Labour forum august 2017

LABOUR FORUM ISSUE 3 August 2017 www.ncslabour.co.zw

@nsclabour on Facebook and Twitter

07 law 10PROFILE 05

POLICY

feature

8 THINGS ULTRA PRODUCTIVE PEOPLE DO

Aug 2017. LABOUR FORUM. Page 2

EDITORIAL ISSUE 3: August 2017 CONTENTS Editorial ....................... Page 2

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A note from Gladys

hat you are reading now is the culmination of our hard work and dedication to serving you.

News ............................ Page 4 Trending Issue ............ Page 5

This month’s instalment of the Labour Forum has been designed to be a handy reference to increase your productivity .Our feature article is loaded with 8 simple life hacks that could help you to get more things done within the tight squeeze of only 24 hours.

Labour Law ............... Page 7 Policy ............................ Page 8 Events ....................... Page 9

Labour Forum is NCS’s first electronic newsletter. The goal of our newsletter is to provide our established and prospective clients with news and info about human resources programs and events.

The newsletter is a free service emailed on a monthly basis with special editions throughout the year.

Furthermore, we have engaged Wiriranai Mateveke, another expert and Arbitrator on labour issues to share his knowledge with you. Catch his article on page 5.

FAQ’s .......................... Page 11 The Pulse .................. Page 12

Please continue to give us your feedback.

Pleasant reading!

PUBLISHERS NCS LABOUR & TRAINING CONSULTANTS +263 71 261 7383 / +263 712 717 708 Unit 8 Aida Court, Windsor Park, Famona, Bulawayo. @ncslabour (Facebook, Twitter, Wordpress)

Thank you so much Gladys, you are so kind.

- Jill Burgess, Healing With Horses.

Gladys Mpemba.

Editor With thanks for your assistance and best wishes, - Michael Bullivant, Principal, Zimbabwe Music Academy

Thank you for your professional conduct. We will always come to you for labour matters. C Gomba,

Editor Gladys Mpemba Non-Executive Directors Shepherd Mpemba Chido Mpemba Contributors Peter Ngorima Wiriranai Mateveke Administrator Lucia Murumbi Design & Layout Tam’sanqa Mhepoh (+1-402-304-6540 / +263-71-292-3105) mhepoh@gmail.com Images and Illustrations Tamsanqa Mhepoh

ON THE COVER: DREAM ACHIEVERS CLUB FOUNDED BY GLADYS

I appreciate your help. You are a star- Lyn Collet.

GET YOURSELF AHEAD

WITH NCS LABOUR RELATIONS PUBLICATIONS

Disciplinary Procedures & DIY – Guiding Court Contracts of employment.

Cases.

(Standard Proce- (Drafting of dures Applicable contract documents and job to All Codes) descriptions) $30.00. $30.00.

ONUS – He who Labour Act alleges must (Chapter 28:01). prove.

Updated to incorporate all (A guide to proving 26 serious amendments as offences) at 2nd March $30.00.

2007. $25.00.

Interested? Contact Gladys or Lucia on 0712 617 383 or 0712 717 708 e- mail: ncslabour@gmail.com

Retrenchment Procedures Handbook.

(A practical guide) $45.00.

NCS Labour Relations Consultants Unit 8 Aida Court, Windsor Park, 16th Ave, Famona, P.O. Box 215, BULAWAYO.

Page 3. LABOUR FORUM. Aug 2017

ABOUT NCS

Background NCS Labour and Training Consultants is a leading consultancy in Zimbabwe providing advice and training in Labour Relations. We form partnerships with clients and assist in diagnosis of labour problems. We have the expertise to help clients get to understand labour issues.

