RVZ International Group (Pty) Ltd ("RVZ") applies consistent, lawful people practices across the whole employment lifecycle — recruitment, engagement, onboarding, performance, working time, leave, reward, workplace change and exit — and holds itself and its clients to the same standards when RVZ Personnel Services recruits, places or supplies workers. Section 23 of the Constitution guarantees everyone the right to fair labour practices; this statement explains how RVZ gives effect to that right and to the legislation that implements it.
1.1 RVZ classifies every working relationship correctly before it begins — permanent or fixed-term employee, part-time employee, placed (TES) employee, independent contractor, freelancer or volunteer — and checks whether a bargaining council or sectoral determination covers the work. Labelling a person a "contractor" does not change their status: under the Labour Relations Act 66 of 1995 ("LRA") section 200A and Basic Conditions of Employment Act 75 of 1997 ("BCEA") section 83A, a person earning below the earnings threshold is presumed to be an employee if any one of the listed indicators (control or direction, set hours, economic dependence, provision of tools, working only for one person, and so on) is present, and the Code of Good Practice: Who is an Employee applies to everyone.
1.2 Fixed-term contracts with employees earning below the threshold are used only for a justifiable reason and, if they exceed three months, are treated as LRA section 198B requires (deemed indefinite employment absent justification; equal treatment; severance after 24 months on a project). Part-time employees below the threshold are treated not less favourably than comparable full-time employees (section 198C).
2.1 Every employee receives, at the start of employment, the written particulars required by BCEA section 29 — employer and workplace details, job description, start date, ordinary hours and days, wage or rate and method of calculation, overtime rate, other cash payments and payments in kind, deductions, leave entitlements, notice period or contract duration, and the applicable bargaining council or sectoral determination — in a language the employee understands, explained where needed (section 29(3)).
2.2 Terms meet at least the current statutory and binding minima: the BCEA, the National Minimum Wage Act 9 of 2018 ("NMWA") as adjusted annually, any sectoral determination and any bargaining-council agreement extended to RVZ. A contract term less favourable than a binding minimum is replaced by the minimum (BCEA section 4; NMWA section 4(6)). Under NMWA section 4(1) the payment of the national minimum wage is a term of every contract and may not be waived.
2.3 A summary of the BCEA (and of the Employment Equity Act where required) is displayed at each workplace as BCEA section 30 requires.
| Matter | RVZ standard (statutory minimum unless stated) | Authority |
|---|---|---|
| Ordinary hours | Not more than 45 hours a week; 9 hours a day (5-day week) or 8 hours a day (more than 5 days); event and travel rosters planned within these limits or under a lawful averaging or compressed-week agreement. | BCEA ss 9–12 |
| Overtime | Only by agreement; not more than 10 hours a week (up to 15 by collective agreement); paid at 1.5 times, or time off in lieu by agreement. Sunday work at double time (1.5 if ordinarily worked); public-holiday work at double the ordinary rate. | BCEA ss 10, 16, 18 |
| Meal and rest | Meal interval of 60 minutes after 5 hours' work (reducible to 30 by agreement); 12 consecutive hours' daily rest; 36 consecutive hours' weekly rest. | BCEA ss 14–15 |
| Night work | Between 18:00 and 06:00 only by agreement, with an allowance or reduced hours and transport available; health-and-safety notification and assessment for regular night work. | BCEA s 17 |
| Annual leave | 21 consecutive days (15 working days) on full pay per leave cycle, taken within 6 months of the cycle end; paid out on termination. | BCEA ss 20–21, 40 |
| Sick leave | 30 days (6-day week: 36) per 36-month cycle; 1 day per 26 worked in the first 6 months; medical certificate for absences over 2 consecutive days or on more than 2 occasions in 8 weeks. | BCEA ss 22–23 |
| Maternity leave | 4 consecutive months, starting up to 4 weeks before the expected date; no work for 6 weeks after birth unless certified fit; protection of pregnant and nursing employees and no dismissal for pregnancy. | BCEA ss 25–26; LRA s 187(1)(e) |
| Parental, adoption and commissioning parental leave | 10 consecutive days' parental leave; 10 consecutive weeks' adoption or commissioning parental leave for one parent; claimable from the UIF. | BCEA ss 25A–25C; Labour Laws Amendment Act 10 of 2018 |
| Family responsibility leave | 3 days per leave cycle after 4 months' service for the birth or illness of a child or death of a close family member. | BCEA s 27 |
| Pay and payslips | Paid in money, in Rand, on the agreed pay day, with a written pay statement showing the particulars in section 33; no deductions other than those the employee has agreed to in writing for a specific debt, or that are required by law, a collective agreement, court order or arbitration award. | BCEA ss 32–34; NMWA s 4 |
| Records | Time, pay and leave records kept for 3 years after termination. | BCEA s 31 |
3.1 Employees earning above the BCEA earnings threshold are excluded from the working-time provisions in sections 9 to 18 but not from leave, pay or termination protections; RVZ nonetheless plans their workload reasonably and in line with its health-and-safety duties.
