had himself experienced symptoms;
He had endangered the lives of everyone at the workplace including his colleagues, their families and communities;
He was a member of the ‘Coronavirus Site Committee’, he should have easily recognised his Covid-19 symptoms, and should have known what to do when in contact with exposed to someone who had tested positive for Covid-19;
His conduct was inconsiderate and nonchalant in that he ignored all health and safety protocols in the workplace;
He walked around the workplace without a mask and hugging colleagues, thereby placing everyone he had been in contact with at great risk;
He did not show any form of contrition on his part. He was also dishonest in that he sought to conceal the date upon which he received his Covid-19 test results.
The court concluded that at no point was the employee victimised. In fact, all the evidence put forward by the employer pointed to the employee being grossly negligent, reckless and dishonest. Therefore, the trust and working relationship between the employer and employer could no longer be sustainable.

The court set aside the commissioner’s award and held that the employee’s dismissal was substantively fair.

“This case emphasises the obligation placed on employees to always abide by Covid-19 health and safety protocols in the workplace, as the failure to do so may result in termination of their employment,” Werksmans said

Currently looking for a candidate for a successful and expanding software company involved in providing Payroll and HR Solutions to a number of clients in Africa
We are looking to take on a software developer with a special mix of skills to work on multiple software projects. In particular, we are looking for someone with experience in building GUI applications using a mix of PHP,CodeIgnite Library, Javascript, CSS, JSON, Rest Webservices, mySQL and Cobol for the backend web services.
Job Location: Pretoria (Murrayfield).
Essential Software Development Skills
• Attention to detail.
• Able to work and adapt in a fast-paced environment, working to tight deadlines.
• Can self-manage and is organised, able to take responsibility for projects and work un-supervised.
• Able to gather requirements and communicate with non-technical staff.
• A decent understanding of web application development.
• A high degree of literacy – written, spoken and computer.
• PHP
• Javascript
• CSS
• JSON
• Restfull web services
• MySql
• CodeIgnite Library
Essential Technical Skills
• Experience with Microsoft Products, include Windows 7-10, Excel, Word, Powerpoint,
• XAMPP PHP Web Server
• IIS web server

Desirable
• Agile development experience
• Acucobol GT 9.2.5
• XML/XSLT & XHTML

Covid-19: UIF Update Guide – Temporary Employer/Employee Relief Scheme.

1. BACKGROUND.
Section 8 of The National Disaster Regulation 10 empowers the Minister of Employment and Labour (the Minister) as required, may issue and vary directions, within his mandate, to address, prevent and combat the spread of COVID-19, from time to time including:

A. Dismantling information required for dealing with the national disaster.
B. Implementing emergency procurement procedures.
C. Taking any other steps that may be necessary to prevent an escalation of the national state of disaster, or to alleviate, contain and minimize the effects of the national state of disaster, or
D. Taking steps to facilitate international assistance.
In line with the above regulations, the Minister has announced measures that the Department will put in place under the current special circumstances relating to the Corona Virus (COVID -19) and its impact on UIF contributors.

The Unemployment Insurance Fund will assist affective workers through existing benefits including illness, Reduce Work Time, Unemployment and Temporary Employer-Employeeee Relief Scheme (TERS) benefit

The Unemployment Insurance Commissioner, after consultation with Unemployment Insurance Executives, has also developed a Corona Virus Temporary Employer/Employee Relief Scheme (COVID19TERS) to contribute to the containment of the Corona Virus and its impact.
Employer/s that have force lockdown as regulated and who might require financial assistance from the UIF should access information regarding available funding through a dedicated mailbox [email protected].

On receipt of a request, an automated response will be sent outlining the procedure and documents/information required by the Fund to process the application.

2. EASY – AID GUID FOR CLIENTS TO ACCESS UI FUNDING THROUGH COVID – 19.

STEP 1.
KEY DOCUMENTS REQUIRED:

1. Letter of Authority, on and official company letterhead granting permission to an individual specified to lodge a claim on behalf of the company.
2. MOA (completion of the agreement between UIF, Bargaining Council and Employer).
3. A prescribed template that will require critical information from the employer.
4. Evidence/payroll as proof of last three months employee(s) salary(ies).
All documents submitted will be subject to verification.

