Greys Recruitment Top Jobs – June 2021

Top Jobs at Greys Recruitment this Week!

 

Photo by Cytonn Photography on Unsplash

 

With more than 40 years in the industry Greys Recruitment stands tall as Africa’s foremost recruitment partner for both clients and candidates alike.

Week-on-week and month-on-month we successfully match employees and employers, resulting in thousands of happy placements both locally and internationally.

Whether you’re looking for employees of the highest caliber or to find the job of your dreams; the experts at Greys Recruitment are perfectly equipped to assist you.

Our Top Jobs of the Week listed below need to be filled and our consultants are waiting to hear from you!

 

Sales & Marketing Manager
FMCG Industry
Durban
Find out more here: https://bit.ly/3guV0kp

 

Area Manager
FMCG Industry
Durban
Find out more here: https://bit.ly/2TYrLyJ

 

Finance Manager
Shipping & Logistics Industry
Mozambique
Find out more here: https://bit.ly/3whuMs5

 

Junior Conveyancer
Legal Industry
Johannesburg
Find out more here: https://bit.ly/3zdBVLO

 

Chief Financial Officer
Accelerate Funding Industry
Johannesburg
Find out more here: https://bit.ly/34XWj5N

 

Advertising Quality Control Specialist
Media Industry
Johannesburg
Find out more here: https://bit.ly/34YLi4h

 

Executive Operations Manager
Plastic Manufacturing Industry
Johannesburg
Find out more here: https://bit.ly/3pzdFQc

 

Office / Admin Manager
Executive Recruitment Industry
Cape Town
Find out more here: https://bit.ly/3v52tf7

 

IT Project Manager
Industrial Services Industry
Africa & South America
Find out more here: https://bit.ly/3wV24gu

 

Tender & Bid Specialist
Legal Industry
Pretoria
Find out more here: https://bit.ly/3vI8jEl

 

Please see our jobs page for the latest roles from our offices in JohannesburgCape TownPort Elizabeth and Durban.
Follow us on LinkedIn and Facebook for career updates and a weekly breakdown of our latest roles.

Greys Recruitment are Hiring! Offshore Oil & Gas Vacancies

OFFSHORE ANGOLA – OIL & GAS VACANCIES NEED TO BE FILLED NOW!

Our expert consultants are always on the hunt for market leading professionals to place both nationally and internationally, we’re excited to announce a variety of new vacancies to be filled within the African Oil & Gas Industry.

 

If you’re a professional with Oil & Gas experience we may be looking for you, don’t miss out on what could potentially be your next dream job.

 

Details as follows:

 

PLC Specialist

Apply Here

 

Requirements:

Engineer (A-levels + 5 years’ study) or Higher National Diploma or Certificate (HND/HNC (A-levels + 3 years’ study) or BTS/DUT or equivalent.

At least 3 years as control system specialist in petrochemical industry.

A knowledge of the principles related to the process and equipment of oil and gas treatment installations. Specific professional knowledge: CMMS : SAP/R3, all types of PLC.

Ability to work in a large multinational team.

Ability to work independently while maintaining good relations with colleagues and others.

Physical ability to work on offshore installations in the climatic conditions of the site.

Working language: English.

 

Mechanical / Electrical Instrument HVAC Foreman

Apply Here

 

Requirements:

Higher National Diploma or Certificate (HND/HNC (A-levels + 3 years’ study) or BTS/DUT or equivalent.

3 to 5 years’ experience in the maintenance field on oil and gas production installations.

A basic knowledge of the process of oil and gas treatment, installations and a thorough knowledge of the equipment used in oil and gas treatment installations.

SAP/R3 experience and know-how.

Ability to lead and motivate multi-national teams.

Ability to maintain good relations with colleagues and others.

Physical ability to work on offshore installations in the climatic conditions of the site.

Working language: English.

 

Offshore Coordinator

Apply Here

 

Requirements:

Chartered Engineer ( A-level + 5 Years’ Study ) or Higher National Diploma or Certificate ( HND/HND : A- levels + 3 years’ Study) or BTS / DUT or equivalent.

5 to 10 years’ experience in the maintenance field on oil and gas production installations.

Basic knowledge of the process of oil and gas treatment, installations and a thorough knowledge of the equipment used in oil and gas treatment installations.

Fully conversant with SAP/R3.