RVZ is registered with SARS as an employer and deducts and pays PAYE under the Fourth Schedule to the Income Tax Act 58 of 1962; registers employees with and contributes to the Unemployment Insurance Fund under the Unemployment Insurance Act 63 of 2001 and Unemployment Insurance Contributions Act 4 of 2002; is registered with and pays assessments to the Compensation Fund under the Compensation for Occupational Injuries and Diseases Act 130 of 1993 ("COIDA"), holding a current letter of good standing; and pays the Skills Development Levy under the Skills Development Levies Act 9 of 1999 where the payroll threshold is exceeded. Employee tax certificates (IRP5/IT3(a)) and UI-19 declarations are issued as required.
5.1 Recruitment and assessment are based on relevant job requirements, with lawful checks and a POPIA privacy notice; see our Employment Equity Statement.
5.2 Probation is of reasonable duration, with clear performance standards, evaluation, instruction, training, guidance and counselling, and a fair opportunity to improve before any decision, as item 8 of the Code of Good Practice: Dismissal requires. Dismissal during or at the end of probation still requires a fair reason and procedure.
5.3 Performance is managed through clear standards, regular feedback and documented review; sustained poor performance is addressed as incapacity with a fair process, not as misconduct.
6.1 Every employee has the right to join a trade union, take part in its lawful activities, and be represented; RVZ does not discriminate against or victimise anyone for exercising these rights (LRA sections 4 and 5; Constitution section 23(2)). Organisational rights are granted in accordance with LRA Chapter III to a sufficiently representative union.
6.2 RVZ consults employees and any representative union where the law or a contract requires before material workplace change, including changes to shift systems or rosters, restructuring and any contemplated retrenchment (LRA section 189), and consults its health and safety representatives on OHS matters.
RVZ provides and maintains, as far as reasonably practicable, a working environment that is safe and without risk to health, at its own premises, at event sites and at client sites (Occupational Health and Safety Act 85 of 1993 section 8), as set out in our Occupational Health and Safety Policy. An employee injured at work or who contracts an occupational disease is entitled to compensation under COIDA; RVZ reports incidents within the prescribed periods, pays the first three months' compensation for temporary total disablement as section 47 requires and recovers it from the Fund, and does not deduct any COIDA cost from wages (section 82). No employee may be prejudiced for reporting an unsafe condition or refusing genuinely dangerous work (OHSA section 26).
8.1 Termination requires lawful authority, a substantively fair reason (misconduct, incapacity or operational requirements), a fair procedure, and payment of all amounts due. See our Grievance and Fair Procedure Policy for the disciplinary standards RVZ applies.
8.2 Notice. Notice is given in writing and is at least one week in the first six months of employment, two weeks between six months and one year, and four weeks after one year (BCEA section 37); payment in lieu may be made (section 38). Notice may not run concurrently with annual leave.
8.3 Retrenchment. A dismissal for operational requirements follows the consultation, disclosure, selection-criteria and alternatives process in LRA section 189 (and section 189A for larger employers), with severance pay of at least one week's remuneration per completed year of continuous service (BCEA section 41) and a certificate of service.
8.4 On termination RVZ pays outstanding remuneration, accrued leave and any severance due (BCEA section 40), issues a certificate of service (section 42) and the UI-19 and tax certificate, and provides a reference on request stating at least the facts of employment.
9.1 RVZ does not employ a child under 15 years or under the minimum school-leaving age, and does not permit a child of 15 to 17 to perform work that is inappropriate for their age or that places their well-being, education, or physical or mental health at risk (BCEA sections 43 and 44; Children's Act 38 of 2005 section 141). Children who appear in RVZ Productions or RVZ Marketing content do so only with a parent's or guardian's consent and in compliance with the Sectoral Determination for the performing-arts and advertising sector where applicable.
9.2 Forced, bonded or compulsory labour, human trafficking and the retention of identity documents are prohibited (BCEA section 48; Prevention and Combating of Trafficking in Persons Act 7 of 2013). RVZ does not charge workers recruitment fees or deposits.
