Seta Service Level Agreement

The employer has certain rights and obligations under the Skills Development Act, DETA Learnership Agreement, SETA Service Level Agreement, Sectorial Determination 5 and Labour Relations Act. Without deviating from the responsibility of service providers for services provided under the addendum, the transfer of responsibilities to the service provider of this addendum does not relieve the client of the obligation imposed on it by the Skills Development Act, the Regulations, setA Learnership Agreement, SETA Service Level Agreement, Sectorial Determination 5 and the Labour Relations Act. The service provider is an independent contractor and is not liable to third parties for direct damages, indirect, punitive, random, indirect, consequential or damage of any kind, and frees the service provider from the losses, damages, costs, commitments and expenses incurred by the customer as a result of the provision of erroneous or outdated information or other means resulting from the performance of the extensive services provided or other means. The client releases the service provider and keeps it free of any losses that the customer may suffer as a result of third-party claims arising from the relationship between the client and the service provider. The service provider, while ensuring compliance with the above legislation when providing its extensive services, assumes no guarantee of its accuracy and assumes no responsibility for incorrect or outdated information. Legislation on skills development in South Africa is constantly evolving and employers themselves should be kept informed of new developments in skills developments. SETA requires generic organizations to designate a Skills Development Facilitator (SDF) to facilitate the planning, development and communication of skills within their organizations. The creation of a SDF and training committee (training committee is only necessary for: if the organization employs more than 50 people) is needed within an organization to ensure that an appropriate analysis of skills needs and gaps is carried out in order to identify gaps in qualifications not only within the organization, but also in the management of the sector qualification plan, the qualification of staff through progressive training and personal development plans (lifelong learning/career path), as well as the demand and management of grants for the financing of these programmes, learners and internships.