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Labour Law on Remote Work Policies

The Impact of Labour Law on Remote Work Policies in South Africa

The pandemic has fundamentally shifted how we conduct work in the country. Employers have seen how cost-effective and more straightforward remote work is. Many companies have continued to offer remote work long after the pandemic ceased. However, with the rise of a new work structure, problems followed, and policies around it were and still are vague. With a tightening local job market, more South Africans now work remotely for international companies, seeking stability and new prospects. These policies ensure that remote work arrangements comply with local labour laws, protect workers’ rights, and promote productivity and work-life balance. In this article, we’ll explore the role of remote work policies and their impact on businesses in South Africa. The Shift to Remote Work Remote work has grown significantly, particularly after the COVID-19 pandemic in South Africa. Although initially seen as a temporary solution, it has become a permanent fixture in many industries. Companies from all sorts of niches have embraced remote work. However, employers must implement the right remote work policy to support their workforce and comply with South African labour laws. Crafting a Remote Work Policy If your business has remote teams, having a clear remote work policy is a must. It helps you manage your team better and ensures you follow South African laws. A good remote work policy should cover these important areas: 1. Flexible Work Arrangements Remote work lets employees work from home or elsewhere, giving them more freedom. But you need to balance this flexibility with responsibility. Your policy should clearly state work hours, when employees must be available, and how to handle different time zones if your team is spread out. 2. Productivity In a remote setup, it’s not about how many hours someone works—it’s more about what they get done. Your policy should focus on setting clear goals and measuring results, not just time spent working. This builds trust and keeps employees productive, even when they’re not in the office. 3. Data Security When employees work remotely, keeping company data safe is super important. Your policy should explain what employees need to do to protect sensitive information. This includes using secure networks and encrypted tools and following South Africa’s data protection laws (POPIA). Make sure your team has the right tools to work safely. 4. Work-Life Balance Working from home can blur the line between work and personal life. Without clear rules, employees might work too much or feel they must always be available. Your policy should encourage employees to switch off after work hours and find a healthy balance between their job and personal life. By covering these areas, your remote work policy will help your team work effectively, stay secure, and maintain a good work-life balance. Legal Considerations for Remote Work in South Africa Remote work policies must follow South African labour laws. These laws protect employees’ rights, no matter where they work. Here are the rules that affect remote work: The Basic Conditions of Employment Act (BCEA) The BCEA sets the basic rules for employment contracts, working hours, leave, and other work conditions. Employers must ensure that remote workers’ rights are respected. The Employment Equity Act (EEA) The EEA ensures fairness at work. Employers must ensure that remote work policies don’t discriminate against employees based on their ability to work remotely. When creating these policies, it’s essential to consider the different needs of your team. Occupational Health and Safety (OHS) Employers are responsible for providing a safe work environment, even for remote workers. This includes helping employees set up ergonomic workspaces and giving them resources to avoid health issues like back pain. Employee Dismissal in a Remote Workplace Remote work has made employee dismissal tricky, to say the least. According to the Labour Law, all dismissals in an office or from home must be fair. Employers need to follow the correct steps, such as giving clear reasons and allowing employees to respond. Companies must also support their remote workers. This includes proper communication, regular performance reviews, and clear expectations to avoid unfair dismissals. Keeping records of emails, meetings, and any help given to the employee can protect businesses from legal problems. If a remote worker needs to be let go, proof of fair treatment is essential. Employees need to know their rights and responsibilities during the dismissal process. Working Overseas: Legal and Tax Implications for South Africans Expanding Opportunities and Challenges Many South Africans are seeking work opportunities with overseas companies. The global shift toward remote work has made it possible for South African professionals to work for foreign employers. However, doing so introduces a range of legal and tax considerations. Employee vs. Independent Contractor When working for an overseas company, your status as either an employee or an independent contractor will significantly impact your legal obligations: As an Employee: If a foreign company directly employs you, it’s essential to understand which jurisdiction’s labour laws apply.  While your employment contract may be governed by the laws of the employer’s country, as a South African tax resident, you must still comply with local income tax obligations. As an Independent Contractor: Many professionals prefer the freedom of working as independent contractors for companies abroad.  If you choose this route, you should register your business with the Companies and Intellectual Property Commission (CIPC) under the Companies Act or operate as a sole proprietor.  Each option has its own tax rules under the South African Income Tax Act, including rules for value-added tax (VAT) and advance tax payments. Tax Implications and Double Tax Agreements (DTAs) Regardless of your employment status, any income earned from overseas is generally considered part of your worldwide income if you are a tax resident in South Africa. To avoid the pitfalls of double taxation, be aware of any DTAs between South Africa and the country where your employer is based. These agreements can provide relief by ensuring you are not taxed twice on the same income. Navigating Legal Compliance If you work for a company in another country while living

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Navigating Ecommerce Legalities and Regulations in South Africa

