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QCTO Code of Conduct for Development Quality Partners (DQP) and Assessment Quality Partners (AQP)

The QCTO Code of Conduct for Development Quality Partners (DQP) and Assessment Quality Partners (AQP) We, the undersigned, wish to be appointed by the QCTO as a DQP/AQP. We agree that, if the QCTO delegates such functions to us, we hereby commit ourselves to abide by the QCTO’s Code of Conduct in relation to all our work. The Code of Conduct to which we agree is as follows: i.      promoting the objectives of the NQF; ii.      dealing   fairly,   professionally   and   equitably   with   stakeholders   whilst accelerating the redress of past unfair discrimination; iii.      consulting  with  all  relevant  stakeholders  that  have  an  interest  in  the development and assessment of occupational qualifica[...]

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SkillsJobs Education news update

SkillsJobs.co.za and its network partners does not endorse or recommend any article, product, service or information found within said articles. The views and opinions of the authors who have submitted articles to SkillsJobs.co.za and its network partners belong to them alone and do not necessarily reflect the views of SkillsJobs.co.za and its network partners or its staff. Links to other web sites from SkillsJobs.co.za and its network partners or its website are provided for convenience only. SkillsJobs.co.za and its network partners is not responsible for the content or availability of any external or 3rd party sites and does not warrant or guarantee the products, services, or information found on these sites.

Visit www.skillsjobs.co.za for more detail.

SkillsJobs Education news update

SkillsJobs.co.za and its network partners does not endorse or recommend any article, product, service or information found within said articles. The views and opinions of the authors who have submitted articles to SkillsJobs.co.za and its network partners belong to them alone and do not necessarily reflect the views of SkillsJobs.co.za and its network partners or its staff. Links to other web sites from SkillsJobs.co.za and its network partners or its website are provided for convenience only. SkillsJobs.co.za and its network partners is not responsible for the content or availability of any external or 3rd party sites and does not warrant or guarantee the products, services, or information found on these sites.

Visit www.skillsjobs.co.za for more detail.

SkillsJobs Education news update

SkillsJobs.co.za and its network partners does not endorse or recommend any article, product, service or information found within said articles. The views and opinions of the authors who have submitted articles to SkillsJobs.co.za and its network partners belong to them alone and do not necessarily reflect the views of SkillsJobs.co.za and its network partners or its staff. Links to other web sites from SkillsJobs.co.za and its network partners or its website are provided for convenience only. SkillsJobs.co.za and its network partners is not responsible for the content or availability of any external or 3rd party sites and does not warrant or guarantee the products, services, or information found on these sites.

Visit www.skillsjobs.co.za for more detail.

SETA GRANT REGULATIONS update 25 November 2016

Below is the update from Global Business Solutions provided to us by ASDSA (Association for Skills Development in South Africa)  that can also be downloaded here!

 SETA GRANT REGULATIONS: A FURTHER UPDATE

In July 2016, we provided you with an update on the litigation brought by BUSA to challenge the change in the mandatory grant payment from 50% to only 20% of employer’s 1% skills development levy.

In summary, the actions at the time of writing our previous update was as follows:

  • In a Judgement, which was handed down by the Labour Court in August 2015, The Court declared Regulations 3(11) and 4(4) of the 2012 Grant Regulations to be invalid, and it set them aside. Regulation 4(4) focuses on the percentage of levies paid by an employer during each financial year.
  • The Minister initially took steps to appeal against the Labour Court judgement and order, however the Minister instead re-promulgated Regulations 4(4) of the SETA Grant Regulations in terms of section 36 of the SDA and re-instated the invalid regulation in identical terms.
  • BUSA then launched renewed review proceedings in the Labour Court on 1 July 2016 to review and set aside Regulation 4(4) as well as the Minister’s decision to re-promulgate it.

The Minister was then required to make the record available to BUSA, and from the record it is evident that the Minister adopted the approach that Regulation 4(4) had previously been set aside by the Labour Court only due to a procedural irregularity for the failure to consult. Having since consulted with the National Skills Authority, the Minister was advised to simply re-promulgated Regulation 4(4), on the basis that the defect would have been cured.

This approach is fundamentally wrong as the judgment of the Labour Court is clear, in that Regulation 4(4) was set aside not only due to the procedural irregularity, but also on the basis that it was irrational and unreasonable in substance.

Shortly after BUSA launched the renewed review proceedings in July 2016, the Minister applied for the appeal to be reinstated against the Labour Court Judgement of August 2015. Remember, initially the Minister took steps to appeal against the Judgement but rather re-promulgated Regulations 4(4). It would now seem that given BUSA’s renewed review application the Minister is reconsidering the route of appeal.

BUSA opposed the Minister’s application to reinstate the appeal by delivering a notice of intention to oppose and delivered an answering affidavit. The Minister was not required to deliver any further documents in terms of this process.

There have been no further developments subsequent to BUSA’s opposition to the Minister’s condonation application to re-instate the appeal. The Labour Appeal Court will either set the matter down for hearing (which means that it will have to be argued in court), or issue a ruling to reject the condonation application.

As always, we will be sure to keep you informed but until such time as we have clarity around the matter we would like to encourage employers to complete the attached form setting out details of non-payment of any mandatory grants currently being experienced with SETAs. This form will be passed to BUSA and collated with other employer reports for submission to the Skills Development Branch of the DHET.

Kind Regards

Menet Hamel

Global Business Solutions

25 November 2016