Gladys Mpemba (Principal Consultant)

We have developed a Unique Service Practice over the years through - Availability - Professionalism -Location -Reliance - Accuracy - Ability

Our Services Policy Training

drafting

Arbitration

18 Years in Operation

260

Labour cases, Consultation meetings, Trainings & Disciplinary hearings per year

10

The number of provinces where our clients are based in Zimbabwe

Aug 2017. LABOUR FORUM. Page 4

NEWS Government to amend Labour Act

T

In Picture: Public Service, Labour and Social Welfare minister Prisca Mupfumira

HE government is amending the Labour Act to address concerns raised by both workers and employees following the 2015 changes to the law, Public Service, Labour and Social Welfare minister Prisca Mupfumira said on the 27th of July 2017.

Mupfumira told journalists on the side lines of a four-day Institute of People Management of Zimbabwe (IPMZ) convention and exhibition in Victoria Falls that the draft Labour Bill was now with the Attorney-General and would be tabled before Parliament soon for consideration.

“The draft Bill is now ready at the Attorney-General’s Office and will be submitted soon,” she said.

“All the consultations have been done, which include the three social parties that is government, labour and business parties, so we are ready to go and present.” Newsday.

Public Service, Labour and Social Welfare minister Prisca Mupfumira pictured Source: Newsday

DISCLAIMER Labour Forum is not meant to be an exhaustive legal reference or a substitute of the statutes .It is among others, an explanatory guide to those parts of labour relations and human resources that directly affect the employment relationship.

The information, opinions and views set out in this publication are those of the author(s) and do not necessarily reflect the official opinion of NCS, executive members nor any of their partners.Neither NCS Labour Consultants nor any person acting on their behalf may be held responsible for the use which may be made of the information contained therein. Rights to the photographs and articles remain with the photographers and with the authors respectively. Contact NCS Labour for reproduction. While all care has been taken during editing, errors and omissions may slip through and we sincerely apologise for these

MEET OUR TEAM

Shepherd and Chido Mpemba (Non Executive Directors)

Gladys Mpemba (Principal Consultant)

Lucia Murumbi (Administrator)

Godfrey Makasva (Office Assistant)

Page 5. LABOUR FORUM. Aug 2017

T R E N DING IS SU E A CLOSER LOOK AT THE LABOUR NATIONAL EMPLOYMENT CODE OF CONDUCT ( SI 15 of 2006)

By Wiriranai Mateveke

S

ection 101 of the Act provides for employment codes of conduct. A Works Council is empowered by the enabling Act to apply for the registration of its workplace Code of Conduct which Code will bind either party that constitutes a Works Council.

The Act further states that, following the submission of an application of this nature, the Registrar shall register the Code concerned upon satisfying self that, among other conditions; S 101 (3) An Employment Code shall provide for: (a) The disciplinary rules to be observed in the undertaking, industry or workplace concerned, including the precise definition of those acts or omissions that constitute misconduct. (b) The procedures to be followed in case of any breach of the Employment Code; (c) The penalties of any breach of employment code which may include oral or written warnings, fines, reductions in pay for a specified period, suspension with or without pay on or reduced pay, demotion and dismissal from employment.

Statutory Instrument No. 15 of 2006, which is also known as the Labour National Employment Code of Conduct or Model Code interchangeably, is normally regarded as a guide or model code as already highlighted. Once the instrument is regarded as a model code, one expects to find all the minimum requirements necessary in the formulation of the same as per

“... to advance social justice and democracy in the workplace by giving effect to the fundamental rights of employees....�

Labour Act guidelines.

Sadly, the so called model code failed to address the critical and sensitive issues as provided by Section 101 (3) ( c ) of the Labour Act

which seeks to spell out the corresponding penalties to be imposed following the commission of an offence. The way the instrument was designed leaves employees at the mercy of their employers as every offence can attract a dismissal.

Employers often use the omnibus clause, S 4(a) of the Code to effect dismissals as they may easily justify reason for their actions, owing to lack of clarity of the specific offence committed.

It is desirable that the National Code of Conduct lists the offences on one hand and again on the other, list corresponding penalties to be imposed in case of breach. In the absence of such arrangement, the so called model Code of Conduct becomes inconsistent with the parent legislation from which it was born.