Ability to advise and motivate multi-national teams.

Computer literacy.

Ability to work offshore under the climatic conditions of the site.

Experience in CMMS.

Working language: English (spoken/read/written), Portuguese is an advantage.

 

Mechanical / Electrical Instrument Supervisor

Apply Here

 

Requirements:

Higher National Diploma or Certificate (HND/HNC (A-levels + 3 years’ study) or BTS/DUT or equivalent.

5 to 10 years’ experience in the maintenance field on oil and gas production installations.

A basic knowledge of the process of oil and gas treatment, installations and a thorough knowledge of the equipment used in oil and gas treatment installations..

Specific professional knowledge: SAP/R3 experience and know-how.

Ability to lead and motivate multinational teams.

Ability to maintain good relations with colleagues and others.

Physical ability to work on offshore installations in the climatic conditions of the site.

Proven ability as a leader of small teams.

Perfectly competent and independent with common sense and organisational ability.

Working language: English.

 

Contractor Site Representative

Apply Here

 

Requirements:

Chartered Engineer (A-levels + 5 years’ study) or Higher National Diploma or Certificate (HND/HNC (A-levels + 3 years’ study) or BTS/DUT or equivalent.

10 years’ experience in the field of maintenance on oil and gas production installations.

A knowledge of the principles related to the process and equipment of oil and gas treatment installations

SAP/R3 experience and know-how.

Ability to direct / lead large multinational teams.

Ability to work in a service relationship.

Ability to work independently while maintaining good relations with colleagues and others.

Physical ability to work on offshore installations in the climatic conditions of the site.

Willingness to attend the training named ‘’Major Crisis Management’’ (code 4859).

A proven sense of responsibility and a talent for management.

A rigorous and methodical approach to operations.

Common sense and the ability to anticipate and analyse.

A natural, flexible authority is essential.

Working language: English.

 

PLC/ICSS Supervisor

Apply Here

 

Requirements:

Chartered Engineer (A-levels + 5 years’ study) or Higher National Diploma or Certificate (HND/HNC (A-levels + 3 years’ study) or BTS/DUT or equivalent.

5 years’ experience in the field of control system and at least 3 years as control system specialist in petrochemical industry.

A knowledge of the principles related to the process and equipment of oil and gas treatment installations.

Specific professional knowledge: CMMS : SAP/R3 / Foxboro DCS maintenance / Triconex and Yokogawa control systems.

Ability to work in a large multinational team.

Ability to work independently while maintaining good relations with colleagues and others.

Physical ability to work on offshore installations in the climatic conditions of the site..

A proven sense of responsibility and a talent for management.

A rigorous and methodical approach to operations.

Common sense and be able to anticipate and analyse.

A natural, flexible authority is essential.

Working language: English.

 

Please see our jobs page for the latest roles from our offices in Johannesburg, Cape Town, Port Elizabeth and Durban.
Follow us on LinkedIn and Facebook for career updates and a weekly breakdown of our latest roles.

 

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Recruiters cultivate long-term relationships with clients and candidates alike, obtaining the closest fit between organization and employee.

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Constructive Dismissal

Constructive Dismissal 

What is constructive dismissal in South Africa? 

Constructive Dismissal is defined by the Labour Relations Act in Section 186 (1) (e) as ‘an employee terminated a contract of employment with or without notice because the employer made continued employment intolerable for the employee.’ Simply stated – constructive dismissal can be when an employer makes life so awful for an employee that they are forced to resign. 

It is fairly hard to prove constructive dismissal, and there are many people who try and claim that they were constructively dismissed after they have resigned from their jobs, and then realize that they cannot claim UIF. In a true case of constructive dismissal, even though the employee did resign, it is seen as an unfair (constructive) dismissal, and so one can claim UIF, as well as usually some form of compensation for the unfair dismissal. 

What constitutes unfair dismissal? 

In order to successfully lay a claim of constructive dismissal, there are a few things that the employee will need to prove. (Note that in the case of a constructive dismissal, it is the employee who has the burden of proof. If and when they have successfully proved constructive dismissal, it is then for the employer to try and prove that they did nothing wrong.) 

