Asembo Consulting Pty Ltd

30/03/2022

Hi everyone and welcome to all the new members. Thank you for choosing Asembo Consulting!

1. What Is Constructive Dismissal?

In layman's terms, Constructive dismissal can be defined as a situation or an environment in the workplace, which has been created by an employer in which it becomes intolerable for an employee to continue employment and where the employee is left with no choice but to resign.

2. What qualifies for constructive dismissal?

Constructive Dismissal is where an employer has committed a serious breach of contract, entitling the employee to resign in response to the employer's conduct. The employee is entitled to treat him or herself as having been “dismissed”, and the employer's conduct is often referred to as a “repudiatory breach”

3. Elements required to prove constructive dismissal claim.

3.1 That the contract of employment was terminated by the Employee because of the Employer's conduct and not for any other reason;
3.2 That the reason for the termination of the contract was that continued employment became intolerable for the Employee; and
3.3 that it must have been the Employer of that Employee who made the continued employment intolerable

4. Internal Grievance Procedures

Employees tend to struggle to prove Constructive Dismissal claims at the CCMA in circumstances where they did not exhaust all internal avenues in respect of grievance procedures and policies set in place by the Employer for Employee complaints or lodging of grievances by Employees. The CCMA has similarly advised that an Employee needs to show they had attempted to resolve the intolerable situation prior to resigning. Of course, this is not always possible in small businesses or workplace environments where there is no Human Resources Department. Furthermore, it must be noted that the intolerable situation may be one event, such as sexual harassment or assault, or a number of events that have taken place over a period of time, such as public humiliation.

5. Referring Constructive Dismissal Disputes to the CCMA

Employees are often not aware of the timeframe provided by law within which to lodge a Constructive Dismissal claim with the CCMA and that most importantly if the timeframe is missed, the Employee will have to apply for condonation for the late referral, the result of which may mean that the Employee’s claim might be rejected. To avoid a situation where an Employee’s claim is rejected due to being out of time, the Employee must refer the Constructive Dismissal dispute to the CCMA within 30 (thirty) days of the date of resignation of the Employee.

6. Outcome

Should an Employee be successful at the CCMA in proving a Constructive Dismissal occurred, the Commissioner who arbitrated the dispute may award the Employee up to 12 (twelve) months compensation.

Wishing everyone a fruitful and productive day!

21/03/2022

Big shout-out to my newest top fans!

Nomali Magwaza

09/03/2022

Hi everyone and welcome to all the new members. Thank you for liking our page!

1. Importance of Criminal Verifications/Screening during the selection process.

One of the most significant benefits to performing consistent, comprehensive background checks is reducing your turnover rates.

Gathering more information on an applicant is key to safe, effective screening procedures and hiring – and to determine if they are honest and trustworthy.

Research shows that when you hire people with criminal records, retention rates are likely to be higher. People with criminal records are more likely to be fired for misconduct than people without records. They're also statistically less likely to quit, which saves employers a considerable amount in turnover costs.

2. Why is it important for a candidate to have a clean criminal record?

The fact is that it's not only essential to disclose the fact that you have a record, but it's also in your best interest to do so.

If the information doesn’t come first hand from you, it will eventually be revealed in a different manner. Not being open about your criminal past – no matter how minor – could potentially raise red flags for prospective employers because it could call your credibility and integrity into question.

Granted, you will undoubtedly have to take the risk and be prepared to navigate prospective employers who will have their fair share of concerns that you will need to address with them, but you will have a better standing with future managers and recruiters if you are upfront with them from the start.

We wish you a fruitful and productive week!

16/02/2022

Hi everyone and a warm welcome to all the new members.

Please accept our sincere apologies, we have not been updating lately but be rest assured that we are still in business. Thank you for trusting us with your HR needs.

We value and appreciate your support!

Please feel free to engage us whenever there is a need. We will gladly assist. We are available in all our communication channels as communicated.

Warm Regards

28/12/2021

Dear All

Thank you so much for supporting Asembo Consulting Pty Ltd in 2021.

Thank you for believing in us. Please continue to support us in 2022. We value your support so much!

Wishing you a fruitful and prosperous New Year!

Warm Regards
Asembo Consulting Team

05/11/2021

Hi everyone & welcome to all the new members!

Today let's talk about something very basic but important. Most of us tend to ignore the importance of dressing appropriately for a job interview.

Why is it important? (Dress Code)

Dressing in the right attire for an interview shows that you're serious about the job, respectful of the interviewer's time, and are genuinely interested in the position. It also demonstrates an understanding of the corporate culture and showcases you as someone who would fit easily into the workplace dynamic.

How you appear is essentially the first impression you will make on the panel who will interview you. If your appearance is appropriate and well put together, you instantly gain credibility as someone who cares about making a good impression, and who has respect for the company and the interview process.

We hope this helps...

Have a pleasant weekend!

19/10/2021

Hi everyone and welcome to all the new members!

Topic: Talent Acquisition vs Recruitment.

What is the difference between Talent Acquisition and Recruitment?

1. Recruitment is about filling vacancies following the prescribed recruitment procedures.
&
2. Talent acquisition is an ongoing strategy to find specialists, leaders, or future executives for your company. Talent acquisition tends to focus on long-term human resources planning and finding appropriate candidates for positions that require a very specific skillset.

Wishing everyone a fruitful and productive day ahead!

28/09/2021

Hi everyone and welcome to all the new members!

Leadership in the workplace refers to the ability of an individual to manage and supervise a company and its fellow employees. It also refers to the ability to positively influence others to perform their jobs to the best of their ability. This will result in success for the company as a whole.

15/09/2021

Hi everyone!

There are job opportunities as Sasol
Please visit their website www.sasol.com/careers for more details.

Closing date 27/09/2021

Good Luck!!!

At Sasol, people matter. When we speak about people, we mean not only our 30 100 employees in the 33 countries in which we operate, but the tens of thousands of contractors and suppliers who work with us daily,

14/09/2021

Please share this post, let this message reach all interested parties, our educators and learners out there. Let us make education fashionable!

14/09/2021

Hi Everyone and welcome to all the new members. Please continue to invite your friends to like this page. We appreciate your support!

Our today's HR update is based on Training and Development:-

1. What is Skills Development Act of 1998?

The Skills Development Act aims to expand the knowledge and competencies of the labour force in order to improve productivity and employment. The Main Aims of the Act are: A) To improve the quality of life of workers, their prospects of work and labour mobility and B) To promote self-employment.

2. What is the benefit of the Skills Development Act to the Employers?

2.1 Retrenched workers to re-enter the labour market; employers to find qualified employees; and 2.2 To provide and regulate employment services.

3. What is the benefit of Skills Development to the employees?

3.1 It helps employees develop their current skill set and increase their knowledge.
3.2 Improves productivity levels.
3.3 Creates new and improved job opportunities.
3.4 Keeps employees motivated and increase their contribution levels

Wishing you a fruitful and productive day ahead!

13/09/2021

Hi everyone and welcome to all the new members!

From now onwards we will cover a variety of HR topics randomly on different days.

1. What is Strike in the South African context?

South Africa, Labour Relations Act, 1995 (amended by the Labour Relations Amendment Act, 2002)] Sect. L620.

A strike is a concerted labour stoppage decided upon by employees to pursue occupational claims and in defence of their material or moral interests.

2. Can an employee be dismissed for participating in a Strike Action?

A strike that violates a no-strike provision of a contract is not protected by the Act, and the striking employees can be discharged or otherwise disciplined, unless the strike is called to protest certain kinds of unfair labor practices committed by the Employer.

We will stop here for today.

Do enjoy your Monday further!