Xtraordinary Women Magazine October 2014 | Page 17

employee will derive financial benefit or the price of the goods, products or services provided by the scheme are fair and reasonable; • The Minister of Labour has now been empowered to regulate a broader range of matters in sectorial determination, as a consequence thereof the Minister may determine minimum rates and increases of employees falling within such determination; • Any person must not require or permit a child to work, if that child is under the age of 15 years old or under the minimum school-leaving age as determined by law; • It is an offence for anyone to require or permit a child to perform any work or provide any services that places the child’s well-being at risk; • An employer must not require or accept any payment by or on behalf of an employee or potential employees in respect of the employment of, or the allocation of work to any employee; • The Act also attempts to provide for an adjustment of remuneration by way of minimum rates or minimum increases and to prohibit and regulate task-based work, piecework, home work, contract work and subcontracting. Conclusion The Amendments appears to be conducive in regulating the employer and employee relationship. It gives effect to and regulates the right to fair labour practices by establishing and enforcing basic conditions of employment and by regulating the variation of basic conditions of employment. At Schoeman Tshaka Attorneys we have an equipped labour law knowledge to ensure that our clients are fully informed about the Amendments as well as any other Amendments to South Africa’s labour laws.   Email:  [email protected]       Website:  www.schoemanlaw.co.za   Facebook:  https://www.facebook.com/pages/Schoeman-­‐Attorneys-­‐Cape-­‐Town/125007317531885         Twitter:  https://www.twitter.com/MeeganHenkeman   ©  Meegan  Henkeman-­‐  Schoeman  Tshaka  Attorneys-­‐  2014