If the charity will employ him, so much the better. If they are allowed to just accept your donation, and use it for the purpose you designated, then you don't have any of the responsibilities of an employer. However, in that case he has to spend his working time doing what they tell him to, and that might not leave time for his developing other, more marketable skills.
If you decide to employ him, you could send him out to that charity, fair enough. But you'd also have the freedom - if you decide you are going to put in the effort to try to get him a real job - to send him elsewhere, for example for a day or a week to help any of your other contacts, (friends with businesses or organisations, or your clients or suppliers who trust you and would be willing to give him a chance) in whatever it is they do.
That standard contract form is a good basis, but you should make your own modifications, within the law.
- I think you need to be very clear, in yourself, whether this is intended as ongoing support by you, over a sustained period of time, (for example if you are wealthy enough to afford to pay him a salary for a long time) or whether you are trying to offer him a temporary bridge so he can later no longer need you. If it is the latter, I recommend you make the contract of limited duration, over just one or two months, so that if it doesn't work out, you can just walk away and throw out the whole idea without having lost much. If the experiment works well, you can renew the contract. Be aware, though, that if you do that too many times in a row, it becomes regarded as a permanent contract, from which it is not so easy to exit. Therefore, it could be a wise idea to employe him for two months, fixed, then wait a month or two, and then - having "gathered extra funds", as you put it - you could then contact him again, and offer a next limited duration contract.
- Also, I'd make an hourly wage and not a monthy salary, with the contract saying that the number of hours is flexible by mutual agreement. Specify a minimum and a maximum number of hours per week. The minumum will mean, in effect, the very least you will pay him and the least that he must turn up and do something. The maximum will limit your expenditure on this project, and may motivate him to want to prove to you that he can do the work as much as he can.
- As far as leave is concerned, don't go with annual leave, but with leave accrued on the basis of the number of hours he worked. You can agree, with him, when you will pay out the leave pay, for example, at the end of each month or at the end of the limited duraction contract.
In terms of the Act, annual leave accrues to an employee. The leave accrues at the rate of one hour for every 17 hours worked, or one day for every 17 days worked, or 1,25 days per month, the total permitted minimum being 15 working days per annum on full pay in each annual leave cycle or in each of period of 12 months calculated with from the date of employment.
ANNUAL LEAVE – BASIC CONDITIONS OF EMPLOYMENT ACT ACT 75 OF 1997. During the first half of December, I received no less than 73 telephone calls from employers inquiring about the ins and outs of annual leave. I must admit I was quite surprised to learn of the high incidence of ignorance exis
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