Starting an online store is exciting, but it comes with responsibilities. South African businesses must follow commercial law rules to protect themselves and their customers. These rules cover online contracts, customer rights, data protection, and fair business practices. At SB Lawyers, we help businesses stay on the right side of the law, avoiding legal trouble while building trust with their customers. Legal Rules for E-commerce Businesses The laws that apply to e-commerce in South Africa include: Here’s how the legal rules affect your online store and what you must do to stay compliant. Essential Legal Frameworks for E-commerce Compliance To succeed in the digital marketplace, businesses must adhere to the following legal frameworks that govern e-commerce in South Africa: 1. Online Sales and Contracts (ECTA) What is it? The Electronic Communications and Transactions Act (ECTA) sets the ground rules for online businesses. It makes digital contracts legally binding and ensures customer rights are respected. What You Need to Do: Clear Terms & Conditions: Your website should explain pricing, refunds, delivery, and warranties. Make sure your customers understand how a purchase is made and finalised. Legal Contracts: Online agreements, such as terms of service, are legally binding if they meet ECTA’s requirements. Electronic Signatures: These are valid under ECTA, but your platform must use secure methods to protect them. Customers also have the right to cancel some purchases within a “cooling-off” period. This should be clearly explained to them upfront. 2. Protecting Customer Data (POPIA) What is it? The Protection of Personal Information Act (POPIA) ensures that businesses handle personal data responsibly. This includes any information customers provide, such as their names, addresses, or payment details. What You Need to Do: Get Permission: Always ask for a customer’s consent before collecting their personal information. Be Transparent: Your website should have a privacy policy explaining what data you collect and how you use it. Keep Data Secure: Use strong security measures to protect customer information from hackers. Allow Control: Customers must be able to access, update, or delete their data efficiently. Failing to comply with POPIA can lead to penalties or damage to your business reputation. 3. Treating Customers Fairly (CPA) What is it? The Consumer Protection Act (CPA) ensures that customers are treated fairly and protected from unfair business practices. What You Need to Do: Honest Advertising: Be truthful about your products. Don’t make false claims or use misleading marketing tactics. Transparent Pricing: Show accurate prices, including any hidden costs. Simple Returns Policy: Ensure that your returns, refunds, and warranty policies comply with the CPA. They should be easy for customers to find and understand. Unfair Practices: The CPA prohibits tricks like false discounts or bait-and-switch tactics. 4. Offering Payment Plans or Credit (NCA) What is it? If your online store offers customers payment plans or credit options, the National Credit Act (NCA) applies. This law ensures that credit agreements are fair and transparent. What You Need to Do: Clear Payment Terms: Customers should fully understand their payment responsibilities before entering an agreement. Registration: If your store frequently offers credit, you may need to register as a credit provider. Customer Protection: The NCA ensures that customers don’t face unfair debt situations due to unclear credit terms. 5. Protecting Your Brand and Content (Intellectual Property Laws) What is it? Your brand, product names, logos, and website content are valuable assets. Intellectual property laws protect them from being copied or misused by others. What You Need to Do: Register Trademarks: Protect your brand name and logo by registering them as trademarks. Copyright Your Content: Product descriptions, photos, and even website designs should be copyrighted to prevent unauthorised use. Secure Domain Names: Prevent cybersquatters from stealing your brand identity by securing multiple domain variations. Best Practices for E-commerce Legal Compliance To stay compliant and build trust with your customers: Be Transparent: Always be upfront about your business practices, including pricing, shipping, and returns. Secure Your Website: Use secure payment systems to protect customer data. Write Clear Policies: Ensure terms of service, privacy policies, and refund policies are easy to understand. Keep Marketing Honest: Avoid misleading claims and stick to truthful advertising. How SB Lawyers Supports E-commerce Businesses At SB Lawyers, we provide expert legal consultation and services tailored to the needs of e-commerce businesses. Our team offers: Choose SB Lawyers for Your E-commerce Legal Needs Running an online business means following important legal rules to stay safe and build customer trust. SB Lawyers makes it easy. We help you follow the law, protect your business, and keep your customers happy.Get the best legal support by contacting SB Lawyers today.

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Banking Law: Legally Binding Loan Agreements

