Yes! You can deduct money from negligent employees!

employee deductions, legal deductions for employees.deductions from salarydamage to company property.
Dear employer,

Picture this... Your driver Tim skips a red robot to get to your supplier before they close on Friday and collides with another car. What a mess!

This minor mishap is going to cost your company R5 000 in insurance excess and a traffic fine of R1 500!

That’s a total of R6 500 you have to pay because of damages your employee caused.

But this isn’t the first time Tim’s cost your company money.

While you let the other time slide because he was new on the job... This time, you want him to take responsibility for his mistake and he agrees that he’ll pay back the money.

After three months, you’re still waiting for payment.

So how do you go about actually retrieving the R6 500 he owes you?

Do you write that R6 500 off as a financial loss?

No! You deduct it from his salary!

And today, we’ll show you how to do it 100% legally...

Make your employee pay for his mistake!

If it’s not your mistake, why should your company pay for it?

Don’t seem fair, does it?

And that’s why most employees think the obvious thing to do is just deduct the amount Tim owes from his salary.

But it’s not that easy!

In fact, if you don’t deduct the amount correctly, you’ll not only pay for his mistake, you’ll pay for yours too – at the CCMA!

You see, as an employer there are deductions you can make and then there are deductions you can't. And it’s your responsibility to follow the correct rules and procedures to make sure you get it right.

If you don’t and your employee disputes this deduction, you'll land up at the CCMA. And you WILL lose!

Don’t believe me? 

Just take a look at the outcome of the Botha v British American Tobacco SA (Pty) Ltd case 

This case shows your right to make any deductions has limits.

In this case, Ms Botha was a trade marketing representative for British American Tobacco SA (BAT).

She put in her resignation with one month’s notice. And during this period, she wasn’t allowed to withdraw stock from the National Tobacco Distributors (NTD) without paying for it. She also didn’t have permission to open an account with NTD in her own name.

But, she did open an account with the NTD during her notice period and withdrew stock.

Although they didn’t have to, BAT paid the outstanding amount to the NTD. They then deducted this amount from the leave pay they owed Ms Botha.

She referred a claim to the CCMA!

The Commissioner ruled that the deduction contravened the Basic Conditions of Employment Act because Ms Botha hadn’t given BAT written permission to make this deduction.

He also said BAT couldn’t offset the amount on her salary in terms of the common law.

In fact, he told them that if BAT wanted their money back, they would have to take it to court because they didn’t have a written agreement.

Because of one false move, not only did BAT land up paying for Ms Botha’s stock withdrawals, they also had to pay for her legal fees too!

But we’re here to make sure a mistake like this doesn’t happen to you!

Make deductions for financial losses simple

Here at FSP Business, we’ve been helping thousands of businesses with HR, labour, Vat, and Tax compliance for over 11 years...

And lately, our Labour and HR club’s received hundreds of questions about how to deduct losses from employees.

For example, Marlene desperately wanted to know the legally correct procedure for the following scenario:

“I have a contract worker, based at my client. After the Christmas party last year he vomited in the very expensive Mercedes that was hired for the event. The rental company cleaned the vehicle at a cost of R2 400. He now refuses to pay. The client wants me to deduct this amount from his salary at month end. His basic salary is R16 000 + overtime. Can I deduct the money?”

What if a similar situation happened in your company? Would you know if you can deduct this amount from your employee’s salary?

The truth is, knowing what you can or can’t deduct from your employee’s salary can be confusing...

That’s why we’ve teamed up with three leading labour law experts to bring you The employer’s guide to legally deduct money from negligent employees. An e-report that puts all your deduction questions to rest.

Let me introduce our experts to you...

First up is Lizle Louw. She’s the Editor-in-Chief of Labour Law for Managers and is an attorney who specialises in employment law. And she’s done so for the past decade.

Big companies such as ABSA, ADT Security and Capitec Bank follow the advice Lizle gives her Labour Law for Managers users for answers to all their labour law questions.

Then there’s Nichola Wainwright. She’s a contributing writer to the Practical Guide to Human Resources where she provides over 12 000 companies with HR advice.

She also heads up the Department for the Human Resources Division at one of South Africa’s leading organisations where she deals with deductions and HR enquiries on a daily basis.

Finally, we have Helen Wilsenach. She’s also a contributing writer to the Practical Guide to Human Resources. Helen’s an attorney in the Employment Law Department at Bowman Gilfillan Attorney – one of the leading corporate and commercial law firms in Africa.

With their knowledge at your fingertips, you’ll know exactly when and how to legally deduct money from your employee’s salary.

Legally deduct money from negligent employees’ salary starting today

In The employer’s guide to legally deduct money from negligent employees, we’ll show you:
You’ll always know what you can make your employees pay for when an incident causes damage or loss.

Put all your deduction headaches to rest with The employer’s guide to legally deduct money from negligent employees

Order The employer’s guide to legally deduct money from negligent employees today for the introductory price of R199 (incl Vat) to ensure all your employee deductions are legally correct.

R199 is nothing compared to the legal fees you’ll pay if you make one false move when deducting money from your negligent employee’s salary.

Don’t be without this essential report another minute. You may already be making deductions you aren’t legally allowed to!

Plus order now and you’ll receive a 14 day money back guarantee. If during that time you’re not 100% satisfied, simply let us know and we’ll give you a full refund.

Here’s to legally making your negligent employee pay for his mistake.

Taryn Strugnell,
FSP Business

P.S. If you order your copy of The employer’s guide to legally deduct money from negligent employees today, we’ll also give you five deduction sample forms to help make employee salary deductions even easier.  

You’ll get:
If an employee walks into your office in the next five minutes and asks for a staff loan or if your cashier can’t account for a shortage of R1 500 on her till today, you’ll have all the necessary documents at hand to start the process legally.

Hurry and order your copy of The employer’s guide to legally deduct money from negligent employees today. 

I want to legally deduct money from negligent employees

Secure Order Form

The employer’s guide to legally deduct money from negligent employees secure order form

Yes, please send my copy of The employer’s guide to legally deduct money from negligent employees so I can discover the steps I must take to legally deduct money from my negligent employees’ salary.

For just R199, my order will be e-mailed directly to me and I’ll receive:

- My copy of The employer’s guide to legally deduct money from negligent employees. In this report, I’ll discover:
  • The five deductions I can legally make from my employee's salary...
  • The four salary deductions I can’t make...
  • The five instances where I can deduct money from an employee’s salary...
  • How to deduct money if the employee signs an acknowledgment of debt...
  • When I can deduct money from an employee’s pension benefits...
  • If I can request a pension fund to withhold an employee's retirement benefits...
  • And much more...
Plus I’ll also receive five deduction forms:
  • A Staff Loan Form that’ll help me legally safeguard any loans I grant my staff...
  • A Loan Application Form that my employee must sign before I even consider lending him money...
  • An Acknowledgment of Debt sample form I give my employee to sign if I require him to pay back money for any loss or damage he’s caused...
  • A Payroll Deduction Authorisation Policy that gives me written permission to deduct money from my employees’ salary...
  • A Training Costs Agreement Form that safeguards any money I’ve spent sending my employee for training if he decides to leave my company shortly after receiving it.
My 14 day money-back guarantee
I also understand that if I feel The employer’s guide to legally deduct money from negligent employees can’t help me legally deduct money from negligent employees’ salary, I can simply let Fleet Street Publications know within 14 days and you’ll refund my full purchase price.
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