business studies grade 12 / besigheidstudies graad 12 business...

BUSINESS STUDIES GRADE 12 / BESIGHEIDSTUDIES GRAAD 12

BUSINESS ENVIRONMENTS:LEGISLATION / BESIGHEIDSOMGEWINGS: WETGEWING

SKILLS DEVELOPMENT ACT, 1998 (ACT 97 OF 1998)

WET OP VAARDIGHEIDSONTWIKKELING, 1998 (WET 97 VAN 1998)

PURPOSE/DOEL Encourage employers to use the workplace as an active learning environment.

Ensure quality of education and training in the workplace.

Encourage workers to participate in learnerships and other training programmes

Improves the chances of getting a job for previously disadvantaged people

Moedig werkgewers aan om die werkplek as 'n aktiewe leeromgewing te gebruik.

Verseker die gehalte van onderwys en opleiding in die werkplek.

Moedig werkers aan om aan leerlingskappe en ander opleidingsprogramme deel te neem

Verbeter die kanse om werk te kry vir voorheen benadeelde mense

IMPACT ON BUSINESS /

IMPAK OP BESIGHEDE

EFFECTIVENESS /

EFFEKTIWITEIT

POSITIVES / POSITIEF NEGATIVES / NEGATIEF

Increases the number of skilled employees in areas where these skills are scarce.

Developing skills that are required by employees

Trained employees are more productive

Promoting overall efficiency in the workplace

Vermeerder die aantal geskoolde werknemers in gebiede waar hierdie vaardighede skaars is.

Die ontwikkeling van vaardighede wat deur werknemers vereis word

Opgeleide werknemers is produktiewer

Bevordering van algehele doeltreffendheid in die werkplek

Increases cost as the process requires a large amount of paper work.

Implementation of the SDA can be difficult to monitor and control

Difficult to assess the performance of the various SETA’s

Workers need regular training – it is time consuming

Verhoog koste omdat die proses 'n groot hoeveelheid papierwerk benodig.

Die implementering van die SDA kan moeilik wees om te monitor en te beheer

Moeilik om die prestasie van die verskillende SETA's te beoordeel

Werkers het gereelde opleiding nodig - dit is tydrowend

ACTIONS REGARDED AS

DISCRIMINATORY /

OPTREDE WAT AS

DISKRIMINEREND

BESKOU WORD

No employee may be refused the opportunity to be trained (race, religion, gender)

No employee may be discriminated against and prevent from signing up for a learnership

Providing employment services for gain without being registered as an employer.

Unfair promotion of skills and development/training to certain employees.

Geen werknemer mag die geleentheid geweier word om opgelei te word nie (ras, godsdiens, geslag)

Daar mag teen geen werknemer gediskrimineer word en verhoed word om vir 'n leerlingskap aan te meld nie

Die verskaffing van indiensnemingsdienste vir wins sonder om as werkgewer geregistreer te wees.

Onbillike bevordering van vaardighede en ontwikkeling / opleiding vir sekere werknemers.

PENALTIES/CONSEQUENE

S FOR NON-COMPLIANCE /

STRAFMAATREëLS/GE-

VOLGE VIR NIENAKOMING

Can be fined

Imprisonment

labour court for a ruling

Kan beboet word

Gevangenisstraf

Arbeidshof vir uitspraak

HOW TO COMPLY WITH

THE ACT / HOE OM DIE

WET NA TE KOM

Employers who collect PAYE should register with SETAs.

One per cent of an employer's payroll has to be paid over to the SETA.

Businesses should register with SARS in the area in which their business is classified (in terms of the SETA).

Employers should submit a workplace skills plan and provide evidence that it was implemented.

Werkgewers wat LBS afhaal, moet by SETA's registreer.

Een persent van die werkgewer se salarisstaat moet aan die SETA oorbetaal word.

Besighede moet by die SAID registreer in die omgewing waarin hul onderneming geklassifiseer is (ingevolge die SETA).

Werkgewers moet 'n vaardigheidsplan voorlê en bewys lewer dat dit geïmplementeer is.

FUNCTIONS OF SETA’S /

FUNKSIES VAN SOOO’S:

Promote and establishes learnerships.

Collect levies and pays out grants as required.

Monitor/Evaluate the actual training by service providers.

Draw up skills development plans for their specific economic sectors.

Bevorder en stig leerlingskappe.

Trek heffings in en betaal toelaes soos benodig.

