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OBJECTS OF OUR ORGANISATION
- to regulate relations between employers,
employees and or trade unions;
- to plan and organise its administration and
lawful activities;
- to promote, support or oppose any proposed
legislative or other measures affecting the
interests of employers;
- to provide legal assistance to employers on
matters affecting the relationship between
themselves and their employees and or trade
unions;
- to establish and administer funds for the
benefit of its members and their dependants;
- to do such lawful things as may appear to be
in the interest of the organisation and its
members and which are not inconsistent with the
objects or any matter specifically provided for;
- to encourage the settlement of disputes
between employers and employees.
STATUS OF OUR EMPLOYER'S ORGANISATION
This employers' organisation shall be a body
corporate with perpetual succession capable of
entering into contractual and other relations
and of suing and being sued in its own name.
MEMBERSHIP
Any employer in the Republic of South Africa
shall be eligible for membership of the
organisation.
PENSION & PROVIDENT FUND
Pension and provident funds have been registered
for our member's staff.
LABOUR LAW
NAPE has available for you Labour Specialists,
Attorney's and staff that are experts in their
respective fields. During an in-depth investigation into
services required by employers, the need for an
extended effective & efficient service was
identified. A problem frequently experienced
occurs in the preparing of documents for legal
matters, as there is a huge amount of
administration work required for the preparation
for arbitrations and/or court hearings. This
type of work not only demands a lot of time and
effort but also requires special in-depth
attention to ensure that all base lines are
attended to and no critical information goes
unattended.
WHY WE BELIEVE WE
CAN ASSIST YOU
During the investigation the following was
highlighted:
- Due to time constraints and other factors the
majority of HR (Human Resource) & IR (Industrial
Relation) managers are currently not up to date
with the latest case law and amendments to the
diverse labour legislation, which includes:
changes in wage calculation; minimum wages;
conditions of employment; employment equity;
disciplinary procedures; black economic
empowerment, etc.
- The cost to a company of a permanent HR & IR
Manager is high, and most companies cannot
afford nor require the services of a full time
manager, yet they understand the need for such a
person and will accommodate such a person once
or twice a week;
- Most of our current members require an HR
manager on their premises more often to deal
with day-to-day requirements, such as assistance
with new employees within a couple of days after
commencement of employment; explaining the
company's disciplinary procedures; grievance
procedures; employment contract and to assist
with the general induction of the employee;
- Such a person could also assist employees with
problems they might have in the workplace. This
will result in increased production if problems
can be resolved earlier;
- Such a person could assist employers with the
implementation of an Employment Equity Plan and
provide guidance and advice with regard to Black
Economic Empowerment as currently required by
legislation;
- Such a person could act on behalf of employers
at the C.C.M.A or Bargaining Councils during
arbitration proceedings, thereby ensuring that
employers do not have to attend lengthy and time
consuming processes;
- Intensified interaction and communication with
employers and employees are necessary;
- Identification and prevention of labour
disputes and/or unrest before they arise;
- Such a person could immediately deal with all
union matters that arise in the workplace;
- Companies prefer to deal with all HR & IR
issues in-house, were they have more control
over, and information on issues on a daily
basis.
Because of the above, the demanding labour
legislation and our mission to assist employers
more professionally, effectively and efficiently
we expanded our organisation to accommodate the
following divisions;
- Outsourcing of a HR manger- You can now have
an HR manager at your offices only for the time
you actually require such a person.
- Outsourcing of Pay Roll- We pay your staff and
deal with all other payments such as: PAYE;
Unemployment Insurance Fund; skills development;
workman's compensation; bargaining council
levies; union levies and so on, thus saving you
a lot of time;
- Labour broker- This is especially a benefit
were you, as employer, requires additional staff
for an unspecified period. We can now supply
that staff to you, and remove them from site
within 24 hours. And because the staff members
are our employees they cannot claim against you
for any unfair dismissal. fields.
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