Gcina Mhlophe, the master of ceremonies for the RR Foundation’s gala dinner on Saturday night, poem Strengthen Love encapsulates many of the RR Foundation’s universal values. Strengthen Love Strengthen love, dear Africans! Strengthen love Let it stand rock solid! Christmas means nothing If we do not love each other With no compassion for one another Some go to bed with empty stomachs While others have everything Countless children have lost their parents Others swear at them, they hate them How can we grow strong When the situation is like this How will we grow and prosper? How can we be successful When we do not respect each other Where will our blessings come from? Where are we headed If we have no dedication or collaboration? We need to show each other love and humanity Strengthen love, dear Africans! Love and harmony is what we need Strengthen love, dear Africans! © Translation: 2010, Gcina Mhlophe

Proudly South African hosts a nationwide series of Business Forums designed as information sharing and gathering sessions for members and non-members. All Forums are free to attend and feature presentations, panel discussions and business to business networking and matchmaking opportunities. Reserve your spot INVITATION | KwaZulu-Natal Business Forum (office.com) Join us on the 20th Feb at Southern Sun Elangeni. Registration starts at 8.00am

HR Article by Nikita Pillay Incapacity: Medical boarding due to ill-health Medical boarding is the inability of an employee to work according to the requirements of his/her job as a result of ill-health or injury. This is also known as “no fault dismissals” as the employee is not to blame for such a dismissal. When employees are no longer able to carry out their employment obligations due to the above, and alternative work arrangements are not feasible, they may be eligible for medical boarding. An employer intending to dismiss an employee due to incapacity must do so in accordance with Item 10 and 11 of Schedule 8 to the Labour Relations Act, No 66 of 1995 (LRA), failing which, the fairness of such dismissal falls to be challenged. Employer duties prior to dismissal In terms of items 10 and 11, an employer has the following duties prior to dismissal of an employee on the grounds of incapacity, namely: 1. Investigate the extent and cause of injury/incapacity/illness (ie. nature and cause) 2. Establish the length of the employee’s absence from work – it is inappropriate to dismiss an employee that is only temporarily incapacitated (ie. likelihood of recovery/seriousness of injury/illness) 3. Provide the employee with the necessary assistance in order to perform his/her duties 4. If possible, accommodate the employee in a suitable position – an employee’s status and remuneration may alter (ie. alternative employment). Must be fair reason and procedure followed for dismissal If after investigation and assessment, as set out above, the employee is still unable to carry out his/her work obligations and an alternative position is not feasible, the employer may give reasonable notice to the employee and have him/her medically boarded. It is clear that an employer may only follow the dismissal route as a last resort once all reasonable alternatives have been considered and proven to be unsuccessful. In order to substantiate dismissal due to incapacity, an employer must ensure that there is a fair reason for the said dismissal and that a fair procedure has been followed in implementing the dismissal, otherwise the dismissal may result in being substantially unfair. Schedule 8 to the LRA embodies the Code of Good Practice in relation to dismissal. Items 10 and 11 of the Schedule provides as follows: "10: Incapacity: ill-health or injury (1) Incapacity on the grounds of ill health or injury may be temporary or permanent. If an employee is temporarily unable to work in these circumstances, the employer should investigate the extent of the incapacity or the injury. If the employee is likely to be absent for a time that is unreasonably long in the circumstances, the employer should investigate all the possible alternatives short of dismissal. When alternatives are considered, relevant factors might include the nature of the job, the period of absence, the seriousness of the illness or injury and the possibility of securing a temporary replacement for the ill or injured employee. In cases of permanent incapacity, the employer should ascertain the possibility of securing alternative employment, or adapting the duties or work circumstances of the employee to accommodate the employee's disability. (2) In the process of the investigation referred to in subsection (1) the employee should be allowed the opportunity to state a case in response and to be assisted by a trade union representative or fellow employee. (3) The degree of incapacity is relevant to the fairness of any dismissal. The cause of the incapacity may also be relevant. In the case of certain kinds of incapacity, for example alcoholism or drug abuse, counselling and rehabilitation may be appropriate steps for an employer to consider. (4) Particular consideration should be given to employees who are injured at work or who are incapacitated by work-related illness. The courts have indicated that the duty on the employer to accommodate the incapacity of the employee is more onerous in these circumstances. 11: Guidelines in cases of dismissal arising from ill-health or injury Any person determining whether a dismissal arising from ill health or injury is unfair should consider: (a) whether or not the employee is capable of performing the work; and (b) if the employee is not capable: · the extent to which the employee is able to perform the work; · the extent to which the employee's work circumstances might be adapted to accommodate disability, or, where this is not possible, the extent to which the employee's duties might be adapted; and · the availability of any suitable alternative work". Incapacity Hearing The above means that before the employer takes the decision to dismiss an employee due to incapacity, such employer must undertake an incapacity enquiry aimed at assessing whether the employee is capable of performing their duties, be it in the position they occupied before the enquiry or in any suitable alternative position. A conclusion as to the employee's capability or otherwise can only be reached once a proper assessment of the employee's condition has been made. In considering whether or not to dismiss an employee due to ill-health, the employer must take note of the following: • a thorough assessment of the employee's impairment must be conducted and; • all alternatives must be exhausted. Permanent or continued incapacity arising from ill-health or injury may be recognised as a legitimate reason for terminating an employment relationship. An employer is not obliged to retain an employee who is permanently incapacitated if such employee's working circumstances or duties cannot be adapted. A dismissal in these circumstances may be fair, provided that it was based on a proper investigation into the extent of the incapacity, as well as a consideration of possible alternatives to dismissal. Ill-Health Benefits at UIF – Department of Labour You can apply for illness benefits at your nearest Department of Labour if you are an employed contributor to the Unemployment Insurance Fund (UIF) and unable to work because of illness. You can qualify for the benefits whilst still employed however you must be receiving less than your normal wages while you are on sick leave, and be able to provide medical reports to substantiate such illness. Upon termination of your employment due to ill-health, you can proceed with a claim as well, provided you are able to meet requirements set by the Department of Labour. www.drg.co.za