Monitor / evalueer die werklike opleiding deur diensverskaffers.

Stel vaardigheidsontwikkelings-planne op vir hul spesifieke ekonomiese sektore.

HOW SETA’S ARE FUNDED /

HOE SOOO’S BEFONDS

WORD:

Skills Development levies

Donations and grants from the public

Surplus funds from government institutions

Funds received from rendering their services

Heffings vir vaardigheidsontwikkeling

Skenkings en toelaes van die publiek

Oorskotfondse van regeringsinstellings

Fondse ontvang uit die lewering van hul dienste

MEANING OF LEARNERSHIP /

BETEKENIS VAN

LEERLINGSKAPPE:

A structured learning programme completed during work hours for a specific period of time; leads to a qualification registered by the South African Qualifications Authority 'n Gestruktureerde leerprogram wat gedurende 'n spesifieke periode gedurende werksure voltooi is; lei tot 'n kwalifikasie wat deur die Suid-Afrikaanse Kwalifikasie-owerheid geregistreer is


LABOUR RELATIONS ACT 1995 (ACT 66 OF 1995)

WET OP ARBEIDSVERHOUDINGE, 1995 (WET 66 VAN 1995)

PURPOSE/DOEL Make provision for collective bargaining, e.g. during wage disputes.

Make provision for the settling of labour disputes, e.g. unfair dismissals

Regulate the right to strike and the recourse to lock-out in according to the constitution.

Maak voorsiening vir kollektiewe bedinging, bv. tydens loongeskille.

Maak voorsiening vir die beslegting van arbeidsgeskille, bv. onbillike afdankings

Reguleer die reg om te staak en die beroep op uitsluiting volgens die grondwet.


IMPAK OP BESIGHEDE

EFFECTIVENESS /

EFFEKTIWITEIT


Protects the rights of

businesses in labour related

issues

Labour disputes are settled quicker and are less expensive.

Prevents unfair discrimination in the workplace as it promotes equal opportunities for all employees.

Protect employers who embark on lawful lock-outs when negotiations between parties fail.

Beskerm die regte van ondernemings in arbeidsverwante aangeleenthede

Arbeidsgeskille word vinniger besleg en is goedkoper.

Voorkom onbillike diskriminasie in die werkplek, aangesien dit gelyke geleenthede vir alle werknemers bevorder.

Beskerm werkgewers wat wettige uitsluitings onderneem wanneer onderhandelinge tussen partye misluk.

Costs of labour increases because of legal strikes

Productivity may decrease if employees are allowed to participate in the activities of trade unions during work time.

Reduced global competitiveness due to lower productivity

Arbeidskoste styg weens wettige stakings

Produktiwiteit kan afneem as werknemers gedurende werkstyd aan die aktiwiteite van vakbonde mag deelneem.

Verminder globale mededingendheid as gevolg van laer produktiwiteit

ACTIONS REGARDED AS

DISCRIMINATORY /

OPTREDE WAT AS

DISKRIMINEREND BESKOU

WORD

Unfair/Illegal dismissal of employees.

Forcing employees to give up trade union membership.

Preventing employees from joining trade unions.

Not allowing employees to take part in legal strikes

Onbillike / onwettige ontslag van werknemers.

Werknemers te dwing om vakbondlidmaatskap op te gee.

Verhoed dat werknemers by vakbonde aansluit.

Nie toelaat dat werknemers aan wettige stakings deelneem nie

PENALTIES/CONSEQUENES

FOR NON-COMPLIANCE /

STRAFMAATREëLS/GE-


Can be fined

Imprisonment

Pay compensation and damages to the employee

Labour court for a ruling.

Kan beboet word

Gevangenisstraf

Vergoeding en skadevergoeding aan die werknemer betaal

Arbeidshof vir uitspraak.

HOW TO COMPLY WITH

THE ACT / HOE OM DIE WET

NA TE KOM

Businesses must allow employees to form trade unions/participate in union activities/legal strikes.

Allow/Support the establishment of workplace forums.

Employees should not be unfairly/illegally dismissed

Employers should not breach/ignore any collective agreement

Ondernemings moet werknemers toelaat om vakbonde te vorm / deel te neem aan vakbondaktiwiteite / wettige stakings.

Laat die stigting van werkplekforums toe / ondersteun.

