Know your rights

Glamour (South Africa) - - Think -

Prencess Mohlahlo, an em­ploy­ment prac­tice lawyer at Cliffe Dekker Hofmeyr, out­lines how to han­dle the dif­fi­cul­ties that go with this agree­ment.

De­fine your time

As your work­ing hours are al­ready ir­reg­u­lar, you could find your­self at your em­ployer’s beck and call. Set up bound­aries so you have the abil­ity to dis­tin­guish be­tween what’s ur­gent and what can wait.

stand your ground

The em­ployer may abuse its ac­cess to the em­ployee by per­sis­tently ex­pect­ing re­sponses to emails in sit­u­a­tions that are clearly not ur­gent and abus­ing the em­ployee’s free time, the em­ployee may ob­ject to the em­ployer’s con­duct. If an ob­jec­tion re­sults in ha­rass­ment or bul­ly­ing, then the em­ployee may be pro­tected against any oc­cu­pa­tional detri­ment.

Meet ex­pec­ta­tions

Work­ing flex­itime means that the em­ployee will be val­ued based on their per­for­mance rather than face-time, so the em­ployer will need to es­tab­lish time man­age­ment prin­ci­ples that the em­ployee must ad­here to and pro­duce work that sat­is­fies the em­ployer’s ob­jec­tives.

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