Labour Matters with Andrew Levy

Draft Code on the Prevention and Elimination of Violence and Harassment with Sarah Levy (Levy Africa Network)
Understanding the New Draft Code on the Prevention and Elimination of Violence and Harassment in the World of Work and the five significant changes that are introduced into South African labour law including the bringing together of violence including gender based violence with harassment and a broader list of those who can be perpetrators and victims of sexual harassment. Andrew and Sarah discuss the significant expansions brought about by the introduction of the concept of the world of work, as well as the impact of technology and social media in perpetuating and covering up harassment. Sarah then goes on to discuss the introduction of bullying into the code, and distinguishes it from mobbing. Draft code on the prevention and elimination of violence and harassment · ILO Violence and Harassment Convention, 2019 (No. 190) · Website

Draft Code on the Prevention and Elimination of Violence and Harassment with Sarah Levy (Levy Africa Network)
Understanding the New Draft Code on the Prevention and Elimination of Violence and Harassment in the World of Work and the five significant changes that are introduced into South African labour law including the bringing together of violence including gender based violence with harassment and a broader list of those who can be perpetrators and victims of sexual harassment. Andrew and Sarah discuss the significant expansions brought about by the introduction of the concept of the world of work, as well as the impact of technology and social media in perpetuating and covering up harassment. Sarah then goes on to discuss the introduction of bullying into the code, and distinguishes it from mobbing. Draft code on the prevention and elimination of violence and harassment · ILO Violence and Harassment Convention, 2019 (No. 190)

The Myths, empathy exercises and legal framework
In this episode, Sarah Levy of Levy Africa Network talks to Andrew Levy about how to develop successful sexual harassment training programmes, focusing on the four common questions that delegates on violence and harassment training typically ask - why me? what is harassment? what if someone reports an incident of violence and harassment to me? and what if I witness it? Sarah and Andrew discuss the important concept of the bystander effect, and how important it is to train bystanders to move from being passive witnesses to active bystanders or upstanders.
In the programme, Sarah also elaborates on the importance of developing empathy and how to address a number of myths around violence and harassment, such as the myth that only sexual attractive people can be subjected to harassment. Visit Levy Africa Network to learn more about our training programmes.

The Myths, empathy exercises and legal framework
In this episode, Sarah Levy of Levy Africa Network talks to Andrew Levy about how to develop successful sexual harassment training programmes, focusing on the four common questions that delegates on violence and harassment training typically ask - why me? what is harassment? what if someone reports an incident of violence and harassment to me? and what if I witness it? Sarah and Andrew discuss the important concept of the bystander effect, and how important it is to train bystanders to move from being passive witnesses to active bystanders or upstanders.
In the programme, Sarah also elaborates on the importance of developing empathy and how to address a number of myths around violence and harassment, such as the myth that only sexual attractive people can be subjected to harassment. Visit Levy Africa Network to learn more about our training programmes. · Website

Today Andrew explains the collective history behind grievance procedures and why in their current form they are not suitable for certain issues.
How a badly drawn up grievance procedure can lead to more problems such as challenging authority and how important it is to have an exclusion clause for issues where other policies / procedures exist.
That procedures should be streamlined for different groups, and not contain clauses that may allow or prevent outcomes.
He also explains when it is necessary to call a halt to their continued submission. Website

Today Andrew explains the collective history behind grievance procedures and why in their current form they are not suitable for certain issues.
How a badly drawn up grievance procedure can lead to more problems such as challenging authority and how important it is to have an exclusion clause for issues where other policies / procedures exist.
That procedures should be streamlined for different groups, and not contain clauses that may allow or prevent outcomes.
He also explains when it is necessary to call a halt to their continued submission.

Today Andrew sets out the contractual obligations of the parties in terms of the persistent problem of absence and attendance and answers the question of who alone can justify and grant leave.
He covers the broad outline and principles around what does and does not constitute the abuse of sick leave. What the three types of leave are and at what stage it becomes unauthorised.
The importance of finding a pattern and at what point absenteeism moves to the realm of discipline, no pay and ultimately termination.

Today Andrew sets out the contractual obligations of the parties in terms of the persistent problem of absence and attendance and answers the question of who alone can justify and grant leave.
He covers the broad outline and principles around what does and does not constitute the abuse of sick leave. What the three types of leave are and at what stage it becomes unauthorised.
The importance of finding a pattern and at what point absenteeism moves to the realm of discipline, no pay and ultimately termination. Website

Is the contract of employment a force for good or evil?
The answer is that it can be one or the other and will depend on how it’s drafted. Given that the employment contract is one of the pillars of the employment relationship and is the first thing an employee will reach for when the relationship turns sour, it is sometimes surprising to see how many contracts there are that actually limit the employer and put huge power into the hands of the employee. Had they understood this, would employers be so eager to pay good money for over-contractualised contracts that specify in the minutest detail exactly what employees must do, when the employer does not need the power of contract to enforce the majority of rights it already has?
At the root of the problem is the fact that employment is one of the most dynamic relationships of all, and an employer that can rapidly respond to the ever-changing demands of the market will be the employer with the most successful operation. On the other hand, contracts tend to be static documents - for the simple reason that they try and make the relationship stable and predictable - and don’t cope well with change.
Is there a middle way? Indeed there is and careful drafting can reward you with a contract that has the best of both worlds. Just what this contains and possibly more importantly, exactly what should be left out of an employment contract is the topic of this Podcast and I am confident that my top tips will help you to draft better ones and improve your flexibility. Website

Is the contract of employment a force for good or evil?
The answer is that it can be one or the other and will depend on how it’s drafted. Given that the employment contract is one of the pillars of the employment relationship and is the first thing an employee will reach for when the relationship turns sour, it is sometimes surprising to see how many contracts there are that actually limit the employer and put huge power into the hands of the employee. Had they understood this, would employers be so eager to pay good money for over-contractualised contracts that specify in the minutest detail exactly what employees must do, when the employer does not need the power of contract to enforce the majority of rights it already has?
At the root of the problem is the fact that employment is one of the most dynamic relationships of all, and an employer that can rapidly respond to the ever-changing demands of the market will be the employer with the most successful operation. On the other hand, contracts tend to be static documents - for the simple reason that they try and make the relationship stable and predictable - and don’t cope well with change.
Is there a middle way? Indeed there is and careful drafting can reward you with a contract that has the best of both worlds. Just what this contains and possibly more importantly, exactly what should be left out of an employment contract is the topic of this Podcast and I am confident that my top tips will help you to draft better ones and improve your flexibility.