Farm Employment Agreement

If the temporary work is real, you do not need to renew the employee`s contract, even if the original reason for the fixed-term life has changed. It is always preferable to have a written contract between the employer and the farm worker, as compensation information and written employment data, as requested by sector provision 13, can then be included in the contract. In these two broad categories, there are three types of employment agreements. Communication must be written, but if the farm worker is illiterate or does not understand the written communication, it would be preferable to explain the communication orally and in a language he can understand. When farm workers have to work on Sundays and public holidays, the basic rule is that the farm worker must be paid double pay. 2. Limited duration. The worker is employed for a certain period of time for a real reason, for example. B to carry out a particular project or to cover a worker on parental leave.

It should be noted that from June 1 to May 31, the “Season” dairy measures a fiscal and production year. This is not to say that dairy work is seasonal. It is not appropriate to use this as a reason for a temporary agreement. You must keep a signed copy of the employment contract for each staff member. The employer must make certain mandatory legal deductions, for example. B UIF and PAYE of the remuneration of an agricultural worker, if any. In addition, other deductions may be accepted by both the farm worker and the employer, for example. B if the employer makes housing available to the farm worker, a maximum deduction of 10% of the farm worker`s salary can be agreed, provided that the dwelling meets certain basic conditions. In addition, deductions can be agreed for medical assistance, pension fund, etc. However, employers must carefully review the deductions and ensure in advance that they can make the deductions within the meaning of sector provision 13.

As a general rule, most workers are protected by the General Working Conditions Act, which sets the standard for minimum working conditions. In some cases, sectoral provisions providing minimum conditions for workers in this sector are being made to protect vulnerable workers in a given sector. One such sector is agriculture, where sector rule 13 regulates basic employment conditions and the remuneration of agricultural workers in South Africa. In short, it includes all persons working in agricultural activities, including a general worker on a farm, all domestic workers working in a farm house, as well as a security guard (not employed in the private security industry) employed to monitor the operation and areas where agricultural activities take place.