In a normal set up both the employee and employer party should be clear on what penalty is likely to be imposed following an offence.

Having a situation where only one party (employer) has overall control on the destiny of a disciplinary process may be construed as a departure from the purpose for which the Act was established; to among other purposes, advance social justice and democracy in the workplace by giving effect to the fundamental rights of employees.

On this note, I suggest that the powers that be revisit the Labour National Employment Code of Conduct and redesign it in a manner that conforms to the requirements of Section 101 of the Act

Wiriranai Mateveke AKA Willard Moyo is an Industrial Relations Practitioner based in Bulawayo. His Labour Law experience dates back to 2010 when he was employed by Ministry of Public Service, Labour & Social Welfare in the Department of Labour initially as a Labour Officer, rose through the ranks to Senior Labour Officer and eventually Principal Labour Officer, a post he held at the point of resigning from the Public Service into the private sector. Mateveke initially served as a Conciliator/ Mediator using his wealth of knowledge from his Psychology profession until he went on to be appointed an Arbitrator. He served the government of Zimbabwe diligently in various capacities for 23 years. He is currently employed as a Designated Agent with National Employment Council for the Commercial Sectors of Zimbabwe.

Email: willardmateveke@gmail.com

Aug 2017. LABOUR FORUM. Page 6

FEATURE 8 THINGS ULTRA PRODUCTIVE PEOPLE DO EVERY DAY

by Travis Bradberry Co-author of Emotional Inteligence 2.0

W

hen it comes to productivity, we all face the same challenge – there are only 24 hours in a day. Yet some people seem to have twice the time; they have an uncanny ability to get things done. Even when juggling multiple projects, they reach their goals without fail.

We all want to get more out of life. Accomplish this by finding ways to do more with the precious time you have been given. Here are eight productivity hacks that are so easy to implement, you can begin using them today.

1.

They fight the tyranny of the urgent.

The tyranny of the urgent is when little things that have to be done right now get in the way of what really matters. This creates a problem as urgent actions often have little impact.

If you succumb to the tyranny of the urgent, you may find yourself going days or even weeks, without touching the important stuff. Productive people are good at spotting when putting out fires is getting in the way of their performance, and they are willing to ignore or delegate the things that get in the way of real forward momentum.

2.

They never touch things twice Productive people never put anything in a holding pattern, because touching things twice is a huge time-waster. Don’t leave an e-mail or a phone call for later. As soon as something gets your attention, act on it, delegate it or delete it.

3.

They eat frogs

‘Eating a frog’ is the best antidote for procras-

tination, and ultra productive people start each morning with this tasty treat. In other words, they do the least appetizing, most dreaded item on their to-do list before they do anything else. After that, they are freed up to tackle the stuff that excites and inspires them.

4.

They don’t multitask

Ultra productive people know that multitasking is a real productivity killer. Research

by Stanford University confirms that multitasking is less productive than doing a single thing at a time. The researchers found that people who are regularly bombarded with several streams of electronic information cannot pay attention, recall information or switch from one job to another as well as those who complete one task at a time.

But what if some people have a special gift for multitasking? The Stanford researchers compared groups of people based on their tendency to multitask and their belief that it helps their performance. They found that heavy multitaskers – those who multitask a lot and feel that it boosts their performance – were actually worse at multitasking than those who like to do a single thing at a time. The frequent multitaskers performed worse because they had more trouble organizing their thoughts and filtering out irrelevant information and they were slower at switching tasks.

5.

They get ready for tomorrow before they leave the office Productive people end each day by preparing for the next. This practice accomplishes two things. It helps you solidify what you have accomplished today, and it ensures you will have a productive tomorrow. It only takes a few min-

utes and it’s a great way to end your workday.

6.

They stick to the schedule during meetings Meetings are a big time waster. Ultra productive people know that a meeting will drag on if they let it, so they inform everyone at the start that they will stick to the intended schedule. This limit motivates everyone to be more focused and efficient.