STEP 2
SUBMISSION PROCESS

Submit/transmit all documents as required in Step 1 to UIF via dedicated mailbox [email protected]
NB: If the spreadsheet is completed; valid and accurate, it will dump (sic) into an automated calculator to produces the benefit amount due to the beneficiaries and the total amounts to be transferred to the employer or bargaining council or whichever method agreed.

STEP 3
CONCLUSION

Conclusion of the MOA between parties.
Payment will only be effective after MOA signed off between the Fund and the Employer/Bargaining Council.

3. ENQUIERIES

The UIF will provide a dedicated line that will assist all employers/employees/Bargaining Councils on COVID19TERS. The contact number is 012-337-1997

4. CONCLUDING POINT.

All relevant/key information or any urgent changes will be placed on the Department’s website, www.labour.gov.za

Covid-19: UIF Declaration – Termination Codes 10 and 17

The advent of Covid – 19 has created scenarios that can result in UIF benefit claims in terms of the current provision in the Unemployment Insurance Act for illness leave.

There is also the option of the “Temporary Employer/Employee Relief Scheme (TERS) in terms of which employers that have implemented a temporary lay off of staff can apply to the Unemployment Insurance Fund for financial assistance from the NATIONAL DISASTER FUND.

For each of these scenarios, the PAYROLL must declare a value for the “REASON FOR TERMINATION” code that will indicate the status of the effective employees to the fund.
AFTER DISCUSSING THE OPTIONS WITH THE FUND, THE FOLLOWING GUIDANCE IS PROVIDED.

1. CODE 10 – ILLNESS LEAVE.

Code 10 has always been used when the employee is not able to work as a result of an illness that is diagnosed by a medical practitioner. There is no change to this long-standing practice.

Since the advent of Covid-19, code 10 must also be used to indicate the following two circumstances,

- The employee is diagnosed by a medical practitioner as having Covid-19 and is unable to work.

- The employee has self-isolated or self-quarantine to remove himself or herself from society (generally for up to 14 days or until a diagnose has been made) and is unable to work from home due to the nature of the employee’s job.

2. CODE 17 – REDUCE WORKING TIME.

- Firstly code 17 must be used to indicate that a properly discussed and agreed short-time arrangement has been put into place. Employees working under a ‘short time “arrangement can claim the “Reduced Working Time” benefit that was introduced by the Unemployment Insurance Act from 1 January 2019.

- Secondly, code 17 must be used to indicate that the employer has applied for financial assistance from the National Disaster Fund when as a direct result of Covid-19, the employer cannot pay its employees and has implemented a temporary lay-off of staff.

Fortunately, both codes 10 and 17 are existing codes, therefore the payroll system itself needs to be changed.

It is only the application of these codes in the payroll that must be brought to the attention of employers.

Covid -19 UIF National Benefits Guide

The Commissioner of the Unemployment Insurance Fund has published on 23 March 2020 a guide explaining to access UIF benefits in order to the containment of the spread of the Covid - 19 virus and its impact.

UI benefits will also become applicable where the employee needs to be self-quarantined, under the illness benefit provisions.

The following are covered in this guide:
- Contrac details of the UIF offices in order to assist with the above-mentioned;
- Prescribed Forms and documents to reduce working time;
- Benefit payment information;
- illness benefit information;
- The process to follow;
- Application process.

The following link can be used to access this guide.

http://www.labour.gov.za/DocumentCenter/Publications/Unemployment%20Insurance%20Fund/Easy%20Aid%20for%20Corona%20Benefits.pdf

Department of Employment and Labour unveil guidelines to deal with Covid-19 at workplaces
17 March 2020

The Department of Employment and Labour has appealed to employers to use the prescriptions of the Occupational Health and Safety (OHS) Act of 1993 in governing workplaces in relation to Coronavirus Disease 2019 COVID–19.

The OHS read with the Hazardous Biological Agents Regulations requires the employer to provide and maintain as far as is reasonably practicable a working environment that is safe and without risks to the health of employees.