Werknemers moet nie onbillik / onwettig ontslaan word nie

Werkgewers mag nie kollektiewe ooreenkoms verbreek of ignoreer nie

RIGHTS OF THE EMPLOYER / REGTE VAN DIE

WERKGEWER

RIGHTS OF THE EMPLOYEES / REGTE VAN

DIE WERKNEMER

Not pay an employee who has taken part in a protected strike for services or work they do not do during the strike.

Embark on a legal lockout where employees are not permitted to enter the workplace until a dispute is resolved.

Betaal nie 'n werknemer wat aan 'n beskermde staking deelgeneem het vir dienste of werk wat hulle nie tydens die staking doen nie.

Begin met 'n wettige uitsluiting waar werknemers nie toegelaat word om die werkplek binne te kom voordat 'n dispuut opgelos is nie.

Request a trade union representative to assist and represent them in a grievance or disciplinary hearing.

Take reasonable time off work, with pay, to do their trade union duties.

Participate in a protected strike

Take part in a picket to support a protected strike or oppose a lockout

Versoek 'n vakbondverteenwoordiger om hulle by te staan en te verteenwoordig tydens 'n grief- of dissiplinêre verhoor.

Neem redelike tyd af met die werk om hul vakbondwerk te verrig.

Neem deel aan 'n beskermde staking

Neem deel aan 'n “picket” om 'n beskermde staking te ondersteun of teen 'n uitsluiting


EMPLOYMENT EQUITY ACT, 1998 (ACT 55 OF 1998)

WET OP GELYKE INDIENSNEMING, 1998 (WET 55 VAN 1998)

PURPOSE/DOEL No person may be discriminated against on the grounds of race, culture, language, gender, marital status, pregnancy, age.

It outlines the concept of affirmative action (Designed to ensure people form designated groups have equal employment opportunities)

This Act states that employees who do the same work (work of equal value) must be paid equally (equal pay).

Promotes equal opportunity and fair treatment in the workplace.

Geen persoon mag gediskrimineer word op grond van ras, kultuur, taal, geslag, huwelikstatus, swangerskap, ouderdom nie.

Dit gee 'n uiteensetting van die konsep van regstellende aksie (is ontwerp om te verseker dat mense uit bepaalde groepe gelyke werksgeleenthede het)

In hierdie wet word bepaal dat werknemers wat dieselfde werk verrig (werk van gelyke waarde) gelyk moet betaal (gelyke betaling).

Bevorder gelyke geleenthede en billike behandeling in die werkplek.


IMPAK OP BESIGHEDE

EFFECTIVENESS /

EFFEKTIWITEIT


Eliminating unfair discrimination

Prevents unfair discrimination against employees.

Promotes equal opportunity and fair treatment in the workplace

Encourages diversity in business by employing people from various racial backgrounds.

Die uitskakeling van onbillike diskriminasie

Voorkom onbillike diskriminasie teen werknemers.

Bevorder gelyke geleenthede en billike behandeling in die werkplek

Moedig diversiteit in besigheid aan deur mense van verskillende rasse-agtergrond in diens te neem.

Increased administration burden, as businesses must compile/submit employment equity reports every two years.

Fines/Penalties for non-compliant businesses may be expensive for the business.

Often promotions go unfilled because there are no suitable EE candidates

Other groups may see this as reverse discrimination.

Verhoogde administratiewe las, aangesien ondernemings elke twee jaar verslae oor billike indiensneming moet opstel / indien.

Boetes / boetes vir nie-nakomende besighede kan duur wees vir die onderneming.

Promosies word dikwels nie voltooi nie omdat daar nie geskikte EE-kandidate is nie

Ander groepe kan dit as omgekeerde diskriminasie beskou.

ACTIONS REGARDED AS

DISCRIMINATORY /

OPTREDE WAT AS


WORD

Employers will not want to employ a woman because she will want to have children

Refuses to employ a person because they have strong religious beliefs

Does HIV testing unless justified by the Labour Court

Denying people access to the workforce based on gender/race/culture/etc. and treating them unfairly.

Werkgewers wil nie 'n vrou in diens neem nie omdat sy kinders wil hê

Weier om iemand in diens te neem omdat hulle sterk godsdienstige oortuigings het

Doen MIV-toetsing, tensy dit deur die Arbeidshof geregverdig is

Weiering van mense om toegang tot die arbeidsmag op grond van geslag / ras / kultuur / ens. en onregverdig te behandel.