In South Africa, loan agreements provide a structured framework for financial institutions and borrowers to engage in secure and legally binding transactions. Banking law outlines lawful practice within the business of a bank. This article explores the legal nuances of loan agreements, offering insights to ensure compliance and protection for all parties involved. Loan Agreements in South Africa Loan agreements are formal contracts outlining the terms money is borrowed and repaid. These agreements are governed by South Africa’s legal banking regulations and serve to protect both lenders and borrowers by clearly defining rights, obligations, and remedies. Elements of a Loan Agreement Parties Involved A loan agreement typically involves two primary parties: The agreement may also involve guarantors or co-signers, who provide additional security for repayment. Principal Amount The principal refers to the original sum of money lent to the borrower, and this amount is the interest calculated. Interest Rate The interest rate is the cost of borrowing, expressed as a percentage of the principal. It is regulated under the National Credit Act (NCA) to prevent predatory lending. Predatory lending is a practice in which lenders exploit borrowers through unfair, deceptive, or high-cost loans. Typically, these loans feature excessively high interest rates, hidden fees, and misleading terms that can trap borrowers in a cycle of debt. Repayment Terms Repayment terms specify the: When it comes to repaying the loan, both parties must be considered. Surety/Guarantor When someone signs as surety on a loan, they agree to take responsibility for repaying the loan if the primary borrower fails to do so. The surety acts as a guarantor, assuring the lender that the loan will be repaid even if the borrower defaults. This arrangement can involve legal and financial obligations for the surety, as their credit may also be at risk if the loan goes unpaid. Collateral Some loans require collateral, like property or assets, to secure the lender’s position in case of default, which will be outlined in a default clause. Default clauses outline the consequences if the borrower fails to meet their obligations. These may include penalty fees, legal action, or repossession of collateral. Dispute Resolution Most agreements come with the neccessary provisions for arbitration or mediation to resolve disputes efficiently. Types of Loan Agreements 1. Secured Loans Secured loans require collateral. Common examples include home loans and vehicle financing. Due to reduced lender risk, secured loans generally offer lower interest rates. 2. Unsecured Loans Unsecured loans, such as a personal loan or credit card debt, do not require collateral but often come with higher interest rates due to increased risk to the lender. 3. Business Loans These loans typically fund business start-up expenses or act as a cash injection for operational expenses, expansion, or equipment purchases. They can be secured or unsecured, depending on the lender’s requirements. 4. Revolving Credit Agreements These allow borrowers to access funds up to a pre-approved limit as needed. Common examples include credit lines, overdrafts and revolving loans. It is the responsibility of a bank/lender to outline the terms and conditions associated with their revolving credit products. Regulatory Framework & Acts Governing Loan Agreements The Twin Peaks Model South Africa’s regulatory architecture is defined by the Financial Sector Regulation Act (FSR Act), which introduced the “twin peaks” model: This model ensures strict oversight of both parties, enhancing the stability and integrity of financial markets. National Credit Act (NCA) The NCA protects borrowers from unfair lending practices and ensures transparency in loan agreements. Provisions include: Banks Act This legislation regulates financial institutions, ensuring lenders operate ethically and maintain financial stability. Recent Banking Legislative Updates 1. FATF Grey Listing and AML/CTF Enhancements South Africa’s grey listing by the Financial Action Task Force (FATF) in February 2023 highlighted deficiencies in anti-money laundering (AML) and counter-terrorist financing (CTF) practices. Significant progress has been made, in terms of: These changes directly affect loan agreements by requiring lenders to conduct enhanced due diligence on borrowers to identify beneficial owners and monitor transactions for suspicious activities. 2. Deposit Insurance Scheme (DIS) The Financial Sector Laws Amendment Act introduced a deposit insurance scheme managed by theCorporation for Deposit Insurance (CODI). Effective April 2024, the scheme protects depositors by insuring qualifying deposits up to R100,000. While primarily focused on deposit products, the DIS underscores the broader regulatory commitment to safeguarding financial stability, indirectly impacting loan agreements by bolstering confidence in the banking system. 3. Basel III Implementation Revisions to the Banks Act have incorporated Basel III post-crisis reforms, including updated capital and liquidity requirements. These provisions affect the terms and availability of loan products, as banks must maintain sufficient reserves to manage risks. The Code of Banking Practice The Code of Banking Practice, published by the Banking Association of South Africa, sets minimum standards for banks when dealing with customers. It emphasises transparency, fairness, and trust, ensuring loan agreements align with best practices in customer relations. Challenges in Loan Agreements As one can imagine, loan agreements come with challenges: Default and Debt Recovery: Lenders face difficulties recovering funds from defaulting borrowers, often necessitating legal action. Fraud and Misrepresentation: Verifying the authenticity of borrower information is essential for preventing financial fraud. Changing Economic Conditions: Inflation or recession can affect the ability to repay debts, which may require a renegotiation of the terms. Expert Legal Guidance for Loan Agreements Navigating the complexities of loan agreements can require specialised legal expertise. SB Lawyers can assist clients with: Secure Your Financial Agreements with SB Lawyers Loan agreements offer financial stability for both lenders and borrowers. Understanding their intricacies and legal frameworks ensures trust and compliance within the banking law sector. Whether you’re a smaller financial institution or a borrower, SB Lawyers offers the expertise you need to navigate the complexities of loan agreements. Contact SB Lawyers—your trusted advisors in banking and financial law.

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Commercial Law: Understanding Contractual Obligations