7.

They say no

‘No’ is a powerful word that ultra productive people are not afraid to wield. When it is time to say no, they avoid phrases such as ‘I don’t think I can’ or ‘I’m not certain’; Saying no to a new commitment honours your existing commitments and allows you to successfully fulfill them. Research conducted at the University of California shows that the more difficulty you have saying no, the more likely you are to experience stress, burnout and depression. Learn to use no, and it will lift your mood and your productivity

8.

They only check e-mail at designated times Ultra productive people don’t allow e-mail to be a constant interruption. They check e-mail on a schedule and prioritize messages by sender. They set alerts for their most important vendors and best customers and save the rest until they reach a stopping point. Some people even set up an autoresponder that lets senders know when they will be checking their emails again.

Page 7. LABOUR FORUM. Aug 2017

L A B OU R L AW

AN EMPLOYEE WHO WILFULLY ABSENTS HIMSELF FROM A DISCIPLINARY HEARING WAIVES HIS RIGHTS

T

he right to appear before a disciplinary tribunal to answer charges is one of the hallmarks of administrative justice. It is part of the principle of natural justice and is known by the maxim “audi alteram partem.” However, such right is not absolute and an employee’s conduct may well indicate that he waived his right to appear before a disciplinary authority. Professor Feltoe, an authority on administrative

by Peter Ngorima law in Zimbabwe, states that the principle of natural justice can be waived when he says: “Clearly when a person is offered the chance to exercise one of the rights recognized as being part of the principles of natural justice and he declines to avail himself of this right, then he has waived his right .”

Two ments •

Supreme Court judgehighlight this issue: ZESA ENTERPRISES (PRIVATE)

Employers may not be held at ransom by employees who devise tactics and ways of deliberately delaying or frustrating disciplinary proceedings.

LIMITED v ALOYCE ROY STEVAWO SC-2917 • DAVID MOYO V RURAL ELECTRIFICATION AGENCY SC-04-14 The two case laws uphold this principle and are authority that where an accused employee deliberately fails to avail himself for a hearing, then he forfeits or waives such right and cannot complain afterwards. In both case laws, the Supreme Court after evaluating the facts came to the conclusion that both employees had deliberately absented themselves from disciplinary proceedings and had thus waived their right to be heard and defend themselves. Once it was established that they had waived their rights, they could not then cry foul that the employer had not properly followed the procedures.

In the David Moyo case, the employee went away a few days before his scheduled hearing and did not inform his employer. A hearing was held in absentia and the employee was found guilty and dismissed. He subsequently only returned some two months later and informed his employer that he was ready to assume his duties despite the fact that there had been a pending disciplinary case against him. The court held that the employee “by deliberately absenting himself without leave from the hearing, waived his right to challenge the

conduct of the disciplinary proceedings. He had the option, which he did not exercise, of seeking a postponement since he knew that he would not be available on the date of the hearing. In these circumstances we do not feel that the failure by the respondent to strictly comply with the Regulations operated to vitiate the disciplinary proceedings.”

In the ZESA Enterprises case, the employee negotiated for a postponement of the hearing which was granted, only to seek another postponement via email on the eve of the hearing date. The employee proceeded not to attend the hearing despite the fact that the employer had not granted the request for further postponement.

The court ruled that the employee’s “request for a further compromise by email could not absolve him from attending the hearing unless it was granted by the employer. By deliberately absenting himself from the hearing the respondent irrevocably waived his right to be heard.”

In light of his deliberate default from the hearing, the Disciplinary Committee was within its rights in proceeding with the hearing in his absence as previously advised. The respondent cannot be heard to complain when he deliberately absented himself from the hearing with the full knowledge that the disciplinary hearing was going to proceed in his absence.

He voluntarily elected not to attend the hearing. He has no one to blame except himself.”

