Compliance concerns? Fair Labour practices in your workplace? Facing workplace disputes, or struggling to navigate the dynamic legal landscape? Considering training to meet these challenges?
Skillmaster Online HR Law courses are tailored to address HR compliance, fair labour practices, employment contracts, basic conditions of employment, and handling CCMA disputes. They offer valuable insights and practical solutions.
The courses cover a range of topics crucial to ensure compliance with
employment laws and regulations
employment equity
discrimination
harassment
dismissal procedures
labor union rights
Our online courses offer flexibility, allowing participants to study at their own pace and schedule.
Demonstrate your commitment to ethical conduct, legal compliance and employee well-being by investing in online courses with Skillmaster.
This means it’s time for filing the Interim tax reconciliation. Hello September! As we bid August farewell, it’s time to gear up for the Interim Tax Reconciliation season. The Employer Interim Declaration (EMP501) submission window opens soon, requiring employers to reconcile their Monthly Employer Declarations for the first half of the year.
You’ll find the weekly and Africa updates and resources to help you stay informed and on top of your payroll responsibilities and legislative changes you should know. We’ve got you covered!
The Job Management screen has been converted to NextGen and includes a refreshed and modernized interface as well as the benefit of several improvements designed to optimize efficiency.
“Who is HRMASTER?“…you might still be wondering… Discover the answer and explore our exciting new offerings and changes in our September webinars – watch, learn, and subscribe on our YouTube channel for all the latest updates.
Goodbye August – this means it’s time for filing the Interim tax reconciliation.
The Employer Interim Declaration (EMP501) submission opens mid-September, and must be made by 31 October. Employers must reconcile their Monthly Employer Declarations (EMP 201) for the first 6 months of the reconciliation year (1 March to 31 August 2023).
Useful information to check to prepare your submissions for this half-year reconciliation season:
employee address (postal and residential)
Employee bank account details
Employee Income Tax Number
Valid employee Identity number
Payroll figures for PAYE, UIF and SDL actually paid
Register your company on E@syFile , if you have not done so. (Download from the SARS website).
Please note: tax certificates are not issued at this time (only at financial year end, or when an employee leaves the company).
If the thought of another employee tax filing experience leaves you weak at the knees, consider signing up with Paymaster Payroll Solutions. We will reconcile all the tax information monthly, leaving you to focus on your core business functions. You will wonder why you waited so long to do this! Contact our help desk at help@paymaster.co.za.
The 2022 EE Amendment Bill has not yet been signed into law. This means employers must submit their 2023 EE Reports using the current EEA. The reporting period opens 1 September (manual and online submissions). The closing date is 2 October (manual) and 15 January 2024 (online submissions ). It is mandatory to submit these reports. Go to the DOL portal for all Employment Equity Online Reporting services and questions.
Employer Interim Reconciliation Period 202308
SARS will again provide employers with an opportunity to test the updatede@syFile™ Employer build before the formal release opening on 18 September 2023 for the Employer Interim Reconciliation.
‘E-Wallet’ has been added to the Payment Method selection list on the Employee Banking Details screen.
The E-Wallet option is treated the same way a Cash Payment is done. This method will not appear on the salary payment file as no bank details are specified but will display as a payment method on the Net Payment listing report. This will allow administrators to easily see which employees are paid using E-Wallet. Click below for instructions how to process the E-wallet payment method.
Nureeyah is the youngest in a big family, and enjoys mom’s home cooking (especially yummy butter chicken) and hanging out with her cat, Lady. She likes watching historic tv shows set in a simpler time, or medieval dramas like Game of Thrones. Although she grew up near the beach, she is not a great fan of spending time there, choosing rather to disappear into books.
Welcome to the Paymaster family, Nureeyah. We look forward to working with you, and seeing you grow and flourish in your new job.
The Job Management screen has been converted to NextGen and includes a refreshed and modernized interface as well as the benefit of several improvements designed to optimize efficiency. Hover over the images to magnify. 🔎
Some of the exciting enhancements introduced as part of this conversion include:
Bulk Upload Functionality: Users can now take advantage of a convenient bulk upload feature for Job Management. Users are able to create and update job records in bulk. The bulk upload also includes custom fields.
Employee History visibility: With the conversion to NextGen, users now have the ability to access and view the history of employees who were previously attached to specific jobs.
Together with the screen conversion to NextGen, the Job Management Custom fields have also moved from the Classic Job Management Historical Categories and Fields to our NextGen custom fields.
New location: Config > Basic Settings > Custom Screens and Field
Empower Yourself with Skillmaster’s Free E-Learning Course for Women!
Have you heard? Skillmaster is offering a fantastic opportunity for women to upskill and enhance their career prospects with a FREE online course – Women in Leadership. Don’t miss out on this chance to boost your knowledge and open new doors. Register now, for free, and take a step toward a brighter future!
Welcome to the payroll news updates! Here, you will find the latest updates and information on all things payroll. We’ve got you covered from employee payroll and payroll tax to payroll management and payroll software.
You’ll find the weekly and Africa updates and resources to help you stay informed and on top of your payroll responsibilities and legislative changes you should know.
We’re thrilled to announce that throughout the month of September, we’ll be sharing insightful webinars with our valued clients and potential partners. These webinars will delve into the exciting new offerings and changes that have taken place under the HRMASTER umbrella, including Paymaster, Skillmaster, Timemaster, and additional HR services. It’s the perfect opportunity to meet the key individuals behind these developments and gain a deeper understanding of our expanded services and branding.
Whether you’re a long-standing client or someone interested in learning more about our comprehensive solutions, these webinars are not to be missed.
Stay tuned to our social media channels for updates on when these webinars will be unveiled, providing you with an engaging and informative experience that sheds light on the new face of HRMASTER.
And that’s not all – these webinars will also be available on our YouTube channel! Be sure to subscribe to our channel to catch all the latest updates and insights. If you’ve been wondering about our recent changes and branding shift, this is your chance to get all the answers you need.
Welcome to our “Free Payroll Knowledge” Q & A series! We understand that payroll can be a complex and challenging task for small businesses, which is why we want to help. We’re excited to announce that our Q & A virtual sessions will take place twice a month, on a Wednesday at 10:00-10:30. The series will be an open discussion format.
Ask any payroll question, we have the answer!
We will be announcing the details of each webinar on our social media channels, so be sure to follow us to stay updated. You can join the webinar using the link we will provide.
Who is this webinar for?👉 For payroll professionals increasing their skill base, or those new to this function. Or maybe you’re exploring Paymaster as a payroll option….this virtual series is aimed at all of you.