Contracts outline the responsibilities and rights of all parties involved. They are legal, binding documents that ensure all parties are treated fairly through clearly written clauses. In South Africa, a large part of commercial law involves taking on cases involving contractual obligations and disputes. Whether a party broke their obligation to a client or a client is trying to navigate their obligation appropriately, SB Lawyers has the legal expertise to help. Our article will explore the fundamentals of contractual obligations in commercial law and highlight how these commitments can effectively protect your business interests. What Are Contractual Obligations? Contractual obligations refer to the duties and responsibilities agreed upon by the parties entering a contract. Contracts in commercial law govern various aspects of business, from employment terms and supplier agreements to leases and sales transactions. Types of Contractual Obligations Express Obligations: Express Obligations, such as delivery dates, payment amounts, or performance standards, are explicitly stated in the contract. Implied Obligations: Implied Obligations are not written in the contract but are assumed by law or common business practices. Conditional Obligations: Conditional Obligations depend on the occurrence of a specified event. Once the contract is signed, these obligations become legally binding, and failure to meet them can result in penalties or legal action. Making Your Contract Valid & Binding For a contract to be valid and enforceable under South African law, it must meet the following criteria: Termination of Contracts Contracts may end automatically after a fixed term or event or by mutual agreement. Breach of Contract and Remedies A breach of contract occurs when a party fails to fulfill their contractual obligations. Depending on the severity of the breach, the following remedies may be enforced under South African commercial law: Specific Performance: The court orders the breaching party to fulfill their obligations. Damages: Compensation is awarded to the non-breaching party for losses incurred. Cancellation: The contract may be terminated if the breach is significant. Interdict: A court order preventing a party from breaching the contract further. Must a Contract Be in Writing to Be Binding? In South Africa, contracts do not always need to be in writing to be legally binding. A verbal agreement or even a handshake can form a valid contract as long as certain key elements are met: However, some contracts, such as those involving the sale of immovable property, suretyship agreements, and credit agreements, must be in writing to be enforceable. Importance of Written Contracts in Commercial/Corporate Law While not always legally required, written contracts are crucial in a business as they clearly state the obligations of both parties, make it easier to prove the contract’s existence, and outline remedies in case of a breach. Written agreements reduce the likelihood of misunderstandings and disputes, offering greater protection and reducing the chance of ending up in court. The Importance of Legal Advice in Contractual Matters The drafting of a contract can be complex and requires careful consideration to protect all parties. Seeking expert legal advice from commercial lawyers like SB Lawyers can help businesses avoid potential pitfalls between the parties involved. Navigating Contractual Obligations At SB Lawyers, we specialise in commercial law and offer legal services to help businesses navigate their contractual obligations. Our legal expertise covers: “At SB Lawyers, it is our understanding that well-drafted contracts hold businesses together. We work closely with our clients to navigate these agreements, ensuring the contract protects their interests.” Daniel Schoeman, SB Lawyers. Choose SB Lawyers, Contract Law Experts Obligations held in a contract are crucial for businesses to operate effectively and avoid legal disputes. SB Lawyers provides expert legal guidance to ensure your business contracts are well-structured, compliant, and enforceable. Protect your business and consult with SB Lawyers.

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Intellectual Property, Commercial Law

Intellectual Property in Commercial Law: Protecting Your Ideas

In South Africa, the legal framework surrounding IP is geared to protect these assets, ensuring that businesses can thrive in a competitive environment. This article delves into the relationship between IP and commercial law, with insights from SB Lawyers, to help you understand how to protect your intellectual property effectively and legally. Intellectual Property in South Africa Intellectual Property (IP) law grants individuals and businesses exclusive rights to their original creations. In South Africa, IP is categorised into four main types: patents, registered designs, trademarks, and copyrights. Let’s unpack how each of them helps protect a creator’s assets. Types of Intellectual Property Explained Patents: A patent provides the right to exclude others from making, using, selling, offering for sale, or importing the patented invention for the term of the patent. The government grants this limited property right in exchange for inventors sharing details of their inventions with the public. Patents are granted for new, useful, and non-obvious processes, machines, articles of manufacture, or compositions of matter. Similar rights apply to industrial designs and plant varieties. Registering a patent in South Africa requires the assistance of an IP attorney, and detailed advice is available on the Companies and Intellectual Property Commission (CIPC) website. Registered Designs: In South Africa, designs can be registered as either aesthetic or functional. Aesthetic designs focus on shape, form, appearance, pattern, ornamentation, or configuration. Functional designs are designs that incorporate features necessary for the function of the item to which the design is applied. Registering a design prevents others from imitating it and can be handled by specialised IP attorneys who manage the filing, prosecution, and enforcement of design rights. Trademarks: A trademark is a mark used to identify goods or services and distinguish them from similar offerings in the market. A mark can be a device, name, signature, word, letter, numeral, shape, configuration, pattern, ornamentation, colour, container for goods, or any combination thereof. Once registered, a trademark provides exclusive rights, and unauthorised use of identical or similar marks on similar goods or services would be considered an infringement. IP lawyers are essential in advising on the process of adopting, registering, maintaining, and enforcing trademark rights. Copyright: Copyright protection ensures that the owner has exclusive rights to prevent unauthorised exploitation of their work. Copyright protects specific works, such as literary, musical, and artistic works and films. However, it does not protect the general expression of ideas. IP attorneys can guide you through the process of securing and enforcing your copyrights. IP Protection in Commercial Law Commercial law is a branch of law that governs business and commercial transactions. It encompasses a wide range of legal issues that arise in the course of running a business, including contracts, sales, corporate governance, financial transactions, and intellectual property. The Purpose of Commercial Law The primary objective of commercial law is to facilitate business operations by establishing a legal framework within which businesses can operate. This ensures fairness, efficiency, and predictability in commercial activities. Thus, commercial law in South Africa includes the protection and enforcement of intellectual property rights. Without these protections, businesses risk losing control over their innovations, which could lead to potential financial losses and reputational damage. IP Legislation in Different Countries It is important to note that IP rights registered in South Africa are generally enforceable only within the country. To protect your intellectual property internationally, you must register it in each relevant jurisdiction. This process can be complex, requiring strategic legal planning, guidance and expertise of an IP attorney. IP Protection in South Africa with SB Lawyers SB Lawyers provides specialised advice on commercial law matters, including IP protection. We help businesses navigate the challenges associated with IP protection, such as digital piracy, IP theft, and the complexities of global IP registration. Our proactive approach to IP protection instils faith within our clients -knowing they are at the heart of what we do. “At SB Lawyers, we understand the importance of intellectual property in driving your business’ success. That is why we centre our services around protection and rights enforcement. Know what to do next with SB Lawyers” Yolandie Borman, Senior Partner at SB Lawyers. Sb Lawyers, Trusted Commercial Law Practitioners Intellectual Property is crucial to many industries’ commercial success. The intricacies of IP law in South Africa make expert legal advice indispensable. By consulting with SB Lawyers, you can ensure that your intellectual property is effectively protected, allowing your business to flourish in a competitive environment. Protect your ideas and enforce your rights. Partnering with SB Lawyers, experts in IP and commercial law.