9.3 Foreign nationals are employed or placed only where they hold a valid work visa or permit for the role (Immigration Act 13 of 2002 section 38), and enjoy the same labour-law protections as South African employees.
10.1 RVZ Personnel Services provides private employment services only to the extent permitted by its registration as a private employment agency under the Employment Services Act 4 of 2014 ("ESA") section 13 and the Regulations; the registration particulars are inserted in each client agreement or made available on request (Terms Schedule 2.1).
10.2 RVZ never charges a work-seeker any fee for employment services and never deducts a placement amount from remuneration (ESA section 15; Schedule 2.2). Recruitment fees are charged to the client employer.
10.3 Clients must provide a lawful role profile, essential criteria, remuneration range and employment conditions; neither party may discriminate unlawfully; and RVZ may refuse an instruction that conflicts with the Employment Equity Act (Schedule 2.3). Background checks are performed only where lawful, relevant, proportionate and authorised (Schedule 2.6). The client makes the employment decision and concludes the employment contract; RVZ does not knowingly submit false information and corrects a verified material error (Schedule 2.7). Candidate records are confidential personal information (Schedule 2.8).
11.1 Where RVZ supplies workers who render services to a client and are remunerated by RVZ, it acts as a temporary employment service ("TES") under LRA section 198 and ESA section 14 and does so only while registered and authorised for that function (Terms Schedule 3). RVZ is the employer of the placed worker for all statutory purposes it is allocated, and complies with the BCEA, LRA, NMWA, UIF, PAYE, COIDA, employment-equity, bargaining-council and immigration requirements in that role (Schedule 3.7).
11.2 Deeming and equal treatment. For workers earning below the BCEA threshold, a placement of more than three months that is not a genuine substitution or another lawful temporary-service basis results in the worker being deemed the client's employee for LRA purposes and entitled to treatment on the whole not less favourable than the client's comparable employees (LRA section 198A). These protections, and the joint and several liability of RVZ and the client for contraventions of the BCEA, a collective agreement, arbitration award or sectoral determination (section 198(4)), cannot be contracted out of (Schedule 3.1). Client agreements must identify the lawful temporary-service basis (Schedule 3.2).
11.3 Transparency of remuneration. The client agreement separately states the worker's remuneration and RVZ's service fee, as the ESA requires; no placement fee is deducted from the worker (Schedule 3.3). Workers receive their lawful remuneration on time regardless of any billing dispute between RVZ and the client (Schedule 3.6).
11.4 Workplace control and discipline. The client controls day-to-day site access, lawful task instruction and site rules; RVZ retains its employer responsibilities. A client may request immediate site removal for a genuine safety or security reason but may not dismiss an RVZ employee; RVZ manages any employment process fairly, and removal from site does not automatically end employment (Schedules 3.4 and 3.8).
11.5 Health and safety. Before deployment the client must disclose hazards and provide a safe system of work, induction, supervision, personal protective equipment and incident reporting as the OHSA (or Mine Health and Safety Act 29 of 1996 where applicable) requires; RVZ verifies worker suitability and meets its own employer duties (Schedule 3.5).
11.6 Absorption. Any restriction or conversion fee relating to a client's direct employment of a placed worker must be lawful, reasonable, transparent and stated in the client agreement; it may not prevent a worker from exercising statutory rights or amount to a fee charged to the worker (Schedule 3.9).
RVZ requires venues, event suppliers, production crews and other subcontractors to comply with the same labour standards for their own staff, including minimum wage, working-time limits, OHSA duties and COIDA cover, and may audit compliance (Terms clause 11 and Schedule 7). Freelance creatives, artists, session musicians and performers engaged by RVZ Marketing & Design or RVZ Productions are engaged under written agreements addressing fees, rights, credits and working conditions, in line with the Copyright Act 98 of 1978 and Performers' Protection Act 11 of 1967.
13.1 Employees and placed workers may raise any concern with their manager, Human Resources at info@rvzgroup.co.za, or through the Grievance and Fair Procedure Policy or Whistleblowing Policy, without retaliation.
13.2 Statutory rights are never restricted: an employee may refer a dispute to the CCMA or the relevant bargaining council (LRA section 191; BCEA section 73A for underpayment claims), lodge a complaint with a labour inspector of the Department of Employment and Labour (BCEA Chapter 10), approach the Labour Court, and report an unregistered or non-compliant employment agency to the Department under the ESA.
This page is the public edition of RVZ's Fair Employment and People Management policy (POL-PEO-01) and reflects the legislation cited, including current statutory minima, as at the date shown above. Statutory amounts, thresholds and rates change periodically; the figure in force at the time governs. It is not legal advice.