It's all about Control

Internal controls are embedded in erNavigator best practice processes to minimise key labour and employee relations risks and their resultant cost impacts.

Take our free internal control assessment to quickly gain an overall understanding of your organisation’s labour and employee relations current risk profile and internal controls.

Risks erNavigator helps mitigate

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Risks can result in a direct financial loss to the organisation levied by legislative and regulatory bodies. In addition, the company will have to bear the direct costs of case preparation and ongoing case management.

Non-compliance is caused by the lack of knowledge, lack of supervision and control, and the lack of an early warning risk monitoring system.

Risk of non-compliance with company policies, employment and labour laws and applicable union regulations

Risk of inconsistent and unfair actions and outcomes

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Often high-profile or sensitive cases can cause severe damage to an organisation, if not identified quickly and managed correctly and ethically. 

In addition, a harmonious working environment resulting from fair and equitable labour and employee relations is a real competitive advantage. Being perceived as an unfair employer has many negative repercussions on employee performance and motivation. 

Risk of reputational damage due to not identifying high profile and sensitive cases quickly

Risk of being perceived as an unfair employer by not acting fairly and consistently

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The risk that can have the largest financial impact on the organisation is the cost of inefficient processes. These wasted costs can be significant.

Inefficient processes almost always negatively impact all the other risks, inefficient processes are normally the cause of non-compliance, inconsistent and unfair actions, and the inability to quickly identify high profile and sensitive cases.

Risk of inefficient and ineffective labour and employee relations processes

Risk and costs of ongoing training and supervision

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Peace of mind security embedded into erNavigator. Hosted on the Microsoft Azure cloud platform, which has the most advanced security and privacy features and conforms to all global security standards.

Risk of case data and evidence not readily available

Risk of missing cases files and evidence

Risk of data privacy breaches

Risks erNavigator helps mitigate

Non-compliance risks

Risks can result in a direct financial loss to the organisation levied by legislative and regulatory bodies. In addition, the company will have to bear the direct costs of case preparation and ongoing case management.

Non-compliance is caused by the lack of knowledge, lack of supervision and control, and the lack of an early warning risk monitoring system.

Risk of non-compliance with company policies, employment and labour laws and applicable union regulations

Risk of inconsistent and unfair actions and outcomes

Reputational risks

Often high-profile or sensitive cases can cause severe damage to an organisation, if not identified quickly and managed correctly and ethically. 

In addition, a harmonious working environment resulting from fair and equitable labour and employee relations is a real competitive advantage. Being perceived as an unfair employer has many negative repercussions on employee performance and motivation. 

Risk of reputational damage due to not identifying high profile and sensitive cases quickly

Risk of being perceived as an unfair employer by not acting fairly and consistently

Process risks

The risk that can have the largest financial impact on the organisation is the cost of inefficient processes. These wasted costs can be significant.

Inefficient processes almost always negatively impact all the other risks, inefficient processes are normally the cause of non-compliance, inconsistent and unfair actions, and the inability to quickly identify high profile and sensitive cases.

Risk of inefficient and ineffective labour and employee relations processes

Risk and costs of ongoing training and supervision

Data access, privacy, and security risks

Peace of mind security embedded into erNavigator. Hosted on the Microsoft Azure cloud platform, which has the most advanced security and privacy features and conforms to all global security standards.

Risk of case data and evidence not readily available

Risk of missing cases files and evidence

Risk of data privacy breaches

Our 8 categories of embedded internal controls will help with

  1. The ongoing communication of policies, procedures, and requirements.
  2. Management’s awareness of all processes.
  3. The completeness of files and accessibility of evidence.
  4. The consistent application of measures and compliance with policies, rules and regulations.
  5. A real time monitoring framework.
  6. A real time reporting framework.
  7. An audit trail framework.
  8. and the security of data.

Take the free internal control assessment

Our free online assessment tool will help you quickly gain an overall understanding of your organisation’s labour and employee relations current risk profile and will identify the key control recommendations in each of our 8 internal control categories.

By addressing the findings from this assessment, your organisation will be better able to identify strategies to strengthen its commitment to upholding the integrity of its labour and employee relations processes.

Simply complete the online registration form and get started immediately

Answer each question by simply selecting the appropriate answer.

A confidential summary report will be emailed to you based on the answers you provided.

The report will highlight areas of weakness, as well as opportunities for improvement.


    Identify your labour and employee relations risks

    Level of risk in your organisation.

    Risk of non-compliance with company policies, labour and employment law and applicable union regulations

    Risk of inconsistent actions and outcomes

    Risk of reputational damage related to not identifying high profile and sensitive cases quickly.

