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There are many labour laws that must be followed strictly by businesses. Managers and employees alike should be aware of all the procedures regarding labour laws to avoid unfair practice. To ensure that you are being fair and following procedures, read about the labour law procedures below:

General rights

In order to ensure that you are following the correct labour law procedures, you need to be made aware of the rights of the employees and the employers. Employees have the right to not be unfairly dismissed, to be provided with the necessary equipment, to work in safe conditions, to receive the agreed upon remuneration at the agreed upon time, to receive fair labour practice, to be treated with respect and to have the ability to state their rights. They are also given the right to submit a complaint to a trade union representative, discuss their terms of employment colleagues, employers and others, refuse to comply with instructions or terms and conditions that are contradictory to the labour law act, inspect records, or request that a trade union representative inspect records, of the act that relate to the employee, participate in trials regarding unfair procedures.

Employers have the right to expect employees to adhere to the following; to fulfil their agreed upon duties within the agreed upon timeframe, to perform under the authority of the employer, to obey and carry out all instructions regarding work, to behave well in the workplace, to act in good faith and follow workplace rules at all times, to complete objectives at a high standard, to use the employers methods and resources and to report any unlawful actions seen in the workplace.

Dismissal

If any of the employer rights above are not adhered to by the employee, the employer may have the right to dismiss the employee. However, during the dismissal the correct labour law procedures must be followed. If these procedures are not completed correctly, the employer may lose the case. The procedures involved include investigating the accusation, providing evidence of the employees’ wrongdoings and allowing the employee to provide a statement regarding their case.

Performance is essential in the workplace. Your work performance needs to be optimal in order to grow in a company. Here are a few tips on how employees can increase their productivity and improve their performance:

Set goals

Improve your performance by setting goals. Most people will work harder when they know that they have a goal to reach. However, these goals cannot be too extreme; they need to be plausible. The best way to set realistic goals is to look at a project and break it down into achievable goals. This way, you can keep track of your progress with a project while achieving your goals.

Manage time

Time management is a great way to improve your work performance. Plan your tasks by completing urgent tasks first and easier tasks later. Time management is all about prioritising. If you know what you need to be doing the whole week, make a schedule in order of urgency and due dates.

Communicate

Work performance can be improved by communication. Don’t be afraid to ask a question if you’re not sure what’s going on with a project. Be sure to ask for help if you feel as though your workload is too much for you. Speak to people, someone will be willing to help, and if not, a manager will assist in delegating tasks.

Eliminate distractions

Get rid of all distractions to improve your work performance. This means no mobile phones, no emails, no Facebook and so on. Though, some jobs require emails and mobile phones. If your job requires this, limit your interaction with these platforms to work on related notifications only.

In order to hire the right employees, you need to have the right recruiter. The right recruiter will have a few stand-out qualities that will enable them to attract the best candidates and make the right hiring decisions. Here are a few qualities of a good recruiter:

Confidence

A good recruiter needs to have confidence. They need to be able to communicate with multiple people and work out who among those people would fit in with the business. In order to do so effectively they need to be partially extroverted and confident in their ability to find the right candidate.

Good listening skills

A good recruiter should be able to communicate with candidates, but they must also be able to listen. Having the quality of a good listener will help the recruiter understand what the candidate is looking for and if they would be the appropriate choice to fill the position. The recruiter will also be able to pinpoint any issues with the candidate by listening well.

Likability

A good recruiter should be likeable. The candidates should feel comfortable when talking to them. If the recruiter seems strict and unpleasant, the candidates that meet with them may be nervous or uncomfortable and unwilling to show their full personality. Likeable recruiters will build trust and create personal relationships with candidates, making it easy to decipher who would be the best employee.

Skepticism

Every good recruiter is a little bit sceptical. It is not ideal for a recruiter to be highly optimistic and biased while interviewing candidates. Recruiters that are slightly sceptical are more likely to seed out the good and bad candidates.

Patience

A good recruiter needs to have patience. Not every candidate is going to be perfect for the job, but the position will eventually be filled. Don’t rush into a decision just because a position needs to be filled.

