Kosmik
Honorary Master
- Joined
- Sep 21, 2007
- Messages
- 23,235
Hi all,
Before the lockdown there were a few threads about domestics and the lockdown but everything was quite vague and still uncertain. What are the current opinions/options for the below scenarios:
1. The employer has enforced the lockdown and has allowed the employee to stay away but still get paid in full. Can this be granted as annual leave in lieu of December leave? Rather than unpaid with no remuneration from the employer?
2. The employer has permantly lost income and is unable to continue the employment agreement. The closest case here would be retrenchment but with no income are they still expected to pay additional severance and if so how much? The employee can then apply for UIF and TERS.
3. The employer currently has the possibility of income but is also under unpaid circumstances during this time. The employee remains employed but is now on unpaid leave. Can a domestic employer apply for TERS for their employee? If so how?
Thoughts? Opinions? Personally I'm at scenario 1 and possibly going into 3 in the next month. 2 is a worst case scenario.
Before the lockdown there were a few threads about domestics and the lockdown but everything was quite vague and still uncertain. What are the current opinions/options for the below scenarios:
1. The employer has enforced the lockdown and has allowed the employee to stay away but still get paid in full. Can this be granted as annual leave in lieu of December leave? Rather than unpaid with no remuneration from the employer?
2. The employer has permantly lost income and is unable to continue the employment agreement. The closest case here would be retrenchment but with no income are they still expected to pay additional severance and if so how much? The employee can then apply for UIF and TERS.
3. The employer currently has the possibility of income but is also under unpaid circumstances during this time. The employee remains employed but is now on unpaid leave. Can a domestic employer apply for TERS for their employee? If so how?
Thoughts? Opinions? Personally I'm at scenario 1 and possibly going into 3 in the next month. 2 is a worst case scenario.