IcebolethuGroup understand the pain and grief that comes from losing a loved one. That is why their highly dedicated and experienced team will guide you through the confusion following your loss. Placing our utmost commitment to our clients and ensure that we provide send-offs which are dignified and of the highest standard for bereaved families. Contact us on +27 (0)31 719 1865 or visit our website www.icebolethugroup.co.za

Our Commercial Division is fully equipped to meet all your commercial requirements. C️ontact us on o(031)303-2933 for more information

The launch of our Alumni Board which took place on 10 February 2023, marks a milestone in the short history of this manufacturing institution. With 96 Alumni we are creating some world class individuals through the Toyota Wessels Institute for Manufacturing Studies. The TWIMS Alumni Association Launch brought together the TWIMS Alumni (4 cohorts) and the TWIMS board constitution was presented. 𝙏𝙝𝙚 𝙘𝙧𝙚𝙖𝙩𝙞𝙤𝙣 𝙤𝙛𝙖 𝙙𝙚𝙚𝙥𝙢𝙖𝙣𝙪𝙛𝙖𝙘𝙩𝙪𝙧𝙞𝙣𝙜 𝙘𝙪𝙡𝙩𝙪𝙧𝙚 (“𝙢𝙤𝙣𝙤𝙯𝙪𝙠𝙪𝙧𝙞” – 𝙢𝙚𝙖𝙣𝙞𝙣𝙜 𝙢𝙖𝙠𝙞𝙣𝙜 𝙩𝙝𝙞𝙣𝙜𝙨𝙞𝙣𝙅𝙖𝙥𝙖𝙣𝙚𝙨𝙚) 𝙝𝙖𝙨𝙘𝙤𝙣𝙩𝙧𝙞𝙗𝙪𝙩𝙚𝙙𝙩𝙤𝙩𝙝𝙚𝙙𝙚𝙫𝙚𝙡𝙤𝙥𝙢𝙚𝙣𝙩 𝙤𝙛𝘼𝙨𝙞𝙖𝙣 𝙚𝙘𝙤𝙣𝙤𝙢𝙞𝙚𝙨 𝙨𝙪𝙘𝙝 𝙖𝙨 𝙅𝙖𝙥𝙖𝙣, 𝙏𝙝𝙖𝙞𝙡𝙖𝙣𝙙𝙖𝙣𝙙 𝙆𝙤𝙧𝙚𝙖. 𝙄𝙗𝙚𝙡𝙞𝙚𝙫𝙚 𝙬𝙚 𝙣𝙚𝙚𝙙 𝙩𝙤 𝙨𝙩𝙖𝙧𝙩 𝙗𝙪𝙞𝙡𝙙𝙞𝙣𝙜 𝙖 𝙨𝙞𝙢𝙞𝙡𝙖𝙧𝙡𝙮 𝙙𝙚𝙚𝙥 𝙘𝙪𝙡𝙩𝙪𝙧𝙚 𝙤𝙛𝙢𝙖𝙣𝙪𝙛𝙖𝙘𝙩𝙪𝙧𝙞𝙣𝙜 𝙞𝙣𝘼𝙛𝙧𝙞𝙘𝙖. 𝙏𝙝𝙚 𝙙𝙚𝙫𝙚𝙡𝙤𝙥𝙢𝙚𝙣𝙩 𝙤𝙛𝙩𝙝𝙞𝙨 𝙘𝙪𝙡𝙩𝙪𝙧𝙚 𝙘𝙖𝙣 𝙩𝙧𝙖𝙣𝙨𝙛𝙤𝙧𝙢 𝘼𝙛𝙧𝙞𝙘𝙖𝙣 𝙨𝙤𝙘𝙞𝙚𝙩𝙮. 𝘼𝙛𝙧𝙞𝙘𝙖 𝙣𝙚𝙚𝙙𝙨 𝙝𝙞𝙜𝙝𝙡𝙮 𝙨𝙠𝙞𝙡𝙡𝙚𝙙 𝙚𝙣𝙜𝙞𝙣𝙚𝙚𝙧𝙨 𝙖𝙣𝙙 𝙥𝙧𝙤𝙙𝙪𝙘𝙩𝙞𝙤𝙣 𝙢𝙖𝙣𝙖𝙜𝙚𝙧𝙨 𝙩𝙝𝙖𝙩 𝙘𝙖𝙣 𝙡𝙚𝙖𝙙 𝙖𝙣𝙙 𝙢𝙖𝙣𝙖𝙜𝙚 𝙘𝙤𝙢𝙥𝙡𝙚𝙭 𝙢𝙖𝙣𝙪𝙛𝙖𝙘𝙩𝙪𝙧𝙞𝙣𝙜 𝙗𝙪𝙨𝙞𝙣𝙚𝙨𝙨𝙚𝙨. – JOHAN VAN ZYL A special thank you to the effortless leadership and support of Andrew Kirby, Nigel Ward, Suben Moodley and Nsikelelo Radebe (MBA).

ABSENTEEISM Absenteeism is when an employee is habitually absent from work. Typically, absenteeism refers to a frequent lack of attendance—rather than authorised absences or irregular, unavoidable issues, such as sickness. An employer should track staff attendance and keep an eye on repeated absence from work. Regardless of the reason, employees are not entitled to be absent without leave from work or from their workstations, during working hours. The Company’s disciplinary code provides for severe disciplinary action where employees infringe this policy. Where an employee is absent unexpectedly for reasons of ill health or unavoidable reasons, the employee must complete a leave form on his first day of return to work and submit it to his senior, immediately. Management may ratify the absence should circumstance merit it and if acceptable proof of the reason for the absence is submitted by the employee. However, in all cases of such absence, the employee/his immediate family member is required to contact the company to convey such information. Staff need to call in on the day of absence, to provide the reason for the absence and the expected duration of the absence. In this regard, should an employee fail to speak directly to his line report, the employee will be held responsible should a message not reach his line report. Any absence from work without authority or good cause will result in the employee not being entitled to any remuneration for the period of absence. The employee will also not be entitled to payment should he fail to submit a valid medical certificate from a registered medical practitioner and has been absent on two or more occasions during an eight-week period. Any employee who breaches the above requirements will be subject to discipline in terms of the Company’s disciplinary policy. Sanctions against employees found guilty of misconduct could range from warnings to dismissal depending on the severity of the absenteeism and the number of previous warnings, if any. Causes of Absenteeism The causes of non-culpable absenteeism are generally not a big concern. Because employees inform managers ahead of time, they won't be able to work, the impact isn't as serious as with the unanticipated, culpable absenteeism. The causes of culpable absenteeism are important, as they can provide managers with important feedback, either about a single employee or about workplace morale. Numerous surveys done by organizations and consulting groups have identified the three most common causes of absenteeism: personal health concerns, demands of children/family and lack of motivation. DESERTION Desertion and Abscondment refer to cases where an employee stays away from work for a longer period, but with the clear intention not to continue with employment, this intention being evident from the employee's conduct or communications. Employees must report for duty and not take leave without the prior authorization of their manager or director. If an employee fails to report for duty, for 3 – 5 (or more) consecutive working days, without leave or acceptable notification of reason for their absence, proceedings to commence with termination of employment on the grounds of absconding will commence. What are the Employer's obligations in terms of locating the Employee? There are a number of ways in which the Employer can attempt to locate the Employee, including but not limited to, calling, emailing, text messaging or sending the Employee correspondence by registered post to the Employee's last known address, informing him or her that he or she is required to report for duty at the workplace, and that, unless he or she returns to work within a reasonable period (which must be specified in the correspondence), he or she will be regarded as having deserted the workplace and his or her services will be terminated accordingly. When sending the correspondence by registered post, the Employer should ensure to retain proof that the correspondence has been dispatched and delivered. If the Employer does not have an address for the Employee, the Employee should make every effort to get a message to the Employee for example via the Employee's family members or next of kin if same is stated in the Employee's personnel file. If the Employee returns to work by the specified date in the above-mentioned correspondence or messages sent, the Employer is entitled to enquire as to the reasons why the Employee was absent from work and why he or she did not notify the Employer earlier in respect of the reasons and circumstances which caused the absence without notice. The Employer can then, based on the explanation given, decide whether or not to take disciplinary action against the Employee. www.drg.co.za

Road force balancing is where wheels or tyres have pressure applied to them to mimic how the tyre would perform under real on-the-road conditions. Contact us today about Road Force Balancing (031)303-2933

Wheel balancing and wheel alignment is an important part of ensuring safer driving on the roads. Wheels that are not balanced cause the steering wheel to vibrate which negatively affects the driver's handling of the vehicle. We offer High Speed and Road Force Balancing. ☎️(031)303-2933 #gtrr35 #gtr35 #gtr35pect #gtr #skyliner #skyline #nissan #nissanskyline #jdm #skylinegtr #nismo #nissangtr #gtrr #nissanskyliner #vspec #fastandfurious #supra #drift #paulwalker #godzilla #jdmgram #gtrskyline #nissanskylinegtr #jz #jdmcars #nissanr #jdmsociety #royaltyres1159 #roadforcebalancer

Find us at 1159 Umgeni Road, Durban or call ️us on (031)303-2933.