TAKE AWAY: Employers do not have to be held at ransom by employees who devise tactics and ways of deliberately delaying or frustrating disciplinary proceedings. Employers intending to commence disciplinary procedures would do well to clearly indicate in their notification letters that any failure to attend disciplinary proceedings due to wilful absenteeism will be treated as a waiver of one’s right to appear before the disciplinary authority and answer to the allegations laid against the employee.

Aug 2017. LABOUR FORUM. Page 8

POLICY APPLICABILITY OF THE PRINCIPLE OF LEGITIMATE EXPECTATION

by Gladys Mpemba

Image source: Newsday | Civil servants protesting against non- payment of bonuses in 2015.During the impasse, Minister of Higher Education, Prof Jonathan Moyo said bonuses were performance based and not a right. However, the government itself had given the impression to its workers and to everyone that all these indiscretions did not matter and that bonuses will always be paid regardless of performance. Therefore civil servants were paid bonuses on the basis that they were legitimate expecatations. It would be unlawful to suddenly turn back and stop paying because performance was unsatisfactory.

IN

a contract, the doctrine of l e g i t i m a t e expectation means an expectation of a benefit, relief or remedy that may ordinarily flow from a promise or established practice. Such expectations should not be unreasonable, illogical or invalid. However, this Doctrine is subject to the discretion of the Court.

An expectant may be entitled to the relief of an opportunity to show cause his expectation is dashed or an explanation as to the cause for denial.

An expectant may take aid of this doctrine when there is an express promise or because to the existence of a regular practice which the expectant can reasonably expect to continue. Needless to mention, any wish, desire or hope being ernest and sincere will not fall within this doctrine.

Case Brief: UZ-UCSF

v

Shamuyarira

SC

10/10.

Shamuyarira was employed on a 6 month contract in 2001 and it was rolled over until 30 June 2008.

Shamuyarira was given a letter advising of non-renewal of the contract. The contract that Shamuyarira had signed had a disclaimer clause stating that non renewal of the contract was based on a number of listed circumstances and that the renewal of Shamuyarira’s contract should not therefore give rise to a “legitimate expectation of any further renewals.”

The Labour Court had ruled in favour of the employee and the employer appealed to the Supreme Court which found /held as follows: 1.

Employee has to prove that he had a legitimate expectation of re-engagement (first requirement at law).

2.

Employee has to prove that another person was hired to do his work (i.e. another person was hired to do exactly what Shamuyarira had been doing) (second requirement at law).

The Court decided that Shamuyarira despite the rolling over of the contracts, he had signed a contract with a disclaimer outlining that renewal should not give rise to legitimate expectation so he had no right therefore to entertain any legitimate expectation when such expectation had been expressly addressed in his contract.

Secondly, that even when the contract was terminated and other people were hired (for other functions) this does not meet the second condition of legitimate expectation i.e. for Shamuyarira to prove that another person had been engaged to do exactly what he was doing before being terminated.

Page 9. LABOUR FORUM. Aug 2017

EVENTS EVENTS TO LOOK FORWARD TO

1. IPMZ H R Officers Symposium (2017

# Q u o t e s 4 S u c c c e s s 1. Great spirits have always encountered violent opposition from mediocre minds.

- Albert Einstein.

2. When your mother asks, “Do you want a piece of advice?” it is a mere formality. It doesn’t matter if you answer yes or no. You are going to get it anyway.- Erma Bombeck.

3. Kindness can become its own motive.

We are made kind by being kind. – Eric Hoffer 4. Good words bring good feelings to the heart. Speak with kindness always. - Rod Williams.

5. An investment in knowledge always pays the best interest. - Benjamin Franklin.

2. 201 7 WASHEN Washen is a 2 day event being held from 21st September to the 22nd September 2017 at the Zimbabwe International Exhibition Centre in Bulawayo, Zimbabwe. This event showcases products like water sourcing, extracting, harnessing, transportation, storage and treatment equipment, dewatering equipment and systems, fitting, renovation, and that of design, production and installation of energy products and power systems as a whole etc. In the Environment & Waste Management industry etc. in the Environment & Waste Management industry.