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Primary residence of care/custody law

Primary Residency and Care (Custody) Law South Africa

Primary residency and care, or as it was formerly known, child custody, is a crucial issue in family law, particularly when parents separate or divorce. Parents must understand the intricacies of South African child primary residency and care laws to navigate these challenging situations. This article provides an overview of child custody laws in South Africa, emphasising key aspects and considerations to assist parents in making informed decisions. Family Law in South Africa Family law encompasses a broad spectrum of matters including marriage, divorce, child custody, and maintenance. Its primary aim is to protect the rights and well-being of all family members, with a particular focus on children. With regard to child primary residency and care, family law sets forth the legal framework for making custody decisions, ensuring that the best interests of the child are always given the utmost consideration. Types of Child Custody/Primary Residency and Care  Child custody in South Africa can be classified into different types, each with its own implications: Sole Primary Residency and Care: In sole custody arrangements, one parent is granted full custody of the child. This parent is responsible for the child’s daily care and decision-making. Sole custody is typically granted in cases where one parent is deemed unfit or unable to care for the child. Joint Primary Residency and Care: Joint custody involves both parents sharing the responsibility for the child’s upbringing. This arrangement allows the child to maintain a strong relationship with both parents, which is generally seen as beneficial for the child’s development. Physical vs. Legal Primary Residency and Care: Physical custody refers to where the child lives, while legal custody involves the right to make important decisions about the child’s life, such as education, healthcare, and religious upbringing. Parents can share either or both types of custody. Factors Considered in Child Custody Decisions South African courts consider several factors when determining child custody arrangements: Legal Process for Determining Primary Residency and Care  The legal process for determining child custody in South Africa involves several steps: Step 1: Mediation: Mediation is often the first step in resolving custody disputes. A neutral third party helps parents reach an agreement that is in the best interests of the child. Step 2: Court Proceedings: If mediation fails, the case proceeds to court. The court examines evidence, hears testimonies, and makes a custody determination based on the child’s best interests. Step 3: Legal Representation: Having a lawyer is crucial during custody proceedings. Legal representation ensures that parents’ rights are protected and that they receive proper guidance throughout the process. Modifying Primary Residency and Care  Orders Primary Residency and Care orders can be modified under certain circumstances: To modify a custody order, a parent must file a request with the court, providing evidence of the changed circumstances. The court will then reassess the custody arrangement based on the new information. Parental Rights and Responsibilities Both custodial and non-custodial parents have specific rights and responsibilities: Custodial Parent Rights and Responsibilities: The custodial parent has the right to make daily decisions about the child’s care and upbringing and is responsible for providing a safe and nurturing environment. Non-Custodial Parent Rights and Responsibilities: The non-custodial parent typically has visitation rights, allowing them to maintain a relationship with the child. They are also responsible for supporting the child’s needs, often through financial contributions. Co-Parenting Rights and Responsibilities: Successful co-parenting requires cooperation and communication between parents. Harmonious parent-child relationships are essential for the child’s well-being. Factors That Can Impact Child Custody Arrangements Domestic Violence Domestic violence has a significant impact on child primary residency and care  decisions under South African law: If domestic violence is involved, protection orders need to be issued to safeguard the child and the abused parent. These orders can affect custody arrangements by limiting the abuser’s contact with the child. The child’s safety is a top priority. Courts take allegations of domestic violence very seriously and will make custody decisions that ensure the child’s protection. Cross-Border For child custody disputes involving parents in different countries, careful consideration of international laws and treaties must be taken. As such, legal assistance is crucial in these complex cross-border family law cases. A Closer Look At The Children’s Act of South Africa The Children’s Act covers various aspects, including the court’s assignment of contact, care, and guardianship to interested persons. The best interests of the child standard serve as a guiding principle in all matters related to a child’s care, protection, and well-being.  Our lawyers have a deep understanding of the Children’s Act, and the provisions outlined in these sections are essential to ensuring that the rights and responsibilities of all parties involved are upheld in a fair and just manner. A summary of the Children’s Act 35 of 2005 -Chapter 3: Section 18 outlines the parental responsibilities and rights that an individual may have regarding a child, including caring for the child, maintaining contact, acting as the child’s guardian, and contributing to the child’s maintenance. Section 23 explains that any person with an interest in a child’s well-being can apply to the court for an order granting them the right to have contact with the child or to take care of the child. Section 24 states that any person with an interest in a child’s well-being can apply to the High Court for an order granting them guardianship of the child. The court must consider the best interests of the child and the applicant’s capacity to meet the child’s needs. Section 28 emphasises that the best interests of the child are of paramount importance in all matters concerning the child’s care, protection, and well-being. It outlines factors to be considered, such as the child’s relationship with parents and caregivers, the parents’ attitudes, and the ability of parents and caregivers to meet the child’s emotional and intellectual needs. >> See the Children’s Act 38 of 2005 SB Lawyers, Your Family Law Experts Navigating child custody issues requires a thorough understanding of South African family law. By considering the best