“Section 8(2)(b) requires steps such as may be reasonably practicable to eliminate or mitigate any hazard or potential hazard before resorting to personal protective equipment (PPE). However, in the case of COVID–19, a combination of controls is required, although the main principle is to follow the hierarchy of controls.

“However, before the implementation of control measures, current risk assessments need to be reviewed and updated, taking into account the new hazards posed by exposure to COVID-19 in the workplace. This is in accordance with Section 8 (2) (d) of the OHS Act".

The Department wishes to appeal to employers who have not prepared for pandemic events to prepare themselves and their workers as far in advance as possible of potentially worsening outbreak conditions. The Department advises employers to “go back to basics" by conducting hazard identification and risk assessment to determine the level of risk exposure and communicate to all workers.

As of 09 March 2020, corona virus infections had spread to eight new countries – increasing to 102 countries affected worldwide.

Coronaviruses are a group of viruses that cause diseases in mammals and birds. In humans, coronaviruses cause respiratory tract infections in nose, sinuses or upper throat. Symptoms of the virus include fever, cough, and shortness of breath.

The Department has developed a COVID-19 guideline. This COVID-19 planning guidance was developed based on traditional infection prevention and occupational hygiene practices. It focuses on the need for employers to implement the following:

· Engineering controls - isolating employees from work-related hazards, installing high-efficiency air filters, increasing ventilation rates in the work environment and installing physical barriers such as face shields to provide ventilation.

· Administrative controls – these controls require action by the employee and employer. Examples of administrative controls include: encouraging sick workers to stay at home; minimizing contact among workers, clients and customers by replacing face-to-face meetings with virtual communications e.g. conference calls, Skype, etc.; minimising the number of workers on site at any given time e.g. rotation or shift work; discontinuing nonessential local and international travel; regularly check travel advice from the Department of Health at: www.health.gov.za; developing emergency communications plans, including a task team for answering workers' concerns and internet-based communications, if feasible, providing workers with up-to-date education and training on COVID-19 risk factors and protective behaviours (e.g. cough etiquette and care of PPE); training workers who need to use protective clothing and equipment on how to put it on, use/wear it and take it off correctly, including in the context of their current and potential duties. Training material should be easy to understand and available in the appropriate language and literacy level for all workers.

· Safe Work Practices – these include procedures for safe and proper work used to reduce the duration, frequency, or intensity of exposure to a hazard. Provide resources and a work environment that promotes personal hygiene. For example, no-touch refuse bins, hand soap, alcohol-based hand rubs containing at least 70 percent alcohol, disinfectants, and disposable towels for workers to clean their hands and their work surfaces, regular hand washing or using of alcohol-based hand rubs, and display handwashing signs in restrooms.

· Personal Protective Equipment (PPE) – while engineering and administrative controls are considered more effective in minimizing exposure to SARS-CoV-2, PPE may also be needed to prevent certain exposures. Examples of PPE include: gloves, goggles, face shields, face masks, gowns, aprons, coats, overalls, hair and shoe covers and respiratory protection, when appropriate. Employers should check the NICD website regularly for updates about recommended PPE.

Employers and workers should use this planning guidance to help identify risk levels in workplace settings and to determine any appropriate control measures to implement. Additional guidance may be needed as COVID-19 outbreak conditions change. In the event that new information about the virus, its transmission, and impact, becomes available you may have to modify your plans accordingly.

For employers who have already planned for influenza outbreaks involving many staff members, planning for COVID-19 may involve updating plans to address the specific exposure risks, sources of exposure, routes of transmission, and other unique characteristics of respiratory infections (i.e., compared to influenza virus outbreaks).

In the case of suspected exposure contact the coronavirus hotline in South Africa: 0800 02 9999

The Department of Employment and Labour will for now keep its labour centres opened. The Department has put in place a Crisis Management Team which will be guided by the Department's business continuity plan. The Crisis Management Team will meet every day at 09h00 to assess the situation and put measures in place to promote health and safety of staff and its clients.

The queues at labour centres and services provided will be managed to adhere to the 100 people not gathering in one place at the same time.

For more information contact:

Teboho Thejane

Departmental Spokesperson

082 697 0694

[email protected]