Free access to 142 soft skill courses on our Skillsmaster E learning platform
Today, making a positive impact on society through Corporate social responsibility (CSR) initiatives, is an integral part of doing business. To this end, HRMASTER, a provider of comprehensive HR solutions, is excited to announce free access to 142 soft skill courses on our Skillsmaster E learning platform. The aim is to uplift our unemployed youth and give them the tools for self improvement and resources to impact their own future.
By identifying schools, educational institutions, and non-profit organizations working closely with unemployed youth, HRMASTER aims to make a significant impact in the communities they serve. Selected matriculants will be given access to these 142 online soft skill courses, setting them on the road to success.
How can you help
Participating companies have the opportunity to join HRMASTER in their CSR efforts by offering to cover the costs of these 142 online soft skills courses for some of these young people. There are several benefits to this for the companies that come on board with us. The company’s logo will be prominently displayed on the management dashboard, which will enhance their brand image by showing their commitment to making a positive impact on society. The management dashboard also allows companies to assign and track the training access provided, ensuring efficient use of resources.
Another benefit to joining us, is the opportunity to maximize the Skills Development Levy claim-back. And Skillsmaster will assist with this process.
HRMASTER’s commitment to corporate social responsibility is illustrated by this initiative to empower unemployed youth by providing access to these 142 soft skill courses. By joining us in this effort, companies can make a positive impact on society and boost their brand image.
Together we can change the future for the most vulnerable young people.
To sign up for the online learning platform or if you have any questions, please contact Deon Macauley.
SARS released a new USSD service on 20 March 2023 to assist taxpayers on PIT (Personal Income Tax) related services. This service is free of charge and the taxpayer doesn’t need a smartphone or internet connectivity. Read here for more information.
The following services are offered via the USSD channel:
What is my tax number?
Account balance
Do I need to file a tax return?
eBooking
Here are the dates and criteria for the 2023 Filing Season:
Individual taxpayers (non-provisional): 7 July 2023 to 23 October 2023 Provisional taxpayers: 7 July 2023 to 24 January 2024
Besides processing payroll input on the respective employees’ records, capturing payroll information can also be processed via the Bulk Actions Screen. Bulk entries can be uploaded to the Payrate details screen. The Pay Rates Screen defines the employee’s package details as well as the frequency of payment. Templates to update information to other selected screens, are also available. New required information can be captured on the template spreadsheet and uploaded from the Bulk Actions Screen.
Click on below instructions on how to process Pay Rate details via Bulk uploads.
Please call our Helpdesk for your queries – 021 712 7333 help@paymaster.co.za or WhatsApp us – 081 711 1276
How to view leave balances in hours
Employees are able to view their leave balances, accrual, max balance and leave value breakdown in hours once the company setting has been configured. The Leave Balances Screen hosts the details of the employee’s leave entitlement including the leave accrual, leave balance and when the leave is due to expire.
Click below for directions on how to view leave balances in hours.
Meet Zihaad Davids, who reports to Nafeesa, the office manager at HRMASTER. He is a trainee payroll administrator and his responsibilities include payroll data capturing and making videos that explain how payroll works. Is he HRMASTER’s first TikTok star in the making?
Zihaad matriculated from Fairmount Secondary High School, in Grassy Park, in 2019.
He has 2 older brothers, one of whom is also married. Unfortunately Covid scuppered his tertiary education in IT technical support in 2020. He started working for Martin & East, on site, and then became a driver for Davison Boards. In March he started his career with HRMASTER. He is enjoying working at a desk, especially in this cold, wet weather.
Zihaad is married to his high school sweetheart, and he and his wife are looking forward to welcoming their first baby in a few months. They like outings to the beach and date nights. Soccer is his sport of choice, and he also enjoys exploring the southern parts of the city on his bicycle, with friends, and has completed 4 Argus cycle tours. Hopefully that stamina will help him when the new baby arrives.
Welcome to the HRMASTER family, Zihaad. We are glad to have you on board.
New Product Features
New enhancements
Expanded Search Function
No need to familiarise yourself with the menu structure, simply search for specific items – easily and quickly.
The list of benefits includes:
New users to the system don’t need to get used to where each menu item is located, they can simply search for a term that they are familiar with – this will most certainly enable users to get up and running on the system much quicker and significantly improve user satisfaction.
In most cases, it will be much quicker to type in a partial name of a menu item to navigate to it rather than use the menus – even for experienced system users.
This new feature includes synonyms of the typical payroll “industry terms” given to various aspects that we may have named something different, e.g., customers coming from other payroll solutions may refer to payroll components as “wage types”. So, by searching “wage types”, our payroll components menu option will show in the search results.
It includes scenarios where a single admin form containing several functional setups, i.e., the Other Dropdowns screen. Users can search for something like “attachments” or “incident types”; and it will show in the search results to point to this form.
Custom forms have been included in the results so when a customer creates any custom form and names it accordingly, it will also show up in the search results.
With this enhanced search feature,
finding what you need will be faster and more convenient and will take your user experience to the next level.
Our partnership with Biosyn and Floatpays is another way that Paymaster endeavors to deliver greater value to our clients.
Building Trust between Employer and Employee
Unlock your payroll’s full potential and optimize your workflow management with Time Master’s powerful time and attendance features
Discover how Time Master can transform your workflow management
At Time Master, we understand the critical role of effective workflow management in running a smooth and efficient payroll system. In the next few newsletters, we will explore how Time Mater’s advanced time and attendance features can revolutionize your workflow management. Each newsletter will show a new feature, providing valuable insights and practical tips for optimizing your workflow.
From simplified leave applications to centralized warnings and overtime management, as well as streamlined staff movement and seamless payroll integration, we are dedicated to empowering you with the tools to enhance efficiency and productivity.
Feature 2: Centralized Warning/Overtime Screen
Manage warnings and overtime instances effortlessly. Our dedicated screen consolidates all warnings and overtime requests, enabling efficient decision-making and resolution.
Click to enlarge
If you are interested in learning more about Timemaster’s Time and Attendance system, be sure to visit our website for more information. There you can find detailed articles, product reviews etc to help you make an informed decision about your time and attendance system. For more information on
Financial stress is bad for your staff and your bottom line!
The best way Floatpays, in partnership with Paymaster, can help reduce debt is by providing on-demand access to earned wages through integration with Paymaster payroll. Employees can access their earned-but-unpaid wages through EFT, instant money vouchers, or prepaid vouchers. If you want to improve financial stability and increase happiness and productivity among your employees, reach out to us. And for employers, Floatpays can help streamline the payroll process and reduce the administrative burden of managing a large, seasonal workforce.
As a Paymaster partner, Floatpays is already integrated into the Paymaster payroll system, so set-up is quick and easy! Get in touch with Ian Hurst at ian@paymaster.co.za, +2782 898 5006, to book a free DEMO.