Dates 21- 22 September 2017 Bookings - zitfmktg@zitf.co.zw Telephone: Tel: +263 9 884911-5 Directions to the venue on the map below.

Register and pay to attend upcoming events from the comfort of your office or mobile phone. Simply visit the NCS Events page online. www.ncslabour.wordpress.com

Aug 2017. LABOUR FORUM. Page 10

PROFILE

Meet Lucia , the lady behind the scenes at NCS Labour

L

by Tam’sanqa Mhepoh

ucia Murumbi has always been a self-driven employee since the 2nd of October 2002, the day she started a job as a clerk at NCS Labour Relations and Training Consultants.

In just less than two months-time, Lucia will mark her 15th anniversary of unwavering loyalty, honesty and commitment to NCS, its clients and her boss Gladys.

She had just left NEC Commercial when Gladys Mpemba hired her.

Interestingly, Lucia said it was not interest in labour issues but mere co-incidence that she has worked in Labour relations offices for almost two decades after completing secretarial studies.

Passion to do the job that she trained for, mated to the love that she has for her

family, has been Lucia’s driving force.

“Work makes me happy, and being able to provide for my family, gives me a lot of fulfilment” “I always look forward to coming to work every day, and I’ve never wanted to change jobs, I’ve always been happy and content here.”

“I’ve never had any offers to move companies,

er labour expert, much less work for one.”

“The fact that NCS is a private business has always appealed too.”

Lucia spoke profoundly about her relationship with Gladys Mpemba.

“Over the past 15 years, Gladys has not been just my boss, but she is more like sister or my mother”

“...We have hardly lost a case, most cases we deal with are resolved amicably...” and I have not looked for work elsewhere either.”

“We have hardly lost a case, most cases we deal with are resolved amicably” “You wouldn’t want to consult any oth-

“I have learned to be hardworking from Gladys.”

“She also is very honest with her clients and I have also learned to be an honest person following her example.”

“Gladys is a goal achiever who has inspired me to do the best I can in life, be focussed and not be discouraged by the economy.”

Lucia said it has been a privilege to have met some of Bulawayo’s finest businessman and company executives who have been clients at NCS Labour over the past 15 years.

“Because of the work that we do here, I have met quite a lot of big people like Ben Low of Davies Granite, Chris Androlaikos of Heads and Hooves, Edna Mukurazhizha of Woman Excel, E R YorK of Mbokodo Butcherries,Mr Lecluse of Lobels, Jill Burgess of Healing with Horses , Mrs Msasanure the wife of renowned surgeon Dr Msasanure and more recently Dr Chhanabhai,” Lucia said. “The list is endless.”

Lucia added that she looked forward to continue working at NCS labour because her boss Gladys is professional, has knowledge and understands labour issues very well.

Lucia pictured with Edna Mukurazhizha, Founder of Woman Excel at the Dream Achievers Ladies High Tea in Bulawayo.

Page 11. LABOUR FORUM. Aug 2017

FAQ S

Welcome to the Frequently Asked Questions section or FAQ! In this section we hope to post brief Articles describing many of the issues that most frequently affect NCS clients. We will also include full manuals and information on trainings that we can provide on an as-needed basis.We have done our best to provide detailed information that you will likely need to use in your endeavour to achieve good relations with employees in your organisation. However, contact us for assistance in implementing the recommendations in this section. We will continue to develop this section as new questions and/or solutions arise. You may want to bookmark this page and check back whenever you run into problems.

H

ow do you charge an employee who has committed a serious act of misconduct which is not listed in a Code of Conduct or is not in section 4 of the National Code of Conduct?

It is impossible for the employer when drafting the Code, to anticipate and cater for all the offences that might be committed and thus the employer would still have a discretion in instances where a disciplinary Code does not specifically provide for a specific offence. Nevertheless where p o s sible, identify a charge in the Code closest to the offence committed and the penalty imposed must still be a fair one under the circumstances.