STRAFMAATREëLS/GE-


Can be fined

Imprisonment

pay compensation and damages to the employee

Labour court for a ruling

Kan beboet word

Gevangenisstraf



HOW TO COMPLY WITH


NA TE KOM

Promote equal opportunities and fair treatment

Submit the employment equity plan to the Department of Labour

Ensure that there is equal representation of all racial groups in every level of employment.

Businesses must guard against discriminatory appointments.

Bevorder gelyke geleenthede en billike behandeling

Dien die diensbillikheidsplan by die Departement van Arbeid in

Sorg dat alle rassegroepe op elke vlak van diens gelyk is.

Ondernemings moet waak teen diskriminerende aanstellings.


BASIC CONDITIONS OF EMPLOYMENT ACT, 1997 (ACT 75 OF 1997)

WET OP BASIESE DIENSVOORWAARDES, 1997 (WET 75 VAN 1997)

PURPOSE/DOEL Ensure that working conditions of unorganised and vulnerable workers meet minimum standards

Regulate the right to fair labour practices

Set minimum requirements/standards for the employment contract.

Verseker dat werkomstandighede van ongeorganiseerde en kwesbare werkers aan minimum standaarde voldoen

Reguleer die reg op billike arbeidspraktyke

Stel minimum vereistes / standaarde vir die dienskontrak op.


IMPAK OP BESIGHEDE

EFFECTIVENESS /

EFFEKTIWITEIT


It is a clear guide to employers on how to deal with labour issues

The rules and regulations are clearly set out and specific.

Creates a framework of acceptable employment practices e.g., work hours, leave, etc.

Promotes fair treatment of employees in business.

Dit is 'n duidelike gids vir werkgewers oor die hantering van arbeidskwessies

Die reëls en regulasies is duidelik uiteengesit en spesifiek.

Skep 'n raamwerk van aanvaarbare indiensnemingspraktyke, byvoorbeeld werksure, verlof, ens.

Bevorder billike behandeling van werknemers in die besigheid.

Abiding by the BCEA could be expensive for the business

Absenteeism could impact negatively on the profits of a business

Developing/Drafting a formal/legal employment contract may be time-consuming/costly.

Businesses may regard employment contracts negative and may not implement it, which result in non-compliance/penalties.

Om deur die BCEA te bly, kan duur wees vir die onderneming

Afwesigheid kan die winste van 'n onderneming negatief beïnvloed

Die ontwikkeling / opstel van 'n formele / wettige dienskontrak kan tydrowend / duur wees.

Ondernemings mag dienskontrakte negatief beskou en mag dit nie implementeer nie, wat lei tot nie-nakoming / boetes.

ACTIONS REGARDED AS

DISCRIMINATORY /

OPTREDE WAT AS


WORD

Forbidding workers to discuss wages/salaries with co-workers.

Preventing workers from having access to employment contracts.

Refusing to accept a valid medical certificate of a sick worker.

Refusing to grant a worker family responsibility leave to support a sick family member.

Werkers te verplig om lone / salarisse met medewerkers te bespreek.

Verhoed dat werkers toegang tot dienskontrakte kry.

Weier om 'n geldige mediese sertifikaat van 'n siek werker te aanvaar.

Weiering om werknemer gesinsverantwoordelikheidsverlof te verleen om 'n siek familielid te onderhou.



STRAFMAATREëLS/GE-


Can be fined

Imprisonment



Kan beboet word

Gevangenisstraf



HOW TO COMPLY WITH


NA TE KOM

Workers can take up to six weeks paid sick leave during a 36-month cycle

They must have a break of 60 minutes after five hours of work

Businesses should not employ children under the age of 16.

Workers should only work 9 hours per day in a 5 day work week./8 hours per day in a 6 day work week./Overtime should not exceed 10 hours per week.

Werkers kan tot ses weke betaalde siekteverlof gedurende 'n 36-maande-siklus neem

Hulle moet na vyf uur se werk 60 minute onderbreek

Ondernemings mag nie kinders onder die ouderdom van 16 aanstel nie.

Werkers moet slegs 9 uur per dag werk in 'n 5 dae werksweek. 8 uur per dag in 'n 6 dae werksweek. Oortyd moet nie langer as 10 uur per week wees nie.