Welcome to the payroll news updates! Here, you will find the latest updates and information on all things payroll. We’ve got you covered from employee payroll and payroll tax to payroll management and payroll software.
You’ll find the weekly and Africa updates and resources to help you stay informed and on top of your payroll responsibilities and legislative changes you should know.
Paymaster is excited to announce that it is now operating under the umbrella of HRMASTER. We’re expanding our services to include
Time and Attendance
SDL Reimbursement and e-learning
Additional HR services
If you attended our recent webinar, you might have heard about these exciting changes. But if not, we’re delighted to let you know that we’re expanding our services to offer you even more.
But don’t worry, Paymaster will continue to offer the same great service you’ve come to expect. These changes won’t affect your relationship with us or the way you use our services. We’re simply enhancing our brand and offerings to better meet your needs.
We’re excited to help you take your business to the next level with our new services.
To learn more about these new services and how they can benefit your business, contact HRMASTER today.
SDL & SKILLS DEVELOPMENT
Paymaster Announcement
Welcome to our “Free Payroll Knowledge” Q & A series! We understand that payroll can be a complex and challenging task for small businesses, which is why we want to help. We’re excited to announce that our Q & A virtual sessions will take place twice a month, on a Wednesday at 10:00-10:30. The series will be an open discussion format.
you ask any payroll question, we have the answer.
We will be announcing the details of each webinar on our social media channels, so be sure to follow us to stay updated. You can join the webinar using the link we will provide.
For payroll professionals increasing their skill base, or those new to this function. Or maybe you’re exploring Paymaster as a payroll option….this virtual series is aimed at all of you.
The Amendment to this bill, signed by the President in April, sets five-year sector targets for each province, (and national targets for employees operating nationally), that prescribes demographic and gender targets for companies that employ more than 50 employees.
The Employment Equity Act aims to redress the imbalances of South Africa’s past. The idea is to move towards reflecting the country’s demographics in the workplace. The Amendment to this bill, signed by the President in April, sets five-year sector targets for each province, (and national targets for employees operating nationally), that prescribes demographic and gender targets for companies that employ more than 50 employees.
These targets involve top management, senior management, professionally qualified and skilled levels. They also include employees with disabilities. Compliance certificates (issued by the Minister of Employment and Labour) for employers in good standing, will be required for any company applying for government contracts.
The economic sectors affected in this amendment are:Provincial targets
agriculture
forestry and fishing
manufacturing
mining and quarrying
construction
financial and insurance activities
transportation and storage
information and communication
water supply
sewerage
waste management and remedial activities
electricity
gas steam and air conditioning supply
human health and social work activities
arts
entertainment and recreation
real estate activities
professional
scientific and technical activities
wholesale and retail trade
repair of motor vehicles and motorcycles
accommodation and food service activities
public administration and defence
compulsory social security
education and administrative and support activities
TO SEE THE TABLES OF THE PROVINCIAL TARGETS, CLICK HERE.
While the largest trade union federations support this amendment bill, many commentators and role players have questions and concerns, (including court challenges and possible constitutional breaches), especially around the methodology used to arrive at these targets. There are also fears that this move will hamper economic development, thereby increasing poverty, unemployment, and inequality. Statistics show that Black unemployment has grown since the implementation of race-based policies. ( Stats SA’s 2022 fourth quarter (Q4) Labour Force Survey ). Instead of helping the poor, it could instead hurt them by discouraging investment, growth, and jobs. Experience has shown that these “quotas” make the rich, richer, and leave the poor sinking further into poverty.
And the Constitutional principle of non-racialism is also at risk here. How do employers assess the race of their employees, other than these employees self-identifying? Should the private sector adopt the public sector racialism seen when SAPS Commissioner Jackie Selebi kept a police post open rather than promote the “wrong” race?
Most fair-minded South Africans acknowledge the urgency needed to correct the unfair labour practices of our past. But this new amendment has resulted in more questions than answers. At the moment it seems to be a blunt instrument being used to deal with a sensitive issue that affects every working person in South Africa.
Most South Africans agree that the unfair labour practices of the past have to be corrected.
The Amendment to this bill, signed by the President in April, sets five-year sector targets for each province, that prescribes demographic and gender targets for companies that employ more than 50 employees.
The Employment Equity Act aims to redress the imbalances of South Africa’s past. The idea is to move towards reflecting the country’s demographics in the workplace. The Amendment to this bill, signed by the President in April, sets five-year sector targets for each province, (and national targets for employees operating nationally), that prescribes demographic and gender targets for companies that employ more than 50 employees.
These targets involve top management, senior management, professionally qualified and skilled levels. They also include employees with disabilities. Compliance certificates (issued by the Minister of Employment and Labour) for employers in good standing, will be required for any company applying for government contracts.
The economic sectors affected in this amendment are;
agriculture
forestry and fishing
manufacturing
mining and quarrying
construction
financial and insurance activities
transportation and storage
information and communication
water supply
sewerage
waste management and remedial activities
electricity
gas steam and air conditioning supply
human health and social work activities
arts
entertainment and recreation
real estate activities
professional
scientific and technical activities
wholesale and retail trade
repair of motor vehicles and motorcycles
accommodation and food service activities
public administration and defence
compulsory social security
education and administrative and support activities.
To see the Tables of the provincial targets, CLICK HERE.
While the largest trade union federations support this amendment bill, many commentators and role players have questions and concerns, (including court challenges and possible constitutional breaches), especially around the methodology used to arrive at these targets. There are also fears that this move will hamper economic development, thereby increasing poverty, unemployment, and inequality. Statistics show that Black unemployment has grown since the implementation of race-based policies. ( Stats SA’s 2022 fourth quarter (Q4) Labour Force Survey ). Instead of helping the poor, it could instead hurt them by discouraging investment, growth, and jobs.
Experience has shown that these “quotas” make the rich, richer, and leave the poor sinking further into poverty.
And the Constitutional principle of non-racialism is also at risk here. How do employers assess the race of their employees, other than these employees self-identifying? Should the private sector adopt the public sector racialism seen when SAPS Commissioner Jackie Selebi kept a police post open rather than promote the “wrong” race?
Most fair-minded South Africans acknowledge the urgency needed to correct the unfair labour practices of our past. But this new amendment has resulted in more questions than answers. At the moment it seems to be a blunt instrument being used to deal with a sensitive issue that affects every working person in South Africa.
Most South Africans agree that the unfair labour practices of the past have to be corrected.