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Employee rights in South Africa - Labour Law Article

Employee Rights in South African Labour Law

South Africa has one of the most comprehensive labour laws in the world. It covers various aspects of employment, including minimum wages, working hours, leave entitlements, employee benefits, dispute resolution, and more.  South Africa’s labour laws safeguard workers’ rights, promote equal job prospects, and ensure just labour policies. Moreover, the country has a robust system of labour courts and tribunals, vital in enforcing these laws. Our labour law is something to be proud of, but it can be complicated to navigate in the workplace. Therefore, our article will summarise your legal rights as an employee. Know Your Contractual Rights The employment contract is paramount regarding labour law and an employee’s rights.  Although the law does not explicitly mandate employees to possess a written contract of employment, it is always preferable to do so for the following reasons: Understand Your Basic Conditions The Basic Conditions of Employment Act (BCEA) is a crucial piece of South African labour law legislation. It highlights the terms and conditions that should be contained in an employment contract.  Some critical parts of the Basic Conditions of Employment Act include: See the Basic Conditions of Employment here. Navigating Disputes and Litigations Disciplinary processes may become necessary when trust has been compromised in a working relationship. Employees must be aware of their rights to protect themselves during any litigation.  During a disciplinary hearing, an employee has the following rights: Approaching the CCMA In the event of an unfavourable outcome in a disciplinary hearing, employees possess the ability to move forward with the referral of disputes to the Commission for Conciliation Mediation and Arbitration (CCMA) The Labour Relations Act governs these disputes/rights, and we will also attempt to explain the most common disputes referred to the CCMA and an employee’s rights in terms of each dispute: Know Your Rights With SB Lawyers We have only touched on the topic of employee rights and their interaction with labour laws. Every case is unique and may overlap with the dispute category, emphasising its complexity. However, prevention is better than cure, and it is better to receive legal advice and better understand your fundamental rights now rather than when it is too late. Contact SB Lawyers to get the legal support you need. We are here to equip employees with advice and legal action to ensure their rights are upheld in the workplace.

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Maintenance Disputes: Challenges, Obligations and Commitment

Maintenance duties include accommodation, food, clothes, medical expenses, and daily living expenses. Maintenance disputes are generally about affordability – the maintenance amount may be too little or too much. Disputes regarding maintenance demand immediate steps to be taken and require urgent intervention. The reality is that resolving a maintenance dispute can be time-consuming, and securing the services of an attorney who has knowledge of dealing with these disputes to navigate them in a successful manner is sometimes difficult.  At SB Attorneys, we understand that people turn to the Maintenance Court for a reason, and we strive to provide cost-effective, result-driven solutions.   Understanding Maintenance Law in South Africa The duty to maintain is based on a blood, adoption or marriage relationship. The requirements considered by a Maintenance Court in deciding whether to grant an order to maintain, generally, are the following: In terms of the maintenance law in South Africa, minor children have a constitutional right to be maintained by both their/his/her parents. This right is extended to children who are majors but remain dependent. Children who reach the age of majority before completing their education or who pursue tertiary education are considered dependent and have the right to be supported by their parents. Each parent’s share of the duty is apportioned according to his/her means. The duty to maintain is not limited to a child. Any family member, irrespective of the family member’s age, can approach the Maintenance Court for an order to be maintained, taking into account the requirements above.  When no maintenance order exists, the Maintenance Court may make an order against the person(s) to be legally liable, that the maintenance be paid to the person(s) claiming maintenance. Common Causes of Maintenance Disputes When there is a maintenance order, the Maintenance Court, depending on the relief sought and the circumstances, may make an order replacing the existing order (either an increase or decrease in the amount of maintenance), discharge the maintenance order (for instance, when a major child is no more dependent) or make no order (when the requirements referred to above, are not met). When an order exists, and the person against whom the order is made pays late or fails to pay, the maintenance order is enforceable regarding any outstanding amount, together with interest by execution against property, the attachment of emoluments or the attachment of debts.  A person against whom a maintenance order is made is guilty of an offence and liable on conviction of a fine or imprisonment. In circumstances where the defence raised against the non-payment relates to a lack of means, the matter will be converted into a formal enquiry to determine, factually, whether a lack of means exists on the side of the defaulting party and in which instance, the Maintenance Court will vary the existing maintenance order. It often occurs that where no maintenance order exists, the person from whom maintenance is claimed (the father) disputes the paternity of the child(ren). In these circumstances, the Court will order the parties to attend a paternity test to confirm the relationship (biological) between the father and the child. Once paternity is confirmed, the matter will proceed.  How To Institute Maintenance Proceedings The Maintenance Court is a Magistrate’s Court, and each Magistrate’s Court has a Maintenance Court. The Maintenance Court in the district where the person(s) reside in whose favour/benefit the order is made must be approached. A complaint relating to maintenance, whether it is that maintenance is not paid or a substitution or discharge of a maintenance order is sought, must be lodged with the maintenance officer, who will investigate the complaint. Only after the maintenance officer has investigated the complaint will the matter be referred to the maintenance court for an enquiry.  During the investigation phase conducted by the maintenance officer, attempts will be made to settle the dispute; however, in the absence of a settlement, the matter will ultimately be referred to the Maintenance Court for an enquiry. Here, the parties will present their case to the Magistrate and await the ruling. In High Court litigation, Rule 41A of the Uniform Rules of the High Court provides for mediation of disputes. Unfortunately, a similar provision does not exist in the Maintenance Act.  The Role of SB Attorneys in Maintenance Disputes SB Attorneys, who specialise in family law, prioritise the possibility of reaching a settlement as the first approach. This is especially important when minor children are involved, as it serves their best interests, both financially and emotionally. Pursuing a settlement can also save both parties time and costs associated with prolonged litigation. If you are facing maintenance disputes and require legal assistance, consider contacting our team at SB Attorneys. We understand the importance of all parties involved and strive to find a resolution that is both fair to the parents and that remains in the best interest of any children involved.