Section 4 of S.I. 15/2006 and many Codes of Conduct provide that an employer can dismiss an employee where the employer “has good cause to believe that the employee is guilty of any act, conduct or omission inconsistent with the fulfillment of the e x press or implied conditions of his contract.

Where an employer administers the National Code of Conduct, section 4 (a) which reads “any act of conduct or omission i n consistent with the fulfillment of the express or implied conditions of his or her contract” would apply as it is all e n compassing.

Refer: Mvere vs. Tanganda Tea SC 130/2004.

W

here an old aged employee about to retire commits an act of misconduct, and is unlawfully terminated, can he be expected to secure alternative employment to mitigate losses pending finalization of his case?

In the matter between Midsec and S. Gwafa, the Honourable Acting Chairman of the then Labour Relations Tribunal held that having regard to his advanced age, employee’s chances of finding alternative employment were virtually nil.

He went further to state that the job market is flooded with able bodied literate men and thus the chances of securing alternative employment for employees nearing retirement are slim. Thus, an old aged employee would be back paid all his dues if the Court finds that he had been unlawfully terminated.

Should he have been procedurally discharged, the dismissal would stand.

ployer to be conferred when deemed fit. It is not a right that an employee is entitled to claim unless, of course, his contract of employment so provides.

Refer: Godfrey Norman Muwenga vs. Posts and Telecommunication Corporation SC 200/1997.

H

ow do we prove a case of willful disobedience to a lawful instruction?

When charging an employee with willful disobedience of a lawful order, evidence must be clear on three things: (a) that there was an order (b) that it was a lawful order (c) that the disobedience was willful.

It is important to also distinguish an order from a request.

Refer: Delta Operations v Tecla Philemon and 3 others SC 89/98 as read with Tecla Philemon vs.

OK Bazaars SC 22/1995.

Refer: Midsec vs. S. Gwafa Labour Court Judgement

I

s promotion an automatic right?

APromotion is a privilege and not a right.

The employee has no legal right to insist on promotion unless promotion is provided for in his contract of employment. The promotion of an employee is left to the discretion of the emYou can ask NCS Labour Consultants a question using the contact form on the home page of our website.

Alternatively, head to our Facebook / Twitter account and send us a message directly. Better yet, you can ask your question using the form on this newsletter We will treat all issues and your identity with due confidence.

Let’s go...

send message

Aug 2017. LABOUR FORUM. Page 12

THE PULSE

Your Story Matters ...

At NCS Labour Relations and Training Consultants, clients are our number one priority. We are proud to work with some of Zimbabwe’s best known brands.

Have a look at some of the organisations we work with and hear what they have to say about our services.

Thank you so much Gladys. I truly appreciate all of your help and will not hesitate to recommend your services to anyone requiring assistance in labour issues.

Tanya Hunt- (White Rock Conference Center)

I enlisted the services of Gladys Mpemba and she represented me at the Labour Office. Because of her skills, we were able to get a Certificate of Settlement and my issue was resolved. Gladys knows her stuff and is very diplomatic in her approach to labour matters. I was very happy with her entire service and would use her again if need be.- Timothy Sameke - (ex-ZBC Manager) Thank you, Gladys! Your years of experience, your diplomacy and your wise advice are very much appreciated- Richard Peek (StoneHills Safaris) Thank you for the special consideration you have given to us which, like everything you have done over the years, will always be sincerely appreciatedAustin Sibanda- Senior Partner (Joel Pincus, Konson & Wolhutter Legal Practitioners) If you haven’t put in good word for us, please head to our webiste www. ncslabour.co.zw and share your testimonial with everyone. It’ simple, once you land on our home page, scroll down to the bottom of the site and fill in the form there. We will share your testimonial on the Pulse page in our newsletter everymonth and also on our social media accounts. @NCSLabour