highly MOTIVATED, and
DEDICATED staffing solutions
Short and long term staffing solutions
Finding good help is a real challenge in today's day and age. Not because of lack of options, but finding the right person for the right position can be a tedious and daunting task.
We understand the complexities that accompany finding the next member of your workforce, especially when looking at the skills, legal and financial implications.
Take the guess work and effort out of the process and allow one of our experienced and highly-trained staff members to step up to the challenge and provide the perfect solution for you.
Short-Term Staff
We supply one or more of our staff members, fully-trained within the Mindwalker Academy system, and ready to give you the advantage you need within your own business.
Rest assured that, not only will you have a high performance member working alongside you as part of your team, but that we will also take care of any legal, training and disciplinary requirements
whilst our staff are contracted to your business.
Our short-term staffing solutions run either over a month-to-month,
3-month or 6-month period.
Long-Term staff
Your business is of highest priority. You deserve not only highly skilled, but also dedicated and motivated staff that share your vision and work diligently towards the realization of that vision.
That is why we have a 12-month and 24-month option available to incorporate the best-trained staff into your business and give you the advantage over your competition.
For more information on what expertise and modalities our staff are trained in, please see the FAQ's below.
Permanent Staff
Even though we place high value on all our expertly trained staff; our mission is not only about us as a company, but also to see more people living truly fulfilling lives by pursuing their passion.
For this reason, if any of our staff find that they are in a position where their journey towards their ultimate purpose in life is achieved through working as a permanent member of your team, then we will assist with the transition.
Frequently Asked Questions
Yes! We have a rigorous training regime that all of our staff HAVE to complete in order to be eligible to be part of the
Completion of and practical application and comprehension in:
- Sales
- Influence
- Coaching
- Marketing
- Leadership
- Persuasion
- Communication
An Employment Contract regulates the relationship between an Employer and an Employee.
It is a contract between an Employer and Employee through which an Employee provides his/her services, against remuneration, and under the authority of the Employer.
It is a very important document to have so both parties (the Employer and the Employee) know what their roles, responsibilities, rights, and duties are.
An Employment Contract must comply with the Basic Conditions of Employment Act as amended.
An “Employment Contract” is also called a “Contract of Employment”.
The Basic Conditions of Employment Act regulates employment standards and is a very important piece of legislation that Employers must consider when dealing with Employees.
The Basic Conditions of Employment Act sets out, among other things, the minimum requirements for working hours, overtime, annual leave, sick leave, maternity leave, family responsibility leave, etc.
In a MINDWALKER (PTY) LTD Employment Contract, you have the choice between applying the minimum requirements in terms of the Basic Conditions of Employment Act only or providing more than the minimum requirements. This helps to avoid an Employment Contract that violates the Act.
Our Employment Contracts covers a wide range of provisions that may be needed by the parties. Some people will need all the provisions while some will not, you can select which ones you need in our online questionnaire. Some provisions are:
- Length of employment
- Services to be provided
- Working hours
- Remuneration (salary and/or commission)
- Annual leave, sick leave, maternity leave, family responsibility leave, etc.
- Employee benefits
- Confidentiality
- Restraint of trade
- and much more.
Anything not covered can be added by hand to the end of the document in the Additional Provision section.
In most cases you can leave out the specifics of a provision and a blank line will be provided in the document for you to add the information by hand later once you know the details.
If you want to know about the above provisions or any other provisions you can contact us at support@ilaywer.co.za or by using the contact features on our website.
If you are an Employer employing someone or an Employee about to be employed, a formal written, signed Employment Contract is essential.
Not having an Employment Contract leaves a lot of room for dispute, and this will prejudice the Employer and the Employee.
You cannot always avoid dispute, but having an Employment Contract will help minimize the risk.
When the document is signed, it is legally binding and valid.
Both parties still need to comply with the Labour Laws of South Africa and the Basic Conditions of Employment Act. (BCEA)
No, there is no legislation or legal requirement that an Attorney drafts or prepares an Employment Contract.
As long as all parties involved with the Employment Contract, agree and sign the contract, and a Commissioner of Oaths declares the document legitimate, it is considered a legally binding document.
WHY YOU SHOULD CONSIDER LABOUR BROKING
Our clients
Some of our corporate clients that we've had the privilege to work with.
Get In Touch
And find out how we can help you supplement your workforce to DO MORE.