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DIY divorce papers

DIY Divorce Papers: The Pros and Cons and the Vital Role of Legal Counsel

Going through a divorce is one of the most vulnerable situations for any person to be in, especially if one of the parties is resistant. The idea of losing a partner can bring about feelings of insecurity and uncertainty about various aspects, such as child custody, financial support, and the general aftermath of the divorce. The emotional impact of the situation can be overwhelming. Since divorce can be a life-changing and emotionally challenging experience, couples facing the possibility of divorce often seek ways to simplify the process. While DIY divorce papers may seem like an attractive option on the surface, this article will explore both its advantages and drawbacks, as well as the importance of involving sound legal counsel. We will shed light on the potential benefits of handling divorce paperwork independently, as well as the significant risks and pitfalls that can arise along the way. The Appeal of DIY Divorce Papers We understand that you may want to handle your own divorce proceedings without hiring a legal practitioner to avoid incurring legal costs. However, we would like to suggest that while cost is an important factor to consider, it shouldn’t be the only factor. When it comes to divorce, it’s vital to have an experienced and reliable attorney who can guide you through the process and ensure that your interests are protected. Choosing the right attorney can be a daunting task, but it’s worth taking the time to find the right one for you. After all, a DIY divorce may seem like a cost-effective solution, but it can end up costing you more in the long run if you don’t have the right support. The Pros of DIY Divorce Papers Divorce is a tough time, and it’s easy to feel like you can handle everything on your own. While it’s great to be resourceful, it’s important to remember that attorneys have years of experience and expertise that is invaluable in a divorce case. Trying to handle it on your own will end up costing you more in the long run. So, it’s always best to consider hiring an attorney at the start of the proceedings. They’re here to support you through this difficult time and make the process as smooth as possible. The Risks of Handling Your Own Divorce in South Africa The risks involved in attending to your own divorce are numerous. Claiming for Maintenance Correctly It is important to formulate a claim for maintenance when issuing a summons for divorce, especially if one spouse is dependent on the other spouse for financial support. This claim should include reasons for the breakdown of the marriage relationship, the financial means of both spouses and the contributions made by one spouse towards the estate or growth in the estate of the other spouse. Failing to do so effectively will result in the abandonment of the right to claim for maintenance. Clauses for Dependent Children When minor children are involved in a divorce settlement, it’s important to include specific clauses in the agreement or parenting plan to ensure compliance with the Children’s Act. Additionally, it’s crucial to provide for the maintenance of dependent children when issuing a summons. Type of Marriage Matters in a Divorce In Community of Property or Out of Community of Property with the Accrual: When spouses are married, either in community of property or out of community of property, and one spouse is unhappy about the other spouse’s failure to contribute towards the communal estate or if they feel that the other spouse will benefit unfairly, they can ask for half of the communal estate or an amount that represents half of the difference in accrual between the spouses’ respective estates. In such a case, forfeiture in terms of the Divorce Act must be pleaded. If forfeiture is not pleaded, it will be considered that the aggrieved spouse does not object to the division of the communal estate on a 50/50 basis or to the application of the accrual system. Out of Community of Property: It can become problematic in situations where parties are married out of community of property as well. For example, if one spouse contributed to the growth of the other spouse’s estate by participating in management, and labour, taking over household chores, including raising children, and enabling the other spouse to grow their estate, a (limited) partnership must be claimed. If such a claim is not made, it can be detrimental and difficult to amend the summons or pleadings later during the divorce when an attorney is appointed to make provision for it. Recently, the Constitutional Court passed a ruling on the discretion of a Court to make a redistribution order where parties are married out of community of property, excluding accrual, after 1 November 1984. Accurate pleas must be formulated in drafting a summons or a counterclaim for it. Rule 43 Applications A Rule 43 application can be used as a remedy for the availability of a spouse during a divorce action. This type of application is brought for relief while the divorce is being finalised. The application seeks: It is crucial to seek legal assistance in cases where the residency and care of minor children are in dispute, to ensure that the summons or counterclaim includes the necessary prerequisite pleas. Why Legal Counsel Matters Based on the information provided above, it is clear that choosing not to hire a legal practitioner or attorney may result in you having to pay more to correct and modify legal documents. Furthermore, it could lead to you unknowingly giving up your legal rights and losing your case. It’s important to seek legal counsel to ensure that you are fully aware of your rights and receive the best possible outcome.  Finding the Balance SB Lawyers provides in-depth legal counsel tailored to our ever-growing technological world so that you don’t have to do your own DIY divorce papers. We strive to empower our clients by keeping them informed and guiding them professionally towards optimal outcomes. How

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What can you do about unfair dismissal?

