Thank goodness Black Friday is over and done with for another year, although thankfully, I did manage to get what I wanted and at an even better price than I expected.
That said, it was chaos! I’m sure you have all seen the YouTube clips of people storming into the various retail shops, some being trampled beneath the hordes of those who followed. Parking was equally as disastrous and the people trying to get out tangled with those trying to get in. Extreme patience and vigilance had to be exercised by me at all times! I sighed a huge sigh of relief when I finally got home in one piece.
Several cars were damaged through people not being patient and not being vigilant and some of those were company cars. I wonder how those dented cars with bent antenna and twisted side mirrors are going to be explained away . . if they are explained at all that is!
Anyway . . . on a lighter note, but still being proactive.
I was asked the other day if there was any guarantee that ‘nothing’ would happen by being compliant with PoPI! My response – just because you have car insurance it doesn’t mean that you won’t have an accident! The reality is that if you have done everything ‘reasonably’ available in order to ensure that stolen data or sensitive information, is not hung up like dirty washing for all to see, then you will be relatively safe
Peter is still doing his introductory webinar’s on a Tuesday evening, all the details are below this weeks’ article. I sincerely hope that you join him – it is for free at this time.
There is also some super freebies from another of my guru’s T. Harv Eker. It was Harv’s teachings at the MMI seminar in 2014 that changed my whole life and the way that I look at things and I still use his teachings today and will probably do so until the day I die.
Have a look below Pete’s offerings and please, if you are able, get yourself onto one or more of his online courses. You won’t be disappointed!
Here’s the deal . . .
Please feel free to engage with me, or not. Please feel free to send me your own snippets of information, early warnings, appropriate funnies and what have you, to share with other like-minded individuals, entrepreneurs and start-ups.
I hope and trust that you will enjoy the journey with me.
This weeks’ Blog:
HR 101- WHAT TO DO WHEN . . . . Staff Make A Costly Mess
By Nikki Viljoen – N Viljoen Consulting CC
Please note that this pertains to South African Labour Relations and Best Practice Requirements.
Many of us have had costly machinery or equipment and even property, damaged by staff. Apart from a sharp increase in our blood pressure and our stress levels, is there anything else that we can do?
So let’s have a look at our usual protagonists. Mike owns a furniture shop and he has several delivery vehicles. George is the driver of one of the delivery vehicles.
George and his vehicle were stopped in a roadblock and Mike received a long list of things that were wrong with the vehicle. Things like both indicators and brake lights not working, faulty brakes, no spare wheel, badly cracked windscreen and several other issues totalling thousands of rands.
Mike, understandably is absolutely furious, I mean – who wouldn’t be? But is there anything that Mike can do about it?
Well let’s have a look. Firstly – are there any procedures in place? Has George signed for and accepted the responsibility for his vehicle? Are the vehicles booked in regularly for service? Is there a daily checklist in place to ensure that the vehicle is fit to be on the roads?
If procedures are in place and George has not followed them, then clearly he is at fault and there is a consequence.
If however, no procedures are in place to ensure the wellbeing and maintenance of the vehicles – then in my opinion, Mike must share the responsibility and accountability.
So what can Mike do about this? Well in this case – Mike has policies and procedures in place. All the drivers sign a document when they take delivery of the vehicle, stating that ‘where failure to adhere to laid down procedures results in damage to the vehicle the driver will be held responsible for the cost of the damage and said costs will be deducted from his salary”. George has signed the document agreeing to this.
Mike checks George’s documentation and is both shocked and horrified at what he discovers. George has signed off on documentation indicating that the vehicle has been serviced regularly – the reality is that has missed five service dates. George’s daily documentation indicates that the brake and indicator lights were checked and found to be in good working order. Tires were checked and found to be in good order. In fact the paperwork evidences that George’s vehicle is in tip top condition. The sad reality however paints an entirely different picture altogether. The bodywork is badly scratched and dented in several places, the vehicle needs new tyres and most of the tools and equipment that is standard issue on the vehicles, are missing.