The gender pay gap refers to the difference between the salaries of men and women. Though this gap is shrinking, women still earn less at a company level. This needs to be corrected and it all starts with your business! Here are a few ways to bridge the gender pay gap within your business:

Job description

You may be wondering how the job description could bridge the gender pay gap, so we’ll break it down for you. Research shows that the wording of your job description can be used to attract different job applicants. Using words that are likely to attract female applicants will give you the chance to increase the diversity in your company, therefore slowly reducing the gender pay gaps. Give us the opportunity to use your job description to find your company suitable female candidates.

The interviews

The interview process is another way to bridge the gender pay gap. Often in interviews, the hiring manager will have a subconscious bias towards male candidates. Using interviews to prevent this bias involves using a standard set of questions for both male and female applicants. These standard questions will help you choose a candidate based on the data received rather than their gender.

Promotional transparency

When offering promotions, managers will usually speak to the people that they believe are suited to the position, and these people are most often men. In order to bridge the pay gap, businesses must be more transparent about promotional opportunities. This will give female employees a chance to show their skills and prove that they too are suitable candidates for the position.

Developing a strong, productive environment can only be done with the right employer-employee relationship. If you feel as though your employer-employee relationships are not at the level that they should be, there are a few ways for you to change that. Here are a few tips on how to develop the right employer-employee relationship:

Morality

Let’s begin with the basics. The employer has a moral obligation to be respectful to their staff, to be concerned about their welfare, to be sensitive to their emotional needs, to provide a healthy working environment and more. This care for the employee by the employer needs to be reciprocated by the employee in terms of productivity and respecting the company policies.

Give recognition

Give recognition to your employees when they have good ideas or when they have exceeded expectations in their position. It doesn’t have to be an extravagant “thank you” in front of all the staff, but a handshake paired with recognition specific to the employee and what they’ve done will build an employer-employee relationship.

Allow input

Give your employees the opportunity to share their ideas or voice their opinions. When the business makes big decisions, employees should be involved. If the employer needs help with anything, employees should be allowed to share ideas.

Offer development opportunities

Employers need to give the employees a chance to move up in the company. It does not do well for employer-employee relationships if an employee is stagnant in their position, not receiving any opportunities to develop their role in the company.

Its time for women to break the glass ceiling. Many women are not given the opportunity by their companies to improve themselves and their careers. However, there are ways for businesses to help the development of woman’s careers.

Training

Make sure that your business offers regular training programmes for skills development. These training programmes should be readily available to all staff. Women can then use the training programmes available to heighten their skillset and develop their career further. The training programmes will give managers the chance to identify women that have the knack for leadership. Once identified, they could be given the opportunity to move into leadership positions.

Assignment opportunities

Research shows that women are less likely to be given special assignments that could improve their skills, help them expand their network and give them the opportunity to be recognised by people higher up in the business. In order to develop woman’s careers in your business, business managers should give women opportunities to be a part of these assignments.

Amplify ideas

Women in meetings are often overruled by men and good ideas can go unnoticed unless amplified. This works when a woman has an idea and other members of the meeting repeat the idea, giving credit to the woman who came up with it, for it to be noticed by decision makers. This can also improve a women’s confidence in raising ideas in meetings, giving them more opportunities to be noticed and to develop their careers.

First impressions are created within the first ten seconds of meeting someone, and are almost impossible to shake. This means that when you land that important interview with the employment agency, you need to be on your top form. There is no do-over, you need to impress the recruiter enough to want to forward your application to the dream employer that you’ve always wanted to work for.

So how can you impress at your interview? We’ve compiled a few great tips to help you leave a lasting impression on your interviewer that will go a long way towards helping you land your dream job. Here are a few top tips on how to make a positive impression:

Smile – it might sound simple, but by giving an immediate positive and friendly impression of yourself will set the tone for the rest of the interview. Greet people with a firm handshake and always make eye contact.
Do your homework – study up on the prospective company that your employment agency has set up an interview with. Learn about the company, its products and its culture.
Dress professionally – your appearance and how you carry yourself will tell people a lot about you.

Win at Your Interview and Land Your Dream Job

By taking these notes into account, you are well on your way to making a good impression. Get to your interview a few minutes early as this also makes a great impression and shows your appreciation for the recruiter’s time.