– Written by Leslie Hurst –
Expand Your Global workforce with Employer of Record Services
In the fast-paced business world, organizations face many challenges when it comes to managing their global workforce. Managing HR and Payroll functions can be overwhelming as they navigate complex employment laws and ensure compliance with local regulations. This is where Employer of Record (EOR) services come to the fore. In this article, we will explore the benefits of using Employer of Record services and how they can help businesses streamline their operations, reduce risk, and make the most of growth opportunities.
1. Global Expansion Made Simple: 2. Compliance and Risk Mitigation: 3. Workforce Flexibility: 1. Global Expansion Made Simple:
Expanding into new markets is an exciting opportunity for any business, but it also comes with many challenges. Employer of Record services can simplify the process by handling all aspects of international employment. This includes local payroll runs, tax compliance, benefits administration, and legal compliance. By engaging the expertise of an EOR, companies can enter new markets faster, and easier, without the need to establish costly legal entities or navigate unfamiliar HR landscapes.
2. Compliance and Risk Mitigation:
Compliance with dynamic employment laws and regulations is essential for any organization. Because EORs specialize in local labour laws, they can ensure that businesses remain fully compliant with local regulations, employment contracts, tax requirements, and reporting obligations. By entrusting these responsibilities to an EOR, companies can avoid costly penalties, legal disputes, and reputational damage.
3. Workforce Flexibility:
Agility is the key in today’s high-powered business environment. EOR services provide businesses with the flexibility to scale their workforce up or down, quickly, depending on project demands or market fluctuations. Whether it’s hiring temporary staff, engaging independent contractors, or managing seasonal workforce requirements, EORs offer the necessary infrastructure and expertise to ensure seamless workforce management.
4. Focus on Core Business Functions: 5. Access to Global Expertise: 6. Cost Efficiency: 4. Focus on Core Business Functions:
Managing HR and payroll functions can be time-consuming and divert attention from core business activities. By outsourcing these administrative tasks to an EOR, companies can free up valuable time and internal resources. This allows management and HR teams to focus on strategic initiatives, talent development, and driving business growth, and leave employment administration to the experts.
5. Access to Global Expertise:
Employer of Record services bring extensive experience in dealing with the complexities of international employment. With a global network of in-country experts, EORs have a fundamental understanding of local labour markets, employment regulations, cultural nuances, and best practices. This expertise gives businesses a competitive edge that enables them to attract and retain top talent in foreign markets.
6. Cost Efficiency:
Opting for an EOR should lead to significant cost savings for businesses. By leveraging the EOR’s infrastructure, companies eliminate the need to establish local entities and manage multiple payroll and HR technologies. EORs can consolidate invoicing, which ensures transparency and simplifies financial management. And because compliance is taken care of, the risk of costly penalties and fines is minimized.
Employer of Record services is a strategic solution for businesses that decide to expand globally. They manage compliance and optimize workforce management. They ease the burden of international employment administration and provide expertise and flexibility. EORs enable organizations to focus on what they do best: drive innovation and growth, in a competitive environment. Enlisting an EOR partner can unlock new opportunities and set your business up for international success.
When you consider engaging an Employer of Record service, it’s essential to choose a trusted partner with a proven track record. Paymaster Business Solutions, a leading provider of Employer of Record services, offers comprehensive solutions and legal expertise across all African countries. With their extensive knowledge of local labour markets and compliance requirements, Paymaster Business Solutions can support your organization’s expansion, ensuring seamless HR and payroll operations. Discover how Paymaster Business Solutions can empower your global growth at https://www.paymaster.co.za/ or call Ian Hurst at 082 898 5006 / ian@paymaster.co.za.
News
Personal Income Tax Filing Season
Here are the dates and criteria for the 2023 Filing Season:
Individual taxpayers (non-provisional): 7 July 2023 @ 20:00 to 23 October 2023 Provisional taxpayers: 7 July 2023 @ 20:00 to 24 January 2024
Electricity tariff increase for municipalities for the 2023/24 financial year – increase of 18.49% is effective on 1 July 2023.
Electricity tariff increase for standard Eskom customers – increase of 18.65% was effective on 1 April 2023.
Helpdesk Tips
How to process Bulk Uploads for Pay Rate details
Besides processing payroll input on the respective employees’ records, capturing payroll information can also be processed via the Bulk Actions Screen. Bulk entries can be uploaded to the Payrate details screen. The Pay Rates Screen defines the employee’s package details as well as the frequency of payment. Templates to update information to other selected screens, are also available. New required information can be captured on the template spreadsheet and uploaded from the Bulk Actions Screen.
Click on below instructions on how to process Pay Rate details via Bulk uploads.
Please call our Helpdesk for your queries – 021 712 7333 help@paymaster.co.za or WhatsApp us – 081 711 1276
How to view leave balances in hours
Employees are able to view their leave balances, accrual, max balance and leave value breakdown in hours once the company setting has been configured. The Leave Balances Screen hosts the details of the employee’s leave entitlement including the leave accrual, leave balance and when the leave is due to expire.
Click below for directions on how to view leave balances in hours.
Meet Firdous Ebrahim, our extraordinary finance professional. She is our favorite colleague, a trusted member of the Paymaster team for many years, and relied upon by everyone. Firdous is the implementation manager, with the important task of welcoming the new kids to the class.
She’s responsible for the take-on of all new outsource and inhouse clients, and then provides the training afterwards. For the online clients specifically, she is a vital contact to set them up for self-help. She is also Paymaster’s client-care manager. The client-care team receives the processed payroll, they check it and then send it out to the client. She is responsible for accuracy and client communication. This is a new process that has recently been implemented, and she is happy with the results so far.
Firdous has lived in Wynberg all her life. She is a widow with 2 sisters and 2 married sons. She loves her 3 grandchildren and is their favorite baby-sitter. Her latest 6 month-old grandson is getting lots of attention from ‘ma’ lately. Firdous loves family life, being spoiled and spoiling all her children. When she’s not working, she enjoys snuggling in bed and watching Netflix. She also enjoys the outdoors, especially a good braai. She has a standing appointment with her sister for a ‘once a month getaway’ to a holiday resort somewhere.
Firdous attended Wittebome High School, and then went on to gain knowledge at the various places she worked. The first 15 years of her working career she worked in the finance industry, where she did debtors, creditors, wages and cashbook. She was given an opportunity to be trained in VIP, and ever since then, she has worked in payroll. In 2010 Firdous started her payroll career at a company that Paymaster later merged with, and she became a member of the team here. With 13 years of payroll experience under her belt, she is a seasoned professional. She consistently demonstrates her commitment to accuracy, efficiency, and delivering exceptional service. She says what drives her excellence at work is working with clients, and with a team. And when asked what else she is involved with in the office, she laughs and says “eating and exercise”. This fabulous lady in her 50’s, conscientiously takes part in the office bootcamp every week.