Clearly George has been dishonest in his paperwork and he is now responsible.
What does the law say?
Well, since the damage to the vehicle was caused by George and the loss of the tools and equipment on the vehicle was George’s responsibility – George becomes financially liable for these.
Mike will have to follow the usual disciplinary procedures and George must be allowed to show why the deductions should not be made.
That said, George has signed in agreement to owning the responsibility and Mike can make deductions from his salary as long as:
• the total deductions from George’s salary cannot exceed the amount of the loss or damage. In other words you cannot charge him more than it cost you.
• The total deductions from George’s salary cannot exceed one quarter of his monthly remuneration.
Here’s the thing though – if George decided to leave Mike’s company before the debt is fully paid, Mike would have to institute legal proceedings against George.
So the answer obviously is – yes you can claim monies back from employees who damage your machinery, equipment and property.
It’s easier to claim such damages if you have proper procedures and policies in place.
Remember though that you have to have the employee’s permission to deduct money from their salaries and you cannot deduct more than 25% of their monthly salaries.
The time has come to make people responsible for their own actions.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or email@example.com or www.viljoenconsulting.co.za
Look what is happening in the world of Pete Carruthers.
But the earlier we address a looming problem the easier it is to steer clear of the rocks just below the surface. And the cheaper it is. And this POPI issue is like the iceberg that sank the Titanic.
I’ve invested 6 months and hundreds of hours digging into the detail of POPI. It’s real. It’s coming. In Australia it lands in February. In Europe it lands in May. Our crowd are a little slower. And that’s a good thing.
Few of us grasp the full challenge this POPI Act poses.
Lets look at the recent Hetzner data breach as an example.
• Hetzner lost a bunch of records containing email addresses and passwords. (We can agree this is personal info, right?)
The Pre-POPI Scenario:
• The press gets into a froth as they publish it.
• We all mutter about corporates not playing nice with our info.
• We all swear at the government for doing nothing about it.
• It seems that this same thing happened to Hetzner Germany a few years ago.
• And that’s the end of it because we don’t have a law to deal with the fallout. Nobody has any reason to take any care.
The Post-POPI Scenario:
• The press gets into a froth again.
• The Information Regulator starts an enquiry, arriving suddenly and in force to seize evidence.
• It seems that this same thing happened to Hetzner Germany a few years ago.
• This is enough to prove unreasonable laxness.
• In turn this is enough to issue a large fine.
• And then to imprison the person at the top of the Hetzner pile.
• Which opens the door to those of us who’ve suffered anxiety to sue for damages.
• All of which costs Hetzner a fortune.
How is the personal info that Hetzner holds different from the personal info you hold?
A few simple examples:
• Doctors hold deeply private info about us. Literally warts and all.
• Hotels hold copies of our passports and IDs. Including enough info to steal our identities.
• Recruitment agencies hold our CVs with salary info, and employment history, and often IDs.
• Pharmacists hold copies of our prescriptions detailing all our embarrassing issues.
• Each of us holds intimate business discussions in our email.
How can we expect big business should be held to a different level of accountability than we are?
I would be just as peeved if my doctor lost some info that led to my insurance firm cancelling my insurance, or my wife cancelling my marriage, or a bunch of people being entertained on Instagram by my photos of my pre-surgery face.
Bottom line: POPI says small-business owners face the same robust demands to protect personal information as big firms. There are a few small differences in what we do. Big firms need to update their Section 51 manual. Small businesses (typically under 50 staff) don’t need a Section 51 manual at all.
Look at what’s Happening with T. Harv Eker
Here are Harv’s special URL’s to give to anyone that I feel will benefit from the Zero To MultiMillionaire web class or Million Dollar Business Secrets program, and of course I am a sharing girl, so that means it is open to all of you.
Just click on the link for all the information that you need and remember that attending one or both of these is completely FREE
Link for SpeedWealth E-Book:
Link for Zero To MultiMillionaire Webinar Registration: