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Family Responsibility Leave – Know The Law Says CRS Technologies

It is advisable for businesses to be cognisant of these considerations – it is of significant importance in terms of HR leave policy management.

CRS HR And Payroll Solutions

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The management of employee leave can be an administrative headache at the best of times, but knowledge of the law and understanding of which forms of leave are entitlements, and which are accruals, is of assistance.

This is particularly so when it comes to the grey area of family responsibility leave, say HR experts at CRS Technologies.

According to HR and HCM industry specialists at the company, having a readily available leave management policy in place is a critical starting point.

This policy should outline all details regulating leave; under which circumstances leave can be taken and how this employee entitlement or accrual is managed in the different industries. CRS Technologies uses Family Responsibility leave as an example.

This kind of leave provides for an employee’s responsibility towards his/her family and can be taken when an employee’s child is born and when a child is sick.

In addition, Family Responsibility Leave can be taken in the event of the death of an employee’s spouse/life partner, parent or adoptive parent, grandparent, child or adopted child, grandchild or sibling.

Related: What leave should my staff receive?

To qualify for the entitlement, an employee must meet the following criteria:

  • Employees should have worked for the employer for more than 4 months Employees should work more than 4 days a week for their employer
  • Employees must work more than 24 hours a month.

Family Responsibility Leave is an entitlement. This means that it is given as a component of each annual leave cycle, during which the employee is employed, irrespective of the number of days worked. Employees are entitled to 3 days leave per leave cycle, and all unused days lapse at the end of the leave cycle.

In contrast, Annual Leave is an accrual, in which employees accrue days of leave in respect of the number of days worked.

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Nicol Myburgh, Head of HR Business Units at CRS Technologies

Nicol Myburgh, Head of HR Business Unit at the company, explains that there are definite differences between Family Responsibility Leave governed by the Basic Conditions of Employment Act (BCEA) and MEIBC Main Agreement (regulating the Metal and Engineering Industry).

“So for example, an employee working within the metal and engineering industry is entitled to family responsibility leave for the same events mentioned earlier, but in addition, the MEIBC also covers when an employee’s spouse is sick and in the event of the death an employee’s parents-in-law,” says Myburgh.

Related: Leave In Business – Critical To Understand Flexibility Says CRS Technologies

The MEIBC also makes provision for an accrual component, or at least a ‘carry-over’ of the Family Responsibility Leave entitlement.

“If an employee has not used his/her three days Family Responsibility Leave in the current leave cycle it can accrue to the next cycle. This accrual is allowed up to a maximum of nine days paid Family Responsibility Leave,” Myburgh continues.

However, the accrued portion of this leave may only be used in the event of death of one of the persons listed below, and not for a sick child or spouse or when a child is born:

  • Spouse or life partner
  • Parent or adoptive parent
  • Grandparent
  • Child or adopted child
  • Grandchild
  • Sibling
  • Parents-in-law

Myburgh adds that the entitlement is relevant to both employers and employees.

“This is relevant to employees because they are entitled to a certain amount of paid Family Responsibility Leave days, and should a family emergency arise they should be aware of the amount of leave days they have access to, and under which circumstances they may be used,” he adds.

“This is relevant to employers, because even though it may not reflect as a financial leave liability in their books as with annual leave, it may still lead to a financial loss, as this may be a contingency form of leave for which the employer has not made financial provision.”

Related: Create Systems & Structures to Boost Staff Results

Other factors to consider is that Family Responsibility Leave is paid leave; an employee however may take family responsibility leave in respect of the whole or a part of a day.

Before paying an employee for family responsibility leave, an employer may require reasonable proof.

“Many employers mistakenly provide Paternity Leave to their employees as an additional type of leave over and above Family Responsibility Leave, without realising that Family Responsibility Leave provides leave for the birth of a child. It is advisable for businesses to be cognisant of these considerations – it is of significant importance in terms of HR leave policy management,” Myburgh says.

CRS HR & Payroll Solutions is a provider of services and solutions to the Human Resources and Payroll markets in Africa in general and South Africa in particular. Established in 1985, the company has served as the premier provider of HR systems, solutions and remuneration products to business across expanding market segments. Our product portfolio encompasses everything the decision maker in business requires to support the rollout of an effective HR and payroll strategy. The company’s foremost reputation as a reliable service provider and trader in rapidly expanding market segments and to blue chip companies is underpinned by its affiliation and partnership with a number of respected, industry-regulatory bodies. CRS is a signatory to the Information Technology Association (ITA) and a member of the Payroll Authors Group of South Africa. It is also a member of the South African Payroll Association, South African Rewards Association and the Institute of People Management. Its expertise and business acumen within these mission-critical aspects of business management have ensured that it remains an ultra-competitive, secure and unrivalled market performer. CRS provides a service to numerous countries throughout Africa, including Egypt, Kenya, Nigeria, Namibia, Botswana, Swaziland, Lesotho and Mozambique. The continent is viewed as being a thriving, high-growth market and one that the company will continue to add value to.

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How Lexus Is Emphasising Quality And Taking Craftsmanship To New Heights

The seventh generation Lexus ES is crafted to the last millimetre and is the essence of comfort​.

Lexus

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The seventh generation Lexus ES ushers in an era of performance, mirrored by design that stirs the soul. The exceptional body rigidity allows for incredible design freedom, resulting in design that has the confidence to stand out. The brave new design that is lower, wider and sleeker, giving this sedan a coupé-like silhouette.

The 2018 Lexus ES range has no space for mediocrity – every vehicle excels and provokes. The petrol ES 250 EX and hybrid ES 300H SE set a standard of excellence with unparalleled levels of sophistication, elegance and performance. The Lexus ES range places all available performance in the driver’s hands for an intimate experience. It is performance that can be heard and felt.

The new Lexus ES has a profile that is impossible to ignore. The striking signature spindle grille is a significant feature, a sculpted form that speaks of inherited architecture and meticulous craftsmanship. It is the embodiment of provocative elegance, of finesse and sophistication.

Every curve builds from the grille. Athletic headlights flow from the spindle grille, emphasising the sleek lines of the three-dimensional front-end while tracing the outline of the lowered roofline.

The Lexus Takumi craftsmen embody the quest for perfection by carefully refining design elements. Boldness is balanced with elegance, and innovative design characteristics are made possible by the new chassis platform that allows the New Generation ES to be longer, wider and more spacious than ever before, but with a sleeker and lower silhouette. The fastback roofline captures the glamour of a coupé and emphasises the low stance, while the interior roominess is all premium sedan.

Related: 10 SA Entrepreneurs Who Built Their Businesses From Nothing

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The meticulous attention to detail of the Lexus Takumi craftsmen is evident in every inch of the Lexus ES interior. In a physical manifestation of Omotenashi, the Japanese philosophy of warm hospitality where your every need is anticipated and catered for, the Lexus ES offers a personal comfort zone, an escape from the ordinary.

The ES seduces you with details such as embossed stitching on semi-aniline leather-trimmed* seating and real wood trim*. The door panels flow into the instrument console, creating a sense of spaciousness, and at the same time placing all controls of the navigation*, Multi-information and entertainment systems within your grasp, while all driving related functions, as well as those for communication, are controlled from the leather-trimmed steering wheel.

Define your own personal climate with automatic dual zone climate control. The innovative nanoe air-purifiers cleanse the air and moisturise your skin, which is why stepping out of the new Lexus ES, is just as invigorating as stepping into it.

For further individual comfort, the front seats of all ES models have adjustable lumbar support, with standard heated and ventilated seats.

At Lexus safety is of paramount importance, which is why the new Lexus ES features the most advanced passive and active safety and driver support systems available. This is the most technologically advanced Lexus ES ever, with traditional measures of comfort merged with cutting-edge technology for all-encompassing driving pleasure.

* Available on ES 300H only

Read next: 10 Dynamic Black Entrepreneurs

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Company Posts

Rethinking Learning In The 21st Century

The changing world of work has disrupted the three elements of the traditional ‘career’: Expertise, duration, and rewards.

Wits Plus

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Vital Stats

Traditionally the concept of a ‘career’ was considered to include three elements:

  1. A career represented our expertise, our profession, and ultimately our identity.
  2. A career was something that built over time and endured. It gave us the opportunity to progress and advance.
  3. A career gave us financial and psychological rewards. It made life meaningful and paid us enough to live well.

The changing world of work has disrupted all three elements: Expertise, duration, and rewards.

A career can now be as long as 60 years; at the same time, due to rapid advancements in technology and the changes that bring about in the workplace, skill sets can become obsolete in as little as five years.

Increasingly, companies need to rethink the way in which careers are managed and learning opportunities are delivered, and many have already begun to overhaul their career models and L&D (Learning and Development) infrastructure in line with the digital age.

Related: Your Investment In Knowledge

Employees’ learning behaviour is also changing. In the past, employees were able to obtain the skills required for their career early on and as a once-off; now, the career itself is a journey of learning, up-skilling, re-skilling and continuous reinvention to remain relevant and to thrive in the changing world of work.

Older employees who studied at a time where most of one’s learning occurred prior to entering the workplace, find themselves working alongside millennials who place greater value on learning and progression rather than on earning potential as a first priority.

Eighty-three percent of the respondents surveyed in Deloitte’s 2017 Global Human Capital Trends survey say their organisations are shifting to flexible, open career models that offer enriching assignments, projects, and experiences rather than a static career progression.

However, in today’s fast-paced business world, even if companies are restructuring L&D delivery, no one is going to make you engage in a strategy that is essential to your future success – continuous learning. You will have to take the initiative yourself.

Noted self-help expert W. Clement Stone, in his many writings on this topic, recommended that one spends anywhere from a half-hour to two hours a day in study and thinking time. This tireless dedication, combined with an insatiable curiosity, will equip you to excel in the future world of work. What’s more, learning new skills and knowledge can be fun!

The good news for both companies and for employees is that an explosion of high-quality content and digital delivery models offers employees ready access to continuous learning. The Wits DigitalCampus offers a range of accredited and fully online short courses to support your continuous learning.

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Company Posts

Your Investment In Knowledge

When you understand the value of knowledge, in this world where technology is rendering previously expensive products or services much cheaper (and even free), it’s just a matter of getting more of it. Dedicate yourself to constant learning!

Wits Plus

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Vital Stats

Most people spend their lives collecting, spending, and worrying about money — so much so, in fact, that they say they “don’t have time” to learn something new.

However, some of smartest and busiest people in the world — Barack Obama, Warren Buffet and Bill Gates — all spend at least one hour a day on deliberate learning. They see what others don’t: That learning is the single best investment of our time that we can make. As Benjamin Franklin said long ago, “An investment in knowledge pays the best interest.”

When you understand the value of knowledge, in this world where technology is rendering previously expensive products or services much cheaper (and even free), it’s just a matter of getting more of it. Dedicate yourself to constant learning!

One of the very benefits of ongoing technological advances is that it empowers an accelerated and personalised learning experience that puts the learner in the driver’s seat. Modern learning harnesses the speed, power and ubiquity of digital capability. Online platforms, software and mobile devices means that the traditional hurdles to learning — such as income, status and location — have just about disappeared. Knowledge can now be gained by anyone with the passion to pursue it and the commitment to stick with it.

Related: Building Customer Relationships

We are only at the tipping point of what future learning technology can deliver. Artificial intelligence (AI) will transform all aspects of human capital management, including learning. Technology-enabled learning will be immediate and directly relevant to the task, for example:

  • personally tailored learning content and experiences delivered to you as and when you want or need them
  • chatbots and virtual assistants can source and categorise the information that you need for optimal decision-making
  • augmented and virtual reality simulations can provide a multi-sensory experience to speed up and embed learning.

Additionally, social connectivity already enables user-generated content to outpace and outstrip what traditional education and learning institutions can deliver.

Knowledge may be the new money but, unlike money, you don’t lose it when you use knowledge or give it away. Transferring knowledge anywhere in the world is free and instant. It’s fun to acquire and it makes your brain work better. It helps you think bigger and beyond your circumstances. It puts your life in perspective by essentially helping you live many lives in one life through other people’s experiences and wisdom.

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