PROVISIONS OF THE BCEA

/ BEPALINGS VAN DIE

WBDV

WORKING HOURS / WERKSURE

5 days or less – 9 hours per week More than 5 days per week – 8 hours 45 Hours Meal break 60min after 5 hours of work 5 dae of minder - 9 uur per week Meer as 5 dae per week - 8 uur 45 uur Maaltydonderbreking 60min na 5 uur werk

WORKING ON SUNDAYS / WERK

OP SONDAE

Double pay (do not usually work on Sundays 1,5 times normal pay (usually work on a Sunday) Dubbelbetaling (werk gewoonlik nie op Sondae nie 1,5 keer normale betaling (werk gewoonlik op 'n Sondag)

LEAVE / VERLOF :

Maternity leave –Pregnant employees are entitled for at least 4 consecutive months.

Annual leave – 21 consecutive days / 1 day for every 17 days / 1 hour for every 17 hours

Sick leave – 6 week in a 3 year period, medical certificate

Family responsibility – 3 days during one year

Kraamverlof - Swanger werknemers is geregtig op minstens vier opeenvolgende maande.

Jaarlikse verlof - 21 opeenvolgende dae / 1 dag vir elke 17 dae / 1 uur vir elke 17 uur

Siekteverlof - 6 weke in 'n periode van 3 jaar, mediese sertifikaat

Gesinsverantwoordelikheid - 3 dae gedurende een jaar

WORKING ON PUBLIC HOLIDAYS /

WERK OP OPENBARE

VAKANSIEDAE

Workers must get paid time off for any public holidays that falls on a working day.

Working on a public holiday is by agreement only and workers must be paid extra.

Werkers moet afbetaalde tyd kry vir enige openbare vakansiedae wat op 'n werksdag val.

Om op 'n openbare vakansiedag te werk, is slegs volgens ooreenkoms en werkers moet ekstra betaal word.

Child labour / Kinderarbeid – Children under the age of sixteen years may not be employed. Kinders onder die ouderdom van sestien jaar mag nie in diens geneem word nie.


COMPENSATION FOR OCCUPATIONAL INJURIES AND DISEASES ACT, 1997 (ACT 61 OF 1997)

WET OP VERGOEDING VIR BEROEPSBESERINGS EN SIEKTES, 1997 (WET 61 VAN 1997)

PURPOSE/DOEL To protect the health and safety of employees in the workplace.

To protect the health and safety of visitors to the workplace.

To compensate employees injured as a result of their work.

Om die gesondheid en veiligheid van werknemers in die werkplek te beskerm.

Om die gesondheid en veiligheid van besoekers aan die werkplek te beskerm.

Om werknemers wat beseer is as gevolg van hul werk te vergoed.


IMPAK OP BESIGHEDE

EFFECTIVENESS /

EFFEKTIWITEIT


Promotes safety in the workplace.

Creates a framework for acceptable employment practices and safety regulations.

Supply administrative guidelines/mechanisms for dealing with/processing claims.

Bevorder veiligheid in die werkplek.

Skep 'n raamwerk vir aanvaarbare indiensnemingspraktyke en veiligheidsregulasies.

Voorsien administratiewe riglyne / meganismes vir die hantering / verwerking van eise.

Claiming processes can be time consuming.

Procedures required by this Act may be costly as paperwork places an extra administrative burden on businesses.

Implementation processes/procedures required by the Act may be expensive.

Eisprosesse kan tydrowend wees.

Prosedures wat deur hierdie wet vereis word, kan duur wees, aangesien papierwerk 'n ekstra administratiewe las op ondernemings plaas.

Implementeringsprosesse / prosedures wat deur die Wet vereis word, kan duur wees.

ACTIONS REGARDED AS

DISCRIMINATORY /

OPTREDE WAT AS


WORD

No person may threaten an employee or influence them to do anything that will result in them being deprived of their rights provided in this act.

The employer may not request the employee not to report the accident or injury.

Providing false information about previous, serious accidents/occupational diseases.

Employers who do not contribute to the Compensation fund.

Niemand mag 'n werknemer dreig of hulle beïnvloed om iets te doen wat daartoe kan lei dat hy hul regte wat in hierdie wet bepaal word, ontneem word nie.

Die werkgewer mag nie die werknemer versoek om nie die ongeluk of besering aan te meld nie.

Verskaf vals inligting oor vorige, ernstige ongelukke / beroepsiektes.

Werkgewers wat nie bydra tot die Vergoedingsfonds nie.



STRAFMAATREëLS/GE-


Can be fined

Imprisonment



Kan beboet word

Gevangenisstraf



COMPLIANCES / HOE OM

DIE WET NA TE KOM

The employee must notify the employer after the accident who, in turn, must notify the Commissioner.