Her calm demeanour perfectly illustrates her philosophy of “Be the same everyday”, and her colleagues can see “it costs nothing to smile”! Her patient and easy-going personality is a delight to have at the office and Paymaster is thankful for her years of outstanding service with us.
New Product Features
New enhancements
Pacey | Announcement Messages
We are excited to announce an additional template message option for Pacey.
Easily communicate custom announcements to your employees via WhatsApp.
The custom form feature is only available to customers on the Master edition and therefore this specific Pacey announcement feature is only available on Master edition, whereas the other message templates are available for customers that have licensed Pacey.
To ensure compliance with WhatsApp’s guidelines, which restrict businesses from sending arbitrary messages, we have designed a structured message process for your announcements. When an announcement is sent, your employees will receive a template message inviting them to read it. By simply tapping on the “Read Announcement” button within WhatsApp, they will be sent the message you wish to communicate.
By utilising the bulk upload screen, you can effortlessly trigger the distribution of your announcements. All you need to do is populate an Excel sheet with the employee numbers of the employees who should receive the announcement.
We believe this new feature provides a convenient and efficient way to keep your employees updated with important news and information. Experience seamless communication and enhanced employee engagement with our latest system enhancement!
Note: This feature requires a Custom Form to be set up where an admin user can capture the message they wish to send out. This will be the mechanism for creating the announcement message.
Our partnership with Biosyn and Floatpays is another way that Paymaster endeavors to deliver greater value to our clients.
Building Trust between Employer and Employee
Unlock your payroll’s full potential and optimize your workflow management with Time Master’s powerful time and attendance features
Discover how Time Master can transform your workflow management
At Time Master, we understand the critical role of effective workflow management in running a smooth and efficient payroll system. In the next few newsletters, we will explore how Time Mater’s advanced time and attendance features can revolutionize your workflow management. Each newsletter will show a new feature, providing valuable insights and practical tips for optimizing your workflow.
From simplified leave applications to centralized warnings and overtime management, as well as streamlined staff movement and seamless payroll integration, we are dedicated to empowering you with the tools to enhance efficiency and productivity.
Feature 1: Simplified Leave Application Process
Say goodbye to paperwork and administrative burdens. With our software, employees can easily apply for leave, reducing the workload on the Payroll User. This streamlined process saves time, allowing your team to focus on more strategic tasks.
Click to enlarge
If you are interested in learning more about Time Master’s Time and Attendance system, be sure to visit our website for more information. There you can find detailed articles, product reviews etc to help you make an informed decision about your time and attendance system. For more information on
Financial stress is bad for your staff and your bottom line!
The best way Floatpays, in partnership with Paymaster, can help reduce debt is by providing on-demand access to earned wages through integration with Paymaster payroll. Employees can access their earned-but-unpaid wages through EFT, instant money vouchers, or prepaid vouchers. If you want to improve financial stability and increase happiness and productivity among your employees, reach out to us. And for employers, Floatpays can help streamline the payroll process and reduce the administrative burden of managing a large, seasonal workforce.
As a Paymaster partner, Floatpays is already integrated into the Paymaster payroll system, so set-up is quick and easy! Get in touch with Ian Hurst at ian@paymaster.co.za, +2782 898 5006, to book a free DEMO.
Welcome to the payroll news updates! Here, you will find the latest updates and information on all things payroll. We’ve got you covered from employee payroll and payroll tax to payroll management and payroll software.
You’ll find the weekly and Africa updates and resources to help you stay informed and on top of your payroll responsibilities and legislative changes you should know.
Welcome to our “Free Payroll Knowledge” Q & A series! We understand that payroll can be a complex and challenging task for small businesses, which is why we want to help. We’re excited to announce that our Q & A virtual sessions will take place twice a month, on a Wednesday at 10:00-10:30. The series will be an open discussion format.
you ask any payroll question, we have the answer.
We will be announcing the details of each webinar on our social media channels, so be sure to follow us to stay updated. You can join the webinar using the link we will provide.
For payroll professionals increasing their skill base, or those new to this function. Or maybe you’re exploring Paymaster as a payroll option….this virtual series is aimed at all of you.
SDL & SKILLS DEVELOPMENT
Can SDL be claimed back? – Yes !
Employers who pay their skills development levies are entitled to claim back a sum of money used to train and upskill their staff from their paid skills development levies.
The new E-learning service from Skill Master
Recap on the webinar
Wednesday 14 June saw the first free webinar on this new platform, presented by Deon Macauley. The idea is to aid businesses to upskill their workforce, for free. Apart from the obvious benefit of increased skills, it can also unlock funds from the Skills Development Levy.
And that is what this first webinar was all about. A representative from Developcore (our trusted partner) explained their services to train staff, and to monetize the time spent by your company training your staff. The speaker touched on the required Workplace Skills Plan (WSP) and an Annual Training Report (ATR) that is required to make the annual submission eligible to claim back on the Mandatory Grant. They have a formula that enables a company to approach their SETA with these statistics, and how to claim back a percentage of the discretionary part of the money spent on skills development. This will make upskilling, development and compliance much simpler.
The webinar was informative and interactive, allowing participants to ask questions and unpack concepts. For those that missed this webinar, find the recording HERE. 🎦
Please note – this recording will be available until 30 July 2023
This compensation fund provides compensation for employees who are injured, or contract diseases through the course of their employment.
Since 1993 the Compensation for Occupation Injuries and Diseases Act (COIDA) covers all employees, not just those in lower income groups. Increasing the compensation category has resulted in a bigger pool of funds available, although office workers etc are less likely to be injured at work ( cross-subsidisation).
Under COIDA, all types of work relationships are covered, including those through labour brokers.
And if someone is diagnosed with a disease as a result of their employment, they will be compensated, even if they are no longer employed by that company. Their calculated earnings will be adjusted for inflation to what they would be earning if still working.
The COIDA also provides a no-fault system of compensation for those injured or who contract diseases during their employment. This means the aggrieved party does not have to prove any party was at fault for their accident, to receive compensation.
The Act stipulates;
who contributes to the fund
the amount contributed
who is covered
type of injuries and diseases covered
the size of the compensation
All employees are obliged to be registered with a carrier. This is either the Compensation Commissioner of the Compensation Fund or a designated mutual association. Employees must provide all the particulars of their business to this carrier, and make sure these are kept up to date. To increase compliance of companies to this fund, there are various policing structures that exist. For instance, Health and Safety inspectors will check that the company pays compensation tariffs when they do an inspection visit.
If an employee files a claim and their employee is not registered, the claim will still be processed through the Compensation Fund. The Fund will then follow up with the unregistered employer to impose a fine (the employer will be liable for the entire cost of the compensation if they are not registered).
