Implementing retrenchments, short-time and lay-offs correctly

Short-time:

• Applying short-time effectively, fairly and expeditiously.
• The short-time notification: contents, time period, consultation requirement.
• How short can short-time be, how long can you implement short-time for?
• Implementing short-time urgently,
• Using short-time to deal with load-shedding, power-outages and other unplanned emergencies.
• Do you consult, negotiate – do you need an agreement?

Lay-offs:

• The lay-off notification: contents, time period, consultation requirement
• How short can lay-off be, how long can you implement a lay-off for?
• Do you have to have an agreement before you implement a lay-off?

Retrenchments/Redundancy:

• The retrenchment notification: and the consultation process – the do’s and don’ts.
• What grounds can be used to retrench? Are you reasons to retrench fair?
• Small scale or large scale retrenchments, what’s the difference?
• The consultation process – must trade unions be involved and to what extent?
• The selection criteria – who is selected for retrenchment – keeping it fair and objective.
• What is voluntary retrenchment vs. forced retrenchment and when can it be applied?
• The bumping principle.
• Severance pay; how is it calculated and when must it be paid (Main Agreement vs. BCEA)?

Enquiries

Tel: 011 298 9400

Email: info@seifsa.co.za