The employer must send the claim, medical report and any relevant documentation or information to the Commissioner within seven days of receiving it.

The right to benefits will lapse if the claim is not reported within 12 months of the date of the incident.

Die werknemer moet die werkgewer na die ongeluk in kennis stel, wat op sy beurt die Kommissaris moet in kennis stel.

Die werkgewer moet die eis, mediese verslag en alle relevante dokumente of inligting binne sewe dae na ontvangs daarvan aan die Kommissaris stuur.

Die reg op voordele verval as die eis nie binne 12 maande na die datum van die voorval aangemeld word nie.


BROAD-BASED BLACK ECONOMIC EMPOWERMENT ACT, 2003 (ACT 53 OF 2003)

WET OP BREËBASIS- SWART EKONOMIESE BEMAGTIGING, 2003 (WET 53 VAN 2003)

PURPOSE/DOEL Enable wealth to be spread more broadly across all population groups.

Outline areas that would give the government a platform for bringing equitable spread of wealth.

Allows for the development of Codes of Good Practice.

It aims at targeting inequality in the South African economy.

Stel rykdom in staat om breër versprei te word oor alle bevolkingsgroepe.

Omskryf gebiede wat die regering 'n platform sal gee om 'n billike verspreiding van rykdom te bewerkstellig.

Laat die ontwikkeling van kodes vir goeie praktyk toe.

Dit is daarop gemik om ongelykheid in die Suid-Afrikaanse ekonomie te teiken.


IMPAK OP BESIGHEDE

EFFECTIVENESS /

EFFEKTIWITEIT


Encourages businesses to address the demands for redress/equity directly.

Provides a variety of business codes to improve employment equity.

A good BEE rating improves the image of the business.

Promotes enterprise development, by developing entrepreneurial skills of PDI’s.

Moedig ondernemings aan om direk aan die eise vir regstelling / ekwiteit te voldoen.

Voorsien 'n verskeidenheid besigheidskodes om die billike indiensneming te verbeter.

'n Goeie BEE-gradering verbeter die beeld van die onderneming.

Bevorder ondernemingsontwikkeling deur die ontwikkeling van entrepreneursvaardighede van PDI's.

Businesses that want to do business with the government must have their BEE status assessed annually.

Processes may lead to corruption/nepotism if not monitored properly.

Investment/Ownership issues can cause unhappiness amongst existing share-holders/owners.

Ondernemings wat met die regering wil sake doen, moet hul SEB-status jaarliks beoordeel.

Prosesse kan lei tot korrupsie / nepotisme as dit nie behoorlik gemonitor word nie.

Beleggings- / eienaarskapskwessies kan ongelukkigheid by bestaande aandeelhouers / eienaars veroorsaak.

ACTIONS REGARDED AS

DISCRIMINATORY /

OPTREDE WAT AS


WORD

Post given to non-qualifying candidates.

Failing to implement affirmative action to meet BBBEE responsibilities.

Promoting unsuitable people into a management positions at the expense of qualified PDP’s.

Refusing to award tenders to black suppliers who are BEE compliant.

Pos aan kandidate wat nie kwalifiseer nie.

Versuim om regstellende aksie uit te voer om die BBSEB-verantwoordelikhede na te kom.

Onbevoegde mense in bestuursposte te bevorder ten koste van gekwalifiseerde PDP's.

Weier om tenders toe te ken aan swart verskaffers wat aan SEB voldoen.



STRAFMAATREëLS/GE-


Can be fined

Imprisonment



Kan beboet word

Gevangenisstraf



COMPLIANCES /

NAKOMING

Businesses must appoint black people in managerial positions

Businesses must sell shares to black employees/people.

Outsource their services to BEE compliant suppliers.

Implement affirmative action when making appointment.

Ondernemings moet swart mense in bestuursposte aanstel

Ondernemings moet aandele aan swart werknemers / mense verkoop.

Uitkontrakteer hul dienste aan verskaffers wat voldoen aan SEB.

Stel regstellende aksie toe tydens die afspraak.

DISTINGUISH BETWEEN BEE AND BBBEE / ONDERSKEI TUSSEN SEB EN BBSEB

BEE / SEB

It is a government policy which may not be enforced.

Benefits only a few previously disadvantaged people in the economy.

Few previously disadvantaged individuals share in the wealth of the economy.

Dit is 'n regeringsbeleid wat moontlik nie afgedwing word nie.

Baat slegs enkele voorheen benadeelde mense in die ekonomie.

