Grain Guide 2018

Misperceptions in the workplace Anneline Scriven, Agricultural Employers’ Organisation Increase productivity with labour audit Introduce rules and procedures Clear rules and procedures in the workplace are essential so that the employee is aware that he will be held accountable for his actions. Make employees aware of the rules by discussing them and by displaying the disciplinary code in the workplace so that everyone can see it. Set achievable objectives Employees should know what is expected of them and what the standard of their work should be. Should their work not be up to standard, the employer can continue with a poor job performance consultation. The employer must ensure that the correct legal procedures are followed at all times with respect to inputs, needs, training and assistance. Monitor the employee and arrange follow-up consultations. Create a positive working environment A positive working environment ensures that employees report for duty with a good attitude. Give the necessary recognition to employees as motivation to provide their best work at all times. To further motivate employees, the employer can even nominate an ‘employee of the month’. This will encourage other employees to become the next month’s ‘employee of the month’. Adjust employees’ hours Make full use of all hours of the day. Employees’ work hours can be adjusted as the seasons change. Consider allowing employees to work shifts on a rotation basis, keeping the number of hours the same for all employees. In this way the employer ensures optimum productivity from every employee. Listen to the employees Implement a grievance procedure to create a harmonious working environment by identifying any dissatisfaction or feelings of injustice among employees and resolving this internally. The grievance procedure also protects the employer in cases of constructive dismissal (when an employee resigns as a result of unbearable working conditions). Christo Bester, Agricultural Employers’ Organisation  A dismissed employee is entitled to a separation payment A separation payment is payable only when an employee is retrenched and this is calculated as at least one week’s remuneration for every complete year of service. When an employee either ac­ cepts or refuses unreasonably to accept an alternative offer of employment, the employee’s statutory right to separation pay is forfeited.  An employer can dismiss an employee because he is too old No person may directly or indirectly discriminate against an employee in any employment policy or practice, including with respect to remuneration, employment benefit and conditions of employment. An employer may not dismiss an employee on the grounds of age. 11 Relevant