Paymaster’s payroll has a COIDA report that provides a breakdown of figures to complete the statement of earnings for the Compensation Fund.
UPDATE:
The Director General of Employment and Labour published in the Government Gazette 48065 (Notice 1617) increasing the OID earnings threshold as follows:
from R529 264 per annum (limit for 2022/2023),
to R563 520 per annum effective 1 March 2023 (limit for 2023/2024).
The OID earnings threshold is the maximum amount of earnings per annum per employee on which an assessment of an employer is calculated in terms of section 83(8) of the Compensation of Occupational Injuries and Diseases Act (COIDA).
Please contact our Helpdesk for more information, 021 712 7333 or help@paymaster.co.za
– Provided by Ian Hurst –
News
Employment Equity Act Amendments
The amendments to the Employment Equity Act …What can you do?
In April the president signed the amendments to the EE Act 55 of 1998. Changes to Section 15 regarding the setting of sectoral specific, numerical targets for employment equity compliance has caused some consternation. Questions are being asked whether regional or national demographics will be considered when setting these targets.
So what can you do? Join forces with other companies in your economic or industry sector, and send comments to the minister (department of labour). He will have to take note of your consolidated voices. You have until 12 June 2023 to do this.
SA Reserve Bank Monetary Policy Committee delivered the May 2023 MPC statement. The MPC decided to increase the repurchase rate by 50 basis points to 8.25% per year, with effect from 26 May 2023.
Up from 7.75% from the previous MPC. The next MPC meeting is on 20 July 2023.
Helpdesk Tips
How to remove SDL
The Skills Development Levy (SDL) is a compulsory levy scheme for the purposes of funding education and training under the Skills Development Act of South Africa and is payable by employers on a monthly basis.
The Skills Development Levy exemption is configured on company and employee level. According to the Skills Development Act, certain employers are eligible for exemption from paying SDL. For example, if an employer’s total remuneration for all employees within a 12-month period does not exceed R 500 000, they are exempt from paying this levy.
Can SDL be claimed back? Yes – contact Paymaster for assistance.
Please call our Helpdesk for your queries –
021 712 7333 help@paymaster.co.za or
WhatsApp us – 081 711 1276
How to get a tax breakdown in PDF
To confirm that the tax paid reflected on a payslip is correct, it is essential to review the tax breakdown available on the Edit Payslip screen. This breakdown provides a detailed calculation of the taxes. It is worth noting that discrepancies can arise between months due to variations in individual employees’ tax payments from the previous tax year compared to the current year. Therefore, checking the tax breakdown is crucial in order to avoid any confusion and ensure precise tax calculations.
Click below for directions on how to get a tax breakdown in PDF
The charming Astrelecia Arizona August (or Lisa) has been with Paymaster since March 2022, working as a payroll administrator. She explains: “I’m responsible to get the work done, keep the clients happy and to do what I come to work to do – that is to do my job.” She soon realized that at Paymaster you have to be an all rounder and she is prepared to do any task asked of her, even if it is not her direct responsibility.
Astrelecia grew up on the Cape flats outside Cape Town and has one older sister.
She matriculated from Westridge High School and completed a NQF 5 certificate at Boston City Campus in Cape Town. She finished her certificate through a learnership from ITC business administration and worked in the customer care department for 3 years. This was a great boost for her career as it opened doors for her into the business sector. From here she worked in credit control at a call center. And then she spent 9 years working at a pharmacy, where she fulfilled many roles ,from helping at the till, serving customers, and assisting at the clinic and prescription counter.
Astrelecia loves a challenge, and decided to take her career in a new direction. The Paymaster job came at just the right time . She sailed through the training and is happy with her new direction of work. Her passion to keep going is driven by the desire to provide her children (a son and daughter of 15 and 8) with a better life. She is an enthusiastic, hard worker and often asks for greater responsibility , all for her precious children. She is often filled with gratitude, and makes sure to show it. She notes :”If you don’t show appreciation, people will think you don’t even appreciate the little things.” Today, Astrelecia processes the payrolls for 10 clients and is also part of the client care team. This involves checking all the client’s payrolls and sending them out. She also assists the marketing team with social media posting. Lisa is an energetic, passionate addition to the Paymaster team. Her enthusiasm and drive are bound to take her places. We are excited to have her onboard.
New Product Features
New enhancements
Reports | Additional report field available in the standard reports
An additional report field has been added to the standard reports. This field is called “Does not Qualify for Employment Tax Incentive” and is sourced from the Basic Profile of the employee.
The field applies to South African entities. This field is used to identify employees who do not qualify for the Employment Tax Incentive. The check box will be selected for employees who do not meet the criteria for the incentive program (on the employee basic profile). This information is important for businesses to report on and manage their incentive program eligibility accurately.
Adding this report field to the standard report gives customers access to more comprehensive and accurate data on employee eligibility for the Employment Tax Incentive program.
See the below option available under the additional report fields on the standard reports:
Standard Payslip | ID and Passport numbers protected
Protecting personal information is a priority for us, and we have recently made an important enhancement to the non-confidential header of the standard payslip to safeguard sensitive information further. Specifically, depending on the identification type, we have masked the first 7 digits of the ‘Identity No’ or ‘Work Permit/Passport No’ field.
This is particularly important given the prevalence of identity theft and other types of cybercrime in today’s digital landscape.
This enhancement is important for ensuring that personal identifiable information is not exposed.
This is particularly important given the prevalence of identity theft and other types of cybercrime in today’s digital landscape.
Our partnership with Biosyn and Zuydam Konsult is another way that Paymaster endeavors to deliver greater value to our clients.
Building Trust between Employer and Employee
Unlocking the potential of Time and Attendance and Payroll integration
Do you want to reduce the time it takes to complete your payroll?
Paymaster’s comprehensive Time and Attendance Solution is designed to simplify your data retrieval process. With our integrated system, the burden of back-end data administration rests with us, freeing up your payroll personnel to focus on their core responsibilities.
Goodbye to manual calculations and time-consuming attendance monitoring…
The future is in the seamless integration between time and attendance systems and our payroll solutions….
Paymaster has you covered
With our automated time and attendance system, you’ll experience improved accuracy in overtime payments from month one.
If you are interested in learning more about Paymaster Time and Attendance system, be sure to visit our website for more information. There you can find detailed articles, product reviews etc to help you make an informed decision about your time and attendance system. For more information on
Simplify your finances with Xero and Zuydam Konsult
Are you overwhelmed by tedious financial admin tasks?
Imagine a world where every transaction seamlessly integrates with your financial data, freeing you from endless hours of administrative tasks.
With Paymaster and Zuydam Konsult’s partnership, you can turn your frustrations into satisfaction by switching to cloud-based accounting with Xero. You’ve already experienced the joy of automating payroll with Paymaster, so why not automate your entire business finances for a smoother journey?