There are a number of factors that need to be proved in order to successfully win a case of constructive dismissal: 

  • The circumstances of employment became so unbearable that there was no way that the employee could continue to work at the place of employment. 
  • These unbearable circumstances were the cause of the employee’s resignation. 
  • There was no reasonable alternative for the employee but to resign. 
  • The unbearable situation must have been caused by the employer. 
  • The employer must have been in control of the unbearable circumstances. 

If any of the above cannot be proven, then it is unlikely that a case will be successful. 

In order to win a case of constructive dismissal, first of all the employee must have resigned. If the employee was fired, then it cannot be constructive dismissal (although there may still be grounds for unfair dismissal.) It would be easier to prove constructive dismissal if there was a written letter of resignation which included the reasons why the employee felt they were forced to resign. 

The employee should also have tried to follow some form of formal grievance procedure and been unsuccessful. There needs to be proof that there were no alternatives for the employee but to resign. If they have not followed a formal grievance procedure, then it cannot be seen that there was no reasonable alternative. 

They will also need to prove that the unbearable circumstances were the cause of the resignation. It needs to be proven that there was no other motive for resigning, and that the employee would have continued to work indefinitely if it was not for the unpleasant circumstances caused by the employer. 

It is also important that the unbearable circumstances were definitely caused by the employer. It may be the case that it is in fact a lower-level supervisor or manager who made the employees life intolerable, and not the employer themselves. If the employee has not made any attempt to get their employer to deal with the problem, then it cannot be seen as constructive dismissal, as the employee has not made all attempts to resolve the matter. 

Is constructive dismissal legal? 

No. It is not legal to force somebody to resign or make their lives so awful that they feel like the only option they have is to resign. It can land you with a fairly large settlement payment if the CCMA or court finds that constructive dismissal has occurred. 

Successful cases of Constructive Dismissal 

There are no cut and dried rules on what does or does not constitute Constructive Dismissal. However here are some examples of cases that have been successful at the CCMA: 

  • The employer was aggressive with the employee, threatened, insulted and intimidated the employer and put prolonged pressure on the employee to resign. 
  • The employer made wage deductions without any reason, insulted the employee and criticised their political affiliation. 
  • The employer sexually harassed an employee and did not stop after it had been reported. 
  • The employer did not pay the employee as per their contract 
  • The employee was forced to apply for their own position and was unsuccessful in their application. 
  • Unreasonable targets were set for the employee and they were disciplined for not meeting those targets. The employee was also excluded from training opportunities with the organisation. 
  • Abuse, assault and emotional cruelty. 
  • The employer forcing the employee to make a geographic transfer against their will. 
  • Failure by the employers to adhere to the contract. 
  • Spurious allegations of misconduct by the employer. 
  • Forced resignation in the face of unacceptable alternatives. 
  • Unilateral amendments to terms and conditions of the employee’s service 
  • Unfair disciplinary action. 

Unsuccessful cases of Constructive Dismissal 

The following are cases where the CCMA ruled against Constructive Dismissal: 

  • An employer offered voluntary retrenchment packages to some employees, but the package was not approved for one of the employees. 
  • An employee was unhappy with a superior’s management style and did not see any favorable work prospects in their future. 
  • An employee was reprimanded by the employer about their poor work performance. 
  • Distress or disappointment at the actions of the employer. 
  • An employee being unhappy with the way a supervisor has been treating them and resigning before escalating the matter to the employer for them to solve. 

Can redundancy be constructive dismissal? 

No. One of the requirements for constructive dismissal is that the employee must have resigned. Being made redundant is not a resignation. Resigning in the face of retrenchment would also not be considered constructive dismissal, as it needs to be seen that the employee would have been able to continue working indefinitely if it was not for the intolerable behaviour of the employer. 

Constructive Dismissal – How much can I claim? 

This is entirely up to the judge or arbitrator. Section 194 of the LRA provides for a maximum penalty of 12 months’ salary, but this does not mean that an employee who wins a case of constructive dismissal will always receive the maximum amount. 

 

YOUR OUTSOURCING PARTNER

Masa Outsourcing is a South African labour powerhouse placing thousands of staff countrywide through its various divisions and entities. We have offices in Johannesburg, Cape Town, Bloemfontein, Port Elizabeth and Durban.

Four decades of experience in Vetting and Hiring, Recruitment, Site Operations, Industrial Relations Solutions, Payroll Services, Staff Management, Human Resource and Labour Management; we are the only Staffing Specialist positioned to manage your labour hire needs comprehensively.

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