The Scamdex Scam Email Archive - Employment/Job o

Subject:  Labour Law Newsletter
From:  ivan@labourlawadvice.co.za
Date:  Tue, 31 Mar 2009 10:38:26 -0700

A Scam Email with the Subject "Labour Law Newsletter" was received in one of Scamdex's honeypot email accounts on Tue, 31 Mar 2009 10:38:26 -0700 and has been classified as a Employment/Job Scam. The sender was ivan@labourlawadvice.co.za, although it may have been spoofed.

!LABOUR LAW ALERT!
 
 

 

Labour Law AdviceLABOUR LAW MANAGEMENT CONSULTING
TEL: (011) 888 7944 or 082 8522
E-mail: ivan@labourlawadvice.co.za / ronni@labourlawadvice.co.za
 
 
BY  lvan lsraelstam, CEO of Labour Law Management Consulting.
 
LABOUR LAW ALERT brings you important news of developments crucial to your workplace. These include clearly explainedlabour law statutes, crucial court and CCMA findings and news of training courseson how to walk the tightrope between workplace effectiveness and labour law compliance.
 
 
 LABOUR LAW ALERTNO.1
 
At the CCMA employers are assumed to be guilty of unfair dismissal until they prove themselves innocent! Employers should therefore prepare extremely well before going to the CCMA.
 
 
LABOUR LAW ALERT NO.2
 
On 8 May 2009 the one-day seminar on
RETRENCHMENT AND HOW TO WIN AT THE CCMA,
is being held in Johannesburg. At this seminar you will get:
 
  • A set of crucial practical steps for building the strongest case possible
  • Important tips on dealing with and overcoming CCMA bureaucracy
  • A user-friendly explanation of the laws relevant to arbitration
  • A step by step guide on how to present a winning case
 
 FACILITATOR:    IVAN ISRAELSTAM
 
Ø      Former CCMA Commissioner
Ø      13 years providing CCMA representation
Ø      Chairperson of Labour Affairs Committee of
the SA Chamber of Commerce and Industry
Ø      Author of numerous labour law articles and books
 
FOR FURTHER SEMINAR DETAILS:
Please contact Ronni on 084 5217492
 
 
LABOUR LAW ALERT NO.3
 
“Employment” Can BeginBeforeThe Employee Starts Work!
 
Employers must beware of concluding employment contracts that they are unable or unwilling to implement.
 
This is because, as soon as the applicant becomes an employee, the employer’s extremely onerous obligations in labour law come into effect.
 
A job applicant attains labour law rights as soon as the parties have concluded an employment agreement even if this occurs long before the individual’s first day in service.
 
In Wyeth SA (Pty) Ltd vs. Manqele (People Dynamics, September 2003:39) the parties concluded a written contract of employment in terms of which Manqele was to commence work on 1 April. Prior to Manqele beginning work, he was advised that the employer was no longer prepared to employ him.
 
Manqele took the matter to the CCMA where the arbitrator ruled that Manqele had become an employee the moment he accepted Wyeth’s offer of employment. The dismissal was therefore ruled to be unfair.
 
In the light of this decision employers should:
 
·        Avoid entering into employment agreements unless they are sure they can employ the applicant.
 
·        Avoid doing or saying anything that seems like an offer of employment until the employer is ready to make an employment offer.
 
·        Never employ, contract with or cancel the employment contract of any person without involving a labour law expert experienced in dealing with these tricky issues.
 
 
      LABOUR LAW MANAGEMENT CONSULTING
              PROTECTOR OF EMPLOYER RIGHTS

 

 



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