    Risk of being perceived as an unfair employer

    Risk of inefficient labour and employee relations processes

    Data access, privacy, and security risks


    Identify the key controls presently in your organisation

    Ongoing communication of labour and employee relations policies, procedures, and requirements.

    Updated labour and employee relations policy instruments that document standards for each type of labour and employee relations process are always readily accessible?

    There is evidence that these documented requirements have been communicated to staff involved with carrying out these labour and employee relations processes including line managers?

    As labour and employee relations policy instruments are updated on a regular basis when business and legal requirements change, modifications to the organisations underlying processes, procedures, documentation and form templates and tools are implemented timeously to take effect of these changes?

    Thereafter comprehensive re-training initiatives are implemented to update all employees and particularly staff involved with carrying out these labour and employee relations processes including line managers?

    Management’s awareness of the labour and employee relations processes.

    Managers are familiar with the requirements of all labour and employee relations policy instruments and legislative requirements and understand all the steps and tasks required to carry out their labour and employee relations tasks?

    Managers are aware of employee’s rights and the availability of assistance programs?

    Managers receive ongoing training so that their labour and employee relations knowledge and experience is not deficient in any way?

    The completeness of labour and employee relations files and accessibility.

    All case files contain the necessary documentation to support the actions taken.

    The documentation issued to employees is always consistent and compliant?

    All case files are easily accessible and placed in secure storage to avoid the problem of missing files and evidence?

    The consistent application of labour and employee relations measures.

    Each step-in labour and employee relations processes are determined strictly in accordance with policy instruments and legislative requirements and always followed?

    All case outcomes issued to employees is always consistent and compliant?

    All case deviations are approved by senior management before the actions are taken?

    The principle of progressive discipline as well as the case aggravating and mitigating factors, to ensure fairness and consistency, is always taken into account?

    In situations where decisions are rendered outside of what is suggested these are immediately isolated and depending on the level of seriousness appropriate remedial action taken?

    The real time monitoring framework.

    Management have real time a monitoring framework that is used to collect data on labour and employee relations measures, to assess compliance to policy instruments, and legislative requirements and identify gaps related to its application.?

    High risk matters are isolated and reported immediately so that adequate overview management can be utilized?

    The real time reporting framework.

    Labour and employee relations data is captured in real time, it is completed for every labour and employee relations measure and accumulated at all stages in the processes.

    Real time reporting provides a complete picture of all labour and employee relations activities, company-wide in real time all in one place?

    Accurate results are reported on an agreed regular frequency to senior management based on agreed and pre-defined templates with insights that help end-users make informed, real-time data driven decisions?

    Audit trails.

    There is ongoing documentary evidence readily available that the key controls are functioning as intended. All deviations are reported in real time?

    There is a regular control review process in place?

    The process to extract documentary evidence to prove that the key controls are functioning as intended, are available in real-time and does not require a manual extraction process?


    Identify process complications in your organisation.

    Differing levels of understanding of labour and employee relations requirements by the staff involved in these processes.

    Reactive decision making, because of post fact labour and employee relations record keeping and manual spreadsheet reporting

    Difficulty managing labour and employee relations across geographically spread operations.

    Difficulty managing multiple labour and employee relations policies, legal and documentary requirements

    Paper-based case files

    Manual paper-based and disjointed labour and employee relations processes

    High case volumes

    Difficultly collaborating on cases

    Requirement for expensive and ongoing labor relations training and specialist supervision

    Use of non-standard labour and employee relations processes, procedures, and documentation

    Difficulty managing case data and information across a diverse and geographically spread organisation

    Differing language requirements

    Labour and employee relations processes not integrated within the overall HR ecosystem

    FAQ's

    Internal controls are mechanisms designed to provide an organisation with reasonable assurance that their key standards are being maintained as intended.

    Internal controls are used to support the consistent and timely administration of discipline, as well as to ensure ongoing compliance with company policies and the law. These are critical factors that must be constantly maintained in the practice of labour and employee relations. 

    The organisation is exposed to risks that will result in additional costs and damages. These risks include non-compliance risks, reputational risks, the risk of inefficient processes and data access, privacy, and security risks.

    – The ongoing communication of policies, procedures, and requirements.

    – Management’s awareness of all processes.

    – The completeness of files and accessibility of evidence.

    – The consistent application of measures and compliance with policies, rules and regulations.

    – A real time monitoring framework.

    –  A real time reporting framework.

    – An audit trail framework.

    – and the security of data

    It is not possible to eliminate all risks however implementing and correctly using erNavigator will significantly reduce the chances of a material labour and employee relations breach from occurring.

    No extra costs, access to these internal controls are covered by the annual erNavigator software license fee

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