Min voorheen benadeelde individue deel in die welvaart van die ekonomie.

BBBEE / BBSEB

It is an Act that is enforced/must be complied with by businesses.

Encourages a wider group of previously disadvantaged people/black women/people who are physically challenged/youth/people in rural areas to participate in the economy.

Aims at distributing the country's wealth across a broader spectrum of society.

Dit is 'n wet wat deur ondernemings afgedwing / nagekom moet word.

Moedig 'n groter groep voorheen benadeelde persone / swart vroue / mense aan wat fisiek uitgedaag word / jeugdiges / mense in landelike gebiede om deel te neem aan die ekonomie.

Gerig op die verspreiding van die land se rykdom oor 'n breër spektrum van die samelewing.

PILLARS OF BBBEE

(IMPACT & APPLICATION) /

PILARE VAN BBSEB (IMPAK

& TOEPASSING)

Management control

Skills development

Ownership

Enterprise and supplier development (ESD)

Socio-economic development/social responsibility

Bestuurskontrole

Vaardigheidsontwikkeling

Eienaarskap

Ontwikkeling van ondernemings en verskaffers (ESD)

Sosio-ekonomiese ontwikkeling / sosiale verantwoordelikheid


NATIONAL CREDIT ACT, 2005 (ACT 34 OF 2005)

NASIONALE KREDIETWET, 2005 (WET 34 VAN 2005)

PURPOSE/DOEL Promote a fair but competitive credit market.

Ensure that consumers know what is included in their credit contracts.

Prevent discrimination and ensure credit is available to all consumers.

Bevorder 'n billike, maar mededingende kredietmark.

Sorg dat verbruikers weet wat in hul kredietkontrakte ingesluit is.

Voorkom diskriminasie en verseker dat krediet aan alle verbruikers beskikbaar is.


IMPAK OP BESIGHEDE

EFFECTIVENESS /

EFFEKTIWITEIT


The whole credit process is transparent e.g. both businesses and customers know their responsibilities.

Lower bad debts resulting in better cash flow.

Increases cash sales as credit can only be granted to qualifying customers

Die hele kredietproses is deursigtig, bv. beide ondernemings en kliënte weet wat hul verantwoordelikhede is.

Laer slegte skuld het gelei tot beter kontantvloei.

Verhoog kontantverkope omdat krediet slegs aan kwalifiserende klante toegestaan kan word

Businesses can no longer carry out credit marketing.

Leads to loss of sales as many consumers may no longer qualify to buy on credit.

The paperwork and administrative processes required by the Act are costly.

Besighede kan nie meer kredietbemarking doen nie.

Lei tot verlies aan verkope omdat baie verbruikers moontlik nie meer kwalifiseer om op krediet te koop nie.

Die papierwerk en administratiewe prosesse wat deur die Wet vereis word, is duur.

ACTIONS REGARDED AS

DISCRIMINATORY /

OPTREDE WAT AS


WORD

Refusing credit to customers based on gender/race.

Charging different interest rates to customers based on gender/race

Blacklisting customers without making efforts to recover the debt.

Weiering van krediet aan kliënte op grond van geslag / ras.

Die heffing van verskillende rentekoerse op grond van geslag / ras

Kliënte op die swartlys sonder om die skuld te verhaal.



STRAFMAATREëLS/GE-


Businesses may be taken to the labour court for a ruling.

Businesses that are found guilty of non-compliance may face heavy fines/ penalties.

Imprisonment

Besighede kan na die arbeidshof geneem word vir 'n beslissing.

Besighede wat skuldig bevind word aan nie-nakoming, kan swaar boetes / boetes ondervind.

Gevangenisstraf

COMPLIANCES /

NAKOMING

Businesses should register with the National Credit Regulator.

Submit an annual compliance report to the National Credit Regulator.

Obtain credit records/checks of clients before granting loans.

Disclose all costs of a loan/No hidden costs should be charged/added.

Besighede moet by die Nasionale Kredietreguleerder registreer.

Dien 'n jaarlikse voldoeningsverslag by die Nasionale Kredietreguleerder in.

Verkry kredietrekords / tjeks van kliënte voordat lenings toegestaan word.

Openbaar alle koste van 'n lening / Geen verborge koste moet gehef / bygevoeg word nie.

RIGHTS OF CONSUMERS /

REGTE VAN VERBRUIKERS

Apply for credit without unfair discrimination.

Have all the costs and risks explained to them.

