Some fun or can this be seen as a solution? (Acknowledgment to Klaas Looch and Associates)

admin — Tue, 06 Dec 2011 11:08:22 +0000

Work functions, parties and especially when it’s that end-of-year time where there are parties, more parties and boozed up intoxicating times.

Most of you should know that it is a criminal offence to drive a motor vehicle on a public road while intoxicated, but many may not know that it’s also a crime to work while intoxicated? Worse still, it’s a crime even to sip alcohol at the workplace, possess or even offer anyone alcohol at the workplace. (The management ”example” to employees is now challenged!)

So what about all those boozy functions, parties and year-end parties at your company, the company pub or the equally boozy lunches where you stumble back to the office looking “shøt bad”??? By this time you have already lost the little dignity you possessed, flirted with all the wrong colleagues, declared undying love to your boss and “topping that” you are now a common criminal, too!!!

OHSAct’s General Safety Regulation 2A (2) states that no person at a “workplace” shall be under the influence of or have in his or her possession or partake of or offer any other person intoxicating liquor or drugs.

So what to do? If “someone” is force-feeding you alcohol, and you must go back to your workplace, knowing – before everything became fuzzy and lovely – that you cannot be intoxicated at the workplace.

Simple. Don’t perform work when you get back! If you really must go back to the office, lock the door and sleep. If you are sleeping in your office then that area that you call your office is not your workplace as defined since you are not performing any work! Section 1(1) of the OHSAct defines a “workplace” as meaning any premises or place where a person performs work in the course of his or her employment.

A passing thought is that the office door needs to be locked (and windows and blinds closed) so you can’t be caught/seen “sleeping at work or on the job” as this could have disciplinary code ramifications under the Human Resources policies based on the Basic Conditions of Employment and Labour Relations legislation. However, if you are sleeping, you can’t be “on the job” and can’t be sleeping at work, “doing what work?”

If the company’s “sleeping policy” states “sleeping at the work site or on company premises”, you could be in trouble!!!

Be Warned!
For Your & your Family’s Safety’s sake be responsible:
Don’t drink and drive
Don’t drink while working on company premises

Annual leave and yearly shutdowns

admin — Mon, 14 Nov 2011 08:29:05 +0000

Many employers close down for the holiday season and businesses shut down or work skeleton staff. This sometimes give rise to conflict as it is also the time when employees want to spent time with family, go on holiday or just break away after a stressful year at work. Others prefer to take leave during the year and do not want to take leave during the shutdown period. Some employees are however required to take their leave during this shutdown periods and some are required to work, as was the case in Seardel Group Trading (Pty) Ltd t/a Romatex Home Textiles v Petersen & others (2010) 19 LC 1.11.34, and also reported in [2011] 2 BLLR 194(LC). In this case, most of the employer’s employees take their annual leave during the shutdown period. However, this is not the case for maintenance workers, as they have to perform maintenance work during the shutdown period while production is not ongoing. Those employees who do not take annual leave during the shutdown period can do so during other times of the year. The reason for the dismissal was that one employee, a maintenance fitter, refused to perform maintenance duties at his normal rate during the applicant‘s annual shutdown period in December and January. The employee was prepared to work at a higher rate, but not at his normal rate of pay. It was accepted that he worked during the shutdown in previous years. The employer dismissed him for refusing to obey a lawful instruction. The dismissal became final after an internal appeal and the matter proceeded to arbitration. The commissioner found that work during the shutdown period was “illegal” in terms of the BCEA and the main agreement as the employer required the employee to work during an annual leave period, which is prohibited in terms of section 20(9) of the BCEA. On that basis, he found the dismissal to be substantively unfair and ordered the applicant to reinstate him retrospectively to the date of dismissal. Section 20(9) of the BCEA provides: “An employer may not require or permit an employee to work for the employer during any period of annual leave”. The main agreement repeats this section verbatim and is silent on the question of and relation between the annual shutdown and the time when employees may or should take annual leave and therefore did not take the matter any further. The employee’s contract of employment states that he is entitled to 20 working days’ annual leave after the completion of five years’ service. He had ten years’ service at the time of dismissal. The contract did not provide that annual leave must be taken at the time of the annual shutdown or that the two overlap and the employee could therefore, contractually, take leave any other time during the year as well. On review, the Labour Court found that, in this case, the commissioner had misdirected himself in equating the applicant‘s annual shutdown period with the period of annual leave. The Labour Court found that the prohibition on an employer requiring an employee to work during “any period of annual leave” contained in the BCEA and the main agreement is wholly irrelevant to the period of the applicant‘s annual shutdown. The evidence was that the employee customarily performed maintenance work during the annual shutdown period. In his evidence at arbitration he agreed with the statement by his trade union representative that it has been the norm that there is work for maintenance during the shutdown period. The lesson to employers is clear. If you do have annual shutdown periods, make sure that your contracts of employment and collective agreements deal with this issue and regulate your requirements whether employees are required to work or not. If you want employees to take leave during December, write it into your employment contract with them. If you want them to work during shutdown periods, ensure that you agree with them to do so.

SHE-Hawk Consultants

Some fun or can this be seen as a solution? (Acknowledgment to Klaas Looch and Associates)

Annual leave and yearly shutdowns