New employee has cancer - help!

[Pap_sak]

Hi wynn - it is something I have thought of (well cameras anyway, haven't seen the ones you are talking about)...I am sure it would stop a fair amount of mucking around. I guess I should revisit all the options.

I am slightly "cranky" at the moment - I have just gone through my 6 "bad" months and money is particularly tight at the moment - role on December!

[tec0]

A suggestion, allow your employees to buy a high value item "one high value item" once every 8 or 12 months at cost. Allow them to pass this item on if they so wish and or allow them to keep this item for themselves and or even sell the item and allow them to keep the profit.

There is really no harm then? Advertisement cost a lot and you are basically getting it for free. Yes you may lose let's say a few items once a year BUT the use of the item will be noted and inquired about. Meaning others see it want it and you got it in stock. Free advertisement at your disposal.

just a thought...

[Pap_sak]

As long as they buy the item for themselves or child and do not go wild on their account I have no problems with it. It occasionally hurts when I get a product in that they all take, but, TBO, I probably should have got more in, it's more a case of bad buying on my part.

But it's a "perk", that as long as it's not abused, will happily let it go.

The one shop is in "lock down", the other two are fine, and am not going to let one shop influence how the others are run.

[daveob]

You could also link the perk to a points system. Start with, say, 1000 points per employee per month.

They can buy R1000 goods at discount / cost.

Take a day off, minus 100 points.
Arrive late minus 30 points.
Talking on cell phone during working hours minus 25 points.

you get the idea. Make the reward directly linked to performance and dedication.

[sterne.law@gmail.com]

Greetings -
Dave is correct on the first 6 months sick leave allocation. The 6 week allocation (or 3 year allotment) becomes due after the sick months, ie in effect could be taken in advance.
in terms of any dismissal/contemplated dismissal you would need to look and follow the code of good practice on ill health. in a nutshell attempt to accomodate. As an example if she needs two months for treatment you would need to accomodate her, particularly because she does not fill a highly skilled position that would be difficult to fill on a temporary basis.
the norm of no work no pay applies.
UIF - as she has not been in your employ for long, there will not be much there unless she was previously employed and thus built up some credit. (in which case an undertsanding between you and her could be worked out...allowing her to claim and when ready to return to work)
In terms of hospital treatment at a government hospital - she should not be paying. It will not constitute emergency treatment but the right to health care still stands. It is a right that can be limited if the hospital can show a reasonable and rational reason (See Soobramoney vs KZN minister of health)

[Citizen X]

Hi there,
I know that some may think my suggestion to be insensitive, cold and perhaps way out of line.
Legally, in terms of the labour relations act 66 of 1995, you can dismiss this individual on the grounds of "incapacity". This is sen by the courts as a " no fault on the part of the employee" dismissal. The rationale is that if an employee is too sick to work, the employer need not tolerate this. That said, all procedural aspects still need to be followed, and the employee's uif forms signed etc. In certain illnesses, an employee may be eligible for a disability grant.
In law there are only 3 categories that are recognised for dismissal: 1-misconduct, 2- incapacity and 3-operational requirements.
Hope this helps