Paymaster and Xero integration Benefits:
seamless integration to your general ledger
the ease of accounting with Xero
access to great reports
secure cloud backups
anytime, anywhere accounting and payroll management
Don’t let financial frustrations hold you back. Take the first step towards a simplified and streamlined financial future.
Welcome to the payroll news updates! Here, you will find the latest updates and information on all things payroll. We’ve got you covered from employee payroll and payroll tax to payroll management and payroll software.
You’ll find the weekly and Africa updates and resources to help you stay informed and on top of your payroll responsibilities and legislative changes you should know.
Welcome to our “Free Payroll Knowledge” Q & A series! We understand that payroll can be a complex and challenging task for small businesses, which is why we want to help. We’re excited to announce that our Q & A virtual sessions will take place twice a month, on a Wednesday at 10:00-10:30. The series will be an open discussion format.
you ask any payroll question, we have the answer.
We will be announcing the details of each webinar on our social media channels, so be sure to follow us to stay updated. You can join the webinar using the link we will provide.
For payroll professionals increasing their skill base, or those new to this function. Or maybe you’re exploring Paymaster as a payroll option….this virtual series is aimed at all of you.
SDL & SKILLS DEVELOPMENT WEBINAR
Can SDL be claimed back? – Yes !
Employers who pay their skills development levies are entitled to claim back a sum of money used to train and upskill their staff from their paid skills development levies.
Join Deon Macauley at Paymaster in this free webinar to see how he can assist you in Discretionary Grants for your business with SETA Grant Submissions and more. Click below to register.
Understanding the Employment Equity Act and Recent Amendments
Explore the Employment Equity Act and recent amendments…
The Employment Equity Act (EEA) is designed to promote equity in the workplace.
To redress the historic legacy of workplace disadvantages, thereby ensuring that all employees receive equal opportunities, and that employees are treated fairly by their employers. The law protects the employee in all occupational categories and levels from unfair treatment and any form of discrimination.
What are some business actions that can be regarded as discriminatory by the EEA?
Refusing to employ a person because he/she has strong religious beliefs/has a disability
Doing HIV testing unless justified by the Labour Court.
Denying people access to the workforce, and treating them unfairly, based on their:
gender
pregnancy
marital status
family responsibility
ethnic or social origin
race
sexual orientation
age
disability
religion
HIV status
conscience
belief
political opinion
culture
language and
birth
Diversity Ethnicity World Global Community Concept
Disadvantages of the EE act:
Increased administration burden, as businesses must compile/submit employment equity reports every two years.
Expensive to train/employ someone who knows about the Act.
Other groups may not respect the knowledge/skills/experience of an E appointment which may lead to conflict.
Proposed Act Amendments
Proposed Sector EE targets
In April this year, President Cyril Ramaphosa signed into law the Employment Equity Amendment Act 4 of 2022. The Act amends the Employment Equity Act of 1998 (Act 55 of 1998) , the effective date is still to be announced.
One of the changes is the definition of a “designated employer”, which has been amended to exclude companies with fewer than 50 employees (irrespective of their annual company turnover). This means smaller businesses are not required to comply with the obligations of a designated employer regarding affirmative action (including the development and implementation of EE plans, and reporting and submitting EE reports to the Department of Employment and Labour). This lifts a huge administrative burden from small businesses.
These smaller businesses will still be entitled to obtain a Certificate of Compliance (under Section 53 of the EE Act), which is necessary to apply for government tenders.
But there have been some controversial changes as well. The new Section 15A introduces sectoral numerical targets. This is designed to ensure the equitable representation of people from historically disadvantaged groups (based on gender, race and disability etc, ) at all levels in the workplace.
The Minister of Employment and Labour (in consultation with the Employment Equity Commission) will identify, and set sector-specific EE numerical TARGETS (not quotas) for each national economic sector, for the administration of the EEA. (He will also be able to regulate compliance criteria, and issue a certificate of compliance.) This is a big shift, as the government has always stressed that there are no targets in this space. It will be interesting to see which demographics will be used in setting these targets. What role will REGIONAL demographics versus NATIONAL demographics play?
A new online assessment system to monitor employers’ implementation of these sector targets will be launched by the Minister, to track whether employers are achieving their targets.
These sector-specific targets have caused great consternation. The trade union Solidarity has sent the President a letter, asking him not to sign the Bill into law, but to refer it back to Parliament. They contend that this law is unconstitutional and immoral. This amendment will definitely be challenged in court.
So what can you do?
WHAT DOES THIS MEAN FOR YOUR BEE AND EE STRATEGY?
If you wish to comment on this amendment, as a company, then join forces with others in your economic sector or industry, and send comments to the minister (department of labour). Consolidated comments will hold more sway, and force the government to take notice. You have until 12 June to do this.
Find details on where to send your comments in the Proposed Sector EE targets document. Proposed Sector EE targets
We would like to say “Well done!” – you have often had to sacrifice much, missing out on time with friends and family, to deal with problems not of your own making.
So stand tall and proud and hear from us again “Well done!”
We are committed Payroll Professionals, and always have our client’s best interests at heart.
We stare down and deal with their challenges and problems that come in all shapes and sizes.
Some problems creep up on you in the middle of the month: this allows you to lean back in your chair and reflect on the problem. You have time to formulate an ideal solution ,based on extensive consultation with all the stakeholders. I love these problems, but sadly, they are exceptionally rare – only coming around about once a year ( a bit like Santa).
Usually, the problems that we deal with, are the “Have to be solved now!” issues.
For example, when a line manager is standing right before you, explaining that he/she forgot to submit the additional hours worked, and as a result, the entire workforce is gathering outside threatening to ‘down tools’ if the company doesn’t remedy the situation -immediately! To compound the problem in this example, it also happens to have been brought to your attention just before closing time on a Friday afternoon!
Disaster. Or Opportunity!
Now is the time to ‘step-up’ and reveal your work ethic and integrity, by efficiently solving the problem. As Payroll Professionals, there are numerous opportunities to build your reputation by gaining the trust of the employees/clients. As a Payroll Professional we often perform these mini-miracles.
With a calm and steady approach, we confidently take charge of the situation and deliver the perfect solution. This inevitably puts a beaming smile on the face of our clients. So hear again, “Well done!” Feel good about this!
However, these situations can also lead to actions that damage or destroy relationships. If the Payroll Professional presents solutions that are impractical, or have potentially appalling consequences which may only materialise down the line (say in 6 months’ time), then relationships are certain to be ruined, or at least very strained.
