LWO was established in 1990 to provide employers in the broader South African business community with labour law services and other related services in the field of labour law. The employee will however be entitled to claim benefits from the Unemployment Insurance Fund (UIF) after the employer assisted the employee to complete the necessary documentation. Report back on the employees’ suggestions. According to Justice Moore, it no longer matters whether a temporary layoff is allowed for in an employment contract. I scrounged up and managed to pay them for most of the month but told them that I will try to claim the balance from UIF as I have no finance left and the company and me in my personal capacity is heavily in debt and won’t qualify for any more loans etc. It is important to understand that the employee has not been dismissed. If employees cannot attend work because they are infected with CoVID-19, are they entitled to receive pay? On 18 January 2018 the President assented to several amendments to the Unemployment Insurance Act of 2001, including the insertion of the following provision to section 12 of the Act: "(1B) A contributor employed in any sector who loses his or her income due to reduced working time, despite being employed, is entitled to benefits if the contributor’s total income falls below the benefit level that the contributor would have received if he or she had become wholly unemployed, subject to that contributor having enough credits.”. PS. CAPE TOWN – There is a great deal of confusion around the new Covid-19 temporary employee relief scheme (C19 TERS) and who can apply for the benefit. A Covid-19 Temporary Employer/Employee relief scheme has since been introduced to help employers to pay their employees while they are on temporary lay-off. This includes linking or attaching documents that can help ease the person's mind while also informing them of how these events work. There are many forms that this could take including a full temporary layoff (where identified employees don’t work at all for an agreed defined period), a rotational layoff (work only every second week and accept no, or reduced levels, of remuneration in the weeks that they aren’t working), short time (for example requiring employees to only work and be paid a shorter day or perhaps a three/four day work … Read about membership benefits here. This is precisely the type of situation which the Covid-19TERS relief is intended for. They are resorting to emergency measures such as short time & temporary lay-off. For the latest developments see our most recent article. A reduction of remuneration needs to be negotiated and agreed. If no such clause exists in the employment contract, an agreement between the employer and employee must be in place prior to implementing the temporary lay-offs. How can this be achieved? Resulting in our company being put under pressure. I need to submit documents for UIF temp lay off due to COVID 19 for my employees who do I address this to is there an email address for the docs to get sent to I have the UI19 & UI2.7, UI 2.1 & UI 2.8 forms aswell as letter confirming company shutdown due to COVID 19. South Africa Disaster Management Act, 2002. Your information is safe and secure and will not be shared with any third party companies. Thank you for helping me. There is no requirement under South African employment legislation for employees to receive these payments. The employee will however be entitled to claim benefits from the Unemployment Insurance Fund (UIF) after the employer assisted the employee to complete the necessary documentation. Requirements, the employer ’ s control include: a temporary layoff is a trade union involved the... May arise from reliance on information contained in this regard apparent that employee... 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