Receive a written quotation valid for 5 days.

Challenge all information at the credit bureau.

Receive information in plain and understandable language.

Given reasons why credit has been refused.

Doen aansoek om krediet sonder onbillike diskriminasie.

Laat al die koste en risiko's daaraan verduidelik.

Ontvang 'n geskrewe kwotasie wat vir vyf dae geldig is.

Daag alle inligting in die kredietburo uit.

Ontvang inligting in 'n duidelike en verstaanbare taal.

Gee redes waarom krediet geweier is.


CONSUMER PROTECTION ACT, 2008 (ACT 68 OF 2008)

WET OP VERBRUIKERSBESKERMING, 2008 (WET 68 VAN 2008)

PURPOSE/DOEL Promote and protect the economic interests of consumers by providing access to information.

Provides consumer education on social and economic effects of consumer choice.

Establishes national standards to protect consumers.

Bevorder en beskerm die ekonomiese belange van verbruikers deur toegang tot inligting te bied.

Voorsien verbruikersopvoeding oor sosiale en ekonomiese gevolge van verbruikerskeuse.

Stel nasionale standaarde in om verbruikers te beskerm.


IMPAK OP BESIGHEDE

EFFECTIVENESS /

EFFEKTIWITEIT


Businesses may build a good image if they ensure that they do not violate consumer rights.

May gain consumer loyalty, if they comply with CPA.

Businesses may be safeguarded from dishonest competitors.

Prevents larger businesses from undermining smaller ones.

Ondernemings kan 'n goeie beeld skep as hulle sorg dat hulle nie die regte van die verbruiker skend nie.

Mag verbruikerslojaliteit verkry as hulle aan die CPA voldoen.

Besighede kan beskerm word teen oneerlike mededingers.

Verhoed dat groter ondernemings kleiner ondernemings ondermyn.

Businesses have to replace/repair faulty items/refund money if the fault occurs within six months after purchase.

They have to disclose more information about their products and processes/services.

Confidential business information may become available to competitors.

Ondernemings moet foutiewe items vervang / herstel / geld terugbetaal as die fout binne ses maande na aankoop plaasvind.

Hulle moet meer inligting oor hul produkte en prosesse / dienste bekend maak.

Vertroulike sake-inligting kan beskikbaar word vir mededingers.

ACTIONS REGARDED AS

DISCRIMINATORY /

OPTREDE WAT AS


WORD

Charging unfair prices for the same goods and services.

Treating customers differently based on gender/age/race

Denying customers proper information about the product/services.

Varying the quality of goods when selling in different areas.

Die heffing van onbillike pryse vir dieselfde goedere en dienste.

Klante verskillend te behandel op grond van geslag / ouderdom / ras

Weiering van die regte inligting oor die produk / dienste.

Die kwaliteit van die goedere wissel in verskillende gebiede.



STRAFMAATREëLS/GE-


Businesses may be taken to the labour court for a ruling.

Businesses that are found guilty of non-compliance may face heavy fines/ penalties.

Imprisonment

Besighede kan na die arbeidshof geneem word vir 'n beslissing.

Besighede wat skuldig bevind word aan nie-nakoming, kan swaar boetes / boetes ondervind.

Gevangenisstraf

COMPLIANCES /

NAKOMING

Disclose prices of all products on sale.

Ensure that goods/services offered are standardised/of the same quality.

Comply with the requirements regarding promotional competitions.

All agreements must provide for a five-day cooling off period.

Openbaar pryse van alle produkte wat te koop is.

Sorg dat goedere / dienste wat aangebied word, gestandaardiseer / van dieselfde gehalte is.

Voldoen aan die vereistes rakende promosie-kompetisies.

Alle ooreenkomste moet voorsiening maak vir 'n afkoelperiode van vyf dae.

RIGHTS OF CONSUMERS /

REGTE VAN VERBRUIKERS

Right to equality in the consumer market.

Right to privacy and confidentiality.

Right to choose suppliers and goods.

Right to fair and responsible marketing and promotion.

Right to fair and honest dealing.

Right to fair, just and reasonable terms and conditions.

Die reg op gelykheid in die verbruikersmark.

Reg op privaatheid en vertroulikheid.

Die reg om verskaffers en goedere te kies.

Die reg op billike en verantwoordelike bemarking en promosie.

Die reg op billike en eerlike omgang.

Die reg op billike, billike en billike voorwaardes.

business studies grade 12 / besigheidstudies graad 12 business...

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