Article written by Salomé Griebenow (PayTime & B-BBEE Legal Advisor SEESA – Cape Town) The objective of B-BBEE is to correct the inequalities of the past by promoting meaningful economic participation of black South African citizens. Although entities cannot be forced to comply with the Broad-Based Black Economic Empowerment Amendment Act 46 of 2013 (BBBEE […]
Article written by Antoinette Du Plessis (Consumer Protection and POPI Legal Advisor – SEESA – Pretoria) A consumer has the right in terms of the Consumer Protection Act to lodge a complaint. The lodging of a complaint is dealt with in terms of Sections 71 – 75 and Regulations 35 – 37 of the Consumer […]
Article written by Tanya Verdoorn (Labour Legal Advisor SEESA – Pretoria) Since the democratic elections in 1994, there has been an increase of females joining the workforce. The aforementioned influx resulted from legislative support that promoted access to education and employment for women and economic and financial circumstances that necessitated women to earn an income. […]
Article provided by SEESA With all the compliance acts that came into effect over the last few years, business owners could easily get confused with all the different abbreviations they frequently encounter. Two of these acts that have a similar ring to it are the Protection of Personal Information Act (POPIA) and the Promotion of […]
Being compliant is essential for every business no matter how big or small. Complying with the country’s laws is important and should you fail to follow the laws for a company then you could land up in some hot water or if you want to apply for a tender or loan you may not have […]
Article written by Dominique van Deventer (BEE Legal Advisor SEESA) During the submission period of verification packages on financials not older than 18 months, it came to light that a lot of companies do not comply with having a Workplace Skills Plan (WSP) or Annual Training Report (ATR) in place within their working environment. With […]
Article provided by SEESA Much like the COVID-19 pandemic, the misconception that employers can hold their employees to successive fixed-term employment contracts is going nowhere in a hurry.
