JUST AS NO TWO PEOPLE ARE ALIKE - NO TWO BUSINESSES ARE ALIKE 

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That is why we at MBN Attorneys, treat every business as a unique entity.

 

For this reason, our first task when engaging with a new client, is to perform a thorough needs analysis to understand what the client’s requirements are and what it expects out of the relationship with us. 

 

This analysis is carried out in two stages.  Firstly, we interview the client’s senior management, to ascertain the client’s high-level requirements.  Secondly, we perform a thorough audit of the client’s Industrial Relations Environment. This includes a comprehensive examination of all relevant documents, and interviews with all staff members employed in the Industrial Relations area.  Amongst other things, this analysis enables us to ascertain to what extent the client is compliant with legislation.

 

Some of our client’s choose to use our services to build up their Industrial Relations Environment to be as independent as possible.  Others prefer us to handle most of their HR requirements on an outsource basis.  Either way, we strive constantly to provide our client’s with expertise and service of the highest order.

  

OUR SERVICES

 

At the outset, we perform a comprehensive audit of your Industrial Relations Environment.  This includes a thorough examination of all relevant documents, and interviews with all staff members employed in the IR area.

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Following the audit, we will present you with a report containing our assessment of your Industrial Relations Environment, and to what extent it complies with relevant legislation. We will make recommendations regarding what interventions are required to ensure compliance with legislation, and to ensure the effectiveness of your Industrial Relations personal.

Our audit and recommendations will relate to all or some of the following:

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• The Disciplinary (misconduct) process.

• The Incompetence (poor performance) process.

• The Incapacity (disability) process.

• The Retrenchment processes.

• The Employee Grievance process.

• Preparation for appearance at the CCMA.

• Representation at the CCMA and Bargaining Counsels (where the law allows legal representation).

• Representation at the Labour Court and High Court.

• Implementation of all required policies, for example, smoking and sexual harassment policies.

• Trade Union negotiations.

• Conflict resolution within the workplace.

• Recruitment and selection of staff.

• Compliance with the Labour Relations Act 66 of 1995, and the Basic Conditions of Employment Act 75 of 1997.

• Drafting and Implementation of Employment Equity Plans in order to ensure compliance with the Employment Equity Act 55 of 1988.

• Compliance with the Occupational Health and Safety Act 85 of 1993.

• Skills Development - we will advise, guide and assist you with your skills development planning and reporting in terms of the Skills Development Act 97 of 1998.

• Compliance with the Broad-Based Black Economic Empowerment Act 46 of 2013– we will guide and assist you to ensure that you secure the best possible BEE rating.

 

 

FEES

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There is no charge for the initial audit.

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Depending on our findings in the audit, we will provide an itemised quote for the recommended interventions.

 

Our ongoing services are provided either by way of a monthly retainer, or fee per service provided.

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The amount of the retainer will depend upon:

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• The needs of the client.

• The number of employees.

• The industry/sector that the client operates in.