To prevent this, take time to ponder over the most-appropriate solution, and to carefully deliberate over the various options. Then, when you decide which is the optimal solution to this particular challenge, you ensure that the advice you give, is first-rate, the most fitting you can offer your clients.
This is the Payroll Professional displaying their Problem Solving super power at it’s best.
Coming next… Hat 9: The Payroll Professional as the moral compass
– Provided by Ian Hurst –
Helpdesk Tips
How to update or change the Organisation Unit of an employee
The system provides for two types of Organisation Structures. When a company is registered, the system will default to the Basic Organisation Structure which consists of one organisation hierarchy level i.e. Company. Activating the Advanced Organisation Structure allows you to define Organisational Hierarchy Levels and Units (known as departments) as well as Pay Points, Regions and Grades.
Click below for direction on how to update or change the Organisation Unit of an employee
Please call our Helpdesk for your queries – 021 712 7333 help@paymaster.co.za or
WhatsApp us – 081 711 1276
How to create and set up a qualification
Employees’ qualifications can be stored on the system. This article clarifies how to add qualifications on company level in order to link it on the employee’s record. Follow the directions below on how to create and set up a qualification.
We’re excited to welcome a new person to our team at this festive time! Robyn is joining us as a Payroll administrator. She is currently being trained, and finding her space in the Paymaster team. Getting to understand the office culture and dynamics. It’s exciting to have new energy in the office, and we look forward to working with her in 2023. Welcome Robyn! Here are some fun facts about our new colleague…
I am the youngest of 5 kids, I grew up in Grassy Park, attended Grassdale High school and matriculated 2007. I then enrolled at UNISA for a law degree but dropped out after 2 years. I have worked in payroll/HR since 2017.
New Product Features
New enhancements
Employment Equity Report Enhancements
Employment Equity Deadlines
Just a friendly reminder that the Employment Equity Reporting for 2022 is due by 15 January 2023. The Employment Guide can be used to complete your submission.
The EEA2 Report has been updated to ease the reconciliation process and accommodate unique scenarios. The report has been reviewed in its entirety.
The changes to the report include the following:
A new option to include report for current frequency at print time.
Various formatting and cosmetic changes.
The user will be able to use the EEA2 detail report to balance the EEA2 Report.
The logic of terminated and transferred employees has been improved
For more information or all the changes and what to look out for, please visit the What’s New dashboard on the system.
Our partnership with Floatpays and yoyoGifts is another way that Paymaster endeavors to deliver greater value to our clients.
Check out the last newsletter about the offerings of funeral insurance and a savings account here.
You can also improve your employee financial well-being by
offering practical tools to better manage their personal finances.
Have you seen the Floatpays App?
Floatpays helps your employees live financially healthy lives, reduces stress for your teams, increases happiness and productivity by means of the most comprehensive financial wellness platform in Africa.
You can use the app to view your available money and withdraw a percentage of your earned wages when you need to. The withdrawal payment is made direct to your bank account, and no employer approval is required.
Access your wages…
buy pre-paid vouchers for,
Electricity
Airtime/data
Medical vouchers
buy medical vouchers
Various medical vouchers are available – free transactional fee.
You can look up your area and it will give you doctors in the area you choose.
You do not pay any fees on these vouchers. It will be a deduction on your pay within the pay cycle.
If you like what you hear and want to get your employees on the path towards financial wellness, get in touch.
As a Paymaster partner, Floatpays is already integrated into the Paymaster payroll system, so set-up is quick and easy! Get in touch with Glen Coburn at glen@paymaster.co.za, +27836791311, to book a free DEMO.
Paymaster uses yoyoGifts as our online gifting platform. It’s a perfect way to reward your valued staff.
Get your last-minute Christmas shopping sorted with yoyo Gifts
Skip the crowds, queues, and cash with a digital gifting solution that’s easy to use and instant to issue. With Yoyo Gifts you can get your end-of-year shopping sorted at a moment’s notice with digital gift cards that can be redeemed at South Africa’s most loved retail brands, including the iStore, Cape Union Mart, Pick n Pay, Poetry, Starbucks, and more!
Digital gift cards make for perfect staff thank you’s, especially after long work year we’ve all had. Celebrate your team’s accomplishments with yoyo Gifts. Simply choose a retailer, select a value, write a message, and we’ll handle the rest – all in under 3 minutes!
To find out more contact Glen Coburn at glen@paymaster.co.za, or call +27 836791311.
Hundreds of employers in the Free State were today (Wednesday) encouraged to take advantage of the newly created employment equity template to conduct their analysis thereby making it easier to report annually to the department of labour.
This followed an address by officials of the department at the packed road show in Bloemfontein.
Themba Nkosi, assistant director in employment equity directorate, said for employers to report adequately, they must take full advantage of an employment equity forum that includes workers in conducting and developing Employment Equity plan.
Nkosi said the objective of the Employment Equity regulated templates are to provide assistance on how to conduct an EE analysis as well as providing guidance on how to develop an Employment Equity plan.
He said employers must consult parties about conducting the analysis as per section 19 of the Act.
Preparations and implementations of the Employment Equity Act as per section 20 and the preparation and submissions of the Employment Equity report as per section 21.
He said a designated employer must prepare and implement an Employment Equity plan which will archive a reasonable progress towards Employment Equity in the employer’s workforce.
He said the Director General may apply to the Labour Court to impose a fine if a designated employer fails to prepare or implement an Employment Equity plan.
He said Employment Equity plan must state objectives to be archived for each of the plan, barriers and affirmative action measures, workforce profile, numerical goals and target, the duration of the plan, procedures to monitor and evaluate the implementation of the plan as well as internal procedures to resolve any dispute.
The road shows will continue in Durban’s Nkosi Albert Luthuli’s ICC Complex tomorrow.
Issued By: Mokgadi Pela
Acting Departmental Spokesperson – Department of Labour
082 808 2168
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The E-Wallet option is treated the same way a Cash Payment is done. This method will not appear on the salary payment file as no bank details are specified but will display as a payment method on the Net Payment listing report. This will allow administrators to easily see which employees are paid using E-Wallet. Click below for instructions how to process the E-wallet payment method.
The company’s logo will be prominently displayed on the management dashboard, which will enhance their brand image by showing their commitment to making a positive impact on society. The management dashboard also allows companies to assign and track the training access provided, ensuring efficient use of resources.
Deon Macauley
There are also fears that this move will hamper economic development, thereby increasing poverty, unemployment, and inequality. Statistics show that Black unemployment has grown since the implementation of race-based policies. ( Stats SA’s 2022 fourth quarter (Q4) Labour Force Survey ). Instead of helping the poor, it could instead hurt them by discouraging investment, growth, and jobs. Experience has shown that these “quotas” make the rich, richer, and leave the poor sinking further into poverty.