Unfair Dismissal: What is it, and what can you do about it?

These days, dismissals by employers of employees have become very common. The reasons for the increasing number of dismissals could be as a result of; economic circumstances, social change and more specific factors in the workplace. What is unfair dismissal? An “unfair dismissal” can be defined as a dismissal where there was no fairness applied in the procedure leading up to the dismissal and/or even if the procedure may have been fair (which is not always so), the dismissal may be substantively unfair – meaning that, although the employee was found guilty of some form of misconduct, such misconduct did not warrant dismissal. In most cases, a dismissal should be seen as the last resort. However, it is important to note that there may be (and are), circumstances where a dismissal may be immediate – e.g., theft, intoxication, being under the influence of drugs, harassment in the workplace (including but not limited to sexual harassment), or other forms of dishonesty, discrimination on any basis such as racism expressed etc. Understanding Legal Protections of the Employee Before South Africa’s constitution was introduced in 1996, our labour law regulations were underdeveloped however, in the years to follow, this same labour environment has become extremely regulated. The regulation of labour relations (including dismissals) is sometimes criticised, from an employer- or job-creation perspective, as “over-regulated” – especially from a trade and industry perspective. Whereas, from an employee perspective, criticism is much less, this is due to the regulatory framework being seen, to a large extent, to protect individual employee rights. The South African Bill of Rights, as contained in the Constitution, lists specific constitutional rights (the “Bill of Rights”).  Section 23 of the Constitution (“Bill of Rights”) states that “Everyone has the right to fair labour practices”. The Labour Relations Act (“LRA”), specifically, gives effect to fair labour practices in the workplace – including but not limited to unfair dismissals. More specifically, section 185 of the LRA states that every employee has the right not to be unfairly dismissed. The Act then continues to categorise different categories of dismissals. The main categories may be summarised as the following: ·      Misconduct ·      Incapacity ·      Dismissal due to operational requirements of the employer (so-called “retrenchments”) Different procedures apply to the different categories – please note there are also other categories within which dismissals may occur not discussed in this article (e.g. employment equity requirements). Unfair Dismissal in Context Misconduct About the first category, namely misconduct, an employee can only be found guilty of misconduct if the employee contravened a rule or standard regulating conduct in or of relevance to the workplace. Furthermore, even if the rule or standard existed, the rule must have been valid or reasonable and whether the employee was aware, or could reasonably have been expected to have been aware of the rule or standard. Incapacity As previously mentioned, even if a rule or standard was breached, dismissal due to incapacity may occur either as a result of physical or psychological incapacity. Notwithstanding the nature of the incapacity, any form of incapacity (whether identified by the employer itself or reported by the employee) should also be preceded by an incapacity enquiry – which is not similar to a disciplinary hearing. Just as in the case of unfair dismissals, an employee may also not be summarily dismissed based on incapacity. The incapacity enquiry should aim at identifying the cause, existence, cure (if possible) and remedy to be applied in the event of it being found that an employee is incapacitated for whatever reason. A dismissal based on incapacity may lead to the same consequences for the employer, namely reinstatement or compensation if it is found afterwards in the CCMA / Bargaining Council that a fair procedure was not applied and that dismissal was not fair under the circumstances. An employer needs to determine what the cause of the incapacity may be. It may be easier in the event of a physical disability which was caused either outside or inside the workplace. A physical disability may be much more detectable than a psychological/mental disability. On the other hand, a psychological/mental disability may sometimes arise without it being detected immediately, arising in the workplace due to stress, overwork and lack of support factors.   Operational Requirements Dismissal due to operational requirements is more strictly regulated by the provisions of the Labour Relations Act, presumably to protect against unfair dismissals of which the employer is the cause – and not the employee. An employer may therefore dismiss an employee(s) on condition that compliance with the relevant sections in the LRA (sections 189 and 189A) is applied. The Act prescribes more specifically the procedure to be followed by an employer when anticipating a dismissal(s). An employer may, for instance, not pre-decide on a contemplated dismissal. The procedure as set out in the Act needs first to be followed before a dismissal decision may be taken. A Real-life Example of Unfair Dismissal Video footage may show that an employee while working after hours, investigates the contents of a drawer in the storeroom of the employer. In the drawer, a petty cash box is held. The next moment the employee is seen closing the drawer and walking away with an R100 note in the employee’s hand. The employer arrives the following morning, inspects the video footage and comes to the summary conclusion that the employee has stolen R100 from the petty cash box. The employer awaits the employee to arrive at work and turns the door on the employee informing the employee that he/she is dismissed for having stolen money after hours. Afterwards, it may then appear that the bookkeeper owed the employee R100 for, say, a business expense claimed, processed the repayment, but, for some reason, could not hand over the R100 to the employee. The evidence may point out that the bookkeeper informed the employee that the R100 repayment had been logged on the system and that the R100 note was left for the employee in the drawer,

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