SERVICES 2018-12-18T09:24:17+00:00

This outsourced Human Resource (HR) service as discussed below will be rendered at a monthly retainer fee as negotiated with the client, payable in advance, excluding any travel expenses outside the Gauteng province.

The following functions will be provided at shop level: (At the client’s premises)

  • 24-hour helpline availability.
  • Conducting of difficult and sensitive disciplinary hearings on shop floor level.
  • The preparation and compiling of labour related and CCMA documents.
  • Support junior management in all IR procedures and disciplinary hearings.
  • Grievance procedures and retrenchments.
  • Counselling.
  • Training of personnel in all related IR and human resources procedures.
  • Updating of all employment contracts.
  • Strategic planning with regards to in house policies and procedures.
  • Disciplinary Management Training.
  • Personnel evaluation and support in merit appraisals.
  1. Provision of all HR and labour law related documents. A list of related documents available on request. This function includes: Adapting all HR-related documents to the company’s requirements, climate and culture. Customised to company’s requirements.
  2. Provision and updating of all contracts of service.
  3. The supervision and negotiation with current staff in signing of contracts.

Please note that our services entail that we remain contactable at all hours.

Support in the internal training of managers in all related human resources procedures, the updating of all contracts of service and the strategic planning with regards to in house policies and procedures can be provided. Personnel Evaluation and support in merit appraisals will be given. This can be done on a retainer basis or by the placement of a permanent HR-officer or twice weekly visits by means of our labour broking and placement service’s division.

Support in the strategic planning with regards to the Employment Equity Plan and the updating and maintenance thereof. Setting up procedures to monitor and evaluate the implementation of the Employment Equity Plan and internal procedures to resolve disputes on Employment Equity issues, and identifying a senior manager responsible for implementing and monitoring the plan.

With the increasing growth in the accommodation and food services of the hospitality industry in South Africa, innovative thinking, effective and efficient management systems are required to have an effective staff complement. Highly qualified and skilled consultants offer a range of support services that are tailor made to satisfy specific hospitality needs through a combination of academically, scientifically based knowledge and experience in this dynamic industry.

Highly qualified and skilled consultants offer a range of supporting services. These services include psychometric evaluation tests, specifically designed training courses, industrial relations and IR legal services, organizational diagnosis, human resource surveys and services. After strict selection and psychometric evaluation, the correct security officer for a specific position, trained in the specific job description according to the client’s needs, can be provided on a 24 hour basis in the disciplines of hospitality, retail, industrial, VIP services and security for special events.

WHM Labour law advisors now also specialize in payroll administration.

Below is a brief explanation of what our payroll administration entails.

Payroll outsourcing service is designed to relieve small and medium-sized enterprises (SMEs) of the burden of running a legally compliant payroll department.
Currently there are 6 Acts that govern Payroll in South Africa, and in addition to this, complex rules governing Directors’ salaries. Our Payroll Outsourcing Team will ensure that your payroll is handled with the utmost confidentiality at all times and that Directors’ salaries are handled in line with the latest legislation.

Save time with our efficient and legally compliant payroll administration service. No more Payroll ‘headaches’!

As not all companies have the manpower to process their salaries and wages effectively, or the finances to purchase Payroll software, Sage Pastel Payroll & HR’s salary outsourcing service can offer them the required support and services coupled with the necessary market understanding and expertise at an affordable price.

We allow you to focus on your strengths, knowing that your Payroll is efficiently, confidentially and legally handled by an experienced tax and Payroll partner. For a set monthly fee, Payroll will become cost-effective, hassle and headache free. Instead of diverting resources away from your core business to run a full-time payroll department, you can now rely on us to provide you with a complete outsourced payroll solution. One of the most prevalent reasons to outsource your Payroll is the assurance that your Payroll data is kept completely confidential and secure at all times.

These Payroll outsourcing services, as discussed above, will be rendered at a monthly retainer fee as negotiated with the client.

The Skills Development Act (SDA)

The purpose of the SDA is to develop and improve the skills of people in the workplace through the introduction of learnerships and occupationally directed qualifications. The Act aims at developing a continuously developing and learning culture in all organisations.

The Skills Development Levy Act (SDLA) introduced a levy payment system by which employers fund skills development. Any employer with an annual payroll of R500 000 or more is obligated to pay 1% of the payroll as a Skills Development Levy. The levy is paid to SARS, who then distributes the payment to the National Skills Fund (NSF) who, in turn, pays the money to the various Sector Education and Training Authorities (SETAs).

Organisations who pay the skills levy may claim up to 20% of their levies back in mandatory grants if the SDF submits the WSP and ATR in accordance with the prescribed requirements.

An employer needs to do the following to qualify for this grant:

  • Appoint a registered Skills Development Facilitator (SDF)
  • Complete an Annual Training Report (ATR)
  • Complete a Workplace Skills Plan (WSP)
  • Submit all documentation to their SETA by 30 June of each year

The ATR consists of a record of all the training completed during the period 1 April to 31 March of that year. The WSP documents a training plan for the new period 1 April to 31 March of that year. The employer may claim for in-house training as long as attendance registers are signed and kept as proof. The employer has to be able to provide copies of invoices, payments, certificates and, in some instances, attendance registers for any training attended by employees. (In order to benefit in terms of B-BBEE and training, the training has to be completed by designated employees and the training has to be provided by an accredited training provider).

Any employer who has more than 50 employees has to have a Skills Development Committee. The purpose of the committee is to provide input into the WSP and to endorse the ATR and WSP before it gets submitted to the SETA. The committee should also monitor the implementation of the WSP.

A qualified SDF can assist the employer with the development of a Workplace Skills Plan (WSP) and submit the WSP to the relevant SETA by the due date. The SDF can advise and support the employer and the employees on the implementation of the WSP. The SDF can also assist the employer to draft and submit an ATR to the relevant SETA and act as a contact person between the employer and the relevant SETA.

Skills Development Facilitators evaluate the learning culture of organisations and apply various methods to enhance the skills, knowledge and abilities of individual employees related to the organisational strategic objectives and plans. Proper development and succession plans for staff can, on the long term increase the profitably of the company and provide a large pool of suitably qualified individuals to replace any vacancies within the business.

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