Credit

A competent and committed credit controller with 12 years valuable experience working in the finance departments of major companies. I’m primarily involved in chasing up overdue payments, resolving cr

ies, Legal Collections; Recoveries, Outsourcing of written off accounts/ Insolvency Deceased Estate Credit Evaluation Manager Secured and Unsecured Lending, Debt Review Manager. Credit Customer Assist

I am applying for the following positions : Credit Controller, Debtors Clerk, Creditors Clerk, Admin Clerk, Admin Manager, Credit Manager, Assistant Manager, Bookkeeper Assistant, Supervisor. Highligh

Bookkeeper, Credit Controller, Accounts Clerk, Accountant Very adept with numbers, very accurate and able to meet deadlines under pressure with minimum supervision I have good leadership skills and ve

tion calculation for both Local and International Treasury Variance analysis. Reconciliation of the Credit Risk Return against the Balance Sheet, Income Statement, Off Balance Sheet Items and the Inst

I strive to provide a service to Employers in the Hospitality and Business sectors. I cover all aspects of Employment Law and provide training to personnel. Some of the aspects of Employment Law covered by me: Grievances Grievances MUST be handled as they arise. If they are not they will become much bigger problems. You could end up having to defend yourself at the CCMA or the Labour Court if the employee feels you’ve done nothing to resolve his or her problem. Resolve every grievance as soon as reasonably possible. What is reasonable will depend on the complexity of the issues, but make sure you address them all. The first step to dealing with grievances is to construct a Grievance Policy and Procedure. • Draft your grievance policy • Investigate grievances lodged by employees • Mediate to resolve grievances Dismissals & Disciplinary Hearings When dismissing an employee, the CCMA will look at the following aspects of the Dismissal. Was there an employment contract, as per law needs to be signed on the first day of commencing work. Does the company have policies, procedures, disciplinary code in place and was the employee aware of any of these rules or could have had access to it? When dismissing was the rule applied consistently and was that the only appropriate sanction. Refer to schedule 8 of the Labour Relations Act. Often what would otherwise be a justifiable dismissal is overturned because employers have failed to follow the correct procedures. I provide you with advice including, but not limited to, assisting in drawing up contract, disciplinary code, policies and procedures, ensuring that it’s properly implemented and that management is fully trained. Before all that, did you conduct your Disciplinary Enquiry according to procedure? Suspended employee if needed, allowing employee to prepare for the Disciplinary Hearing after investigation is concluded and Notice to attend issued, advising the employee of his/her rights, ensuring evidence is available to employee, independent chairperson. I am a specialist in chairing disciplinary hearings and providing training to chairperson’s and to the initiator’s preparing for the disciplinary hearing. Industrial Action, Retrenchment and Unions Assisting in reducing the risk of industrial action and litigation following retrenchment and ensuring that all the necessary procedures are complied with as per the Labour Relations act. Section 189 Unions, both parties are governed by the same rules and regulations as set out in the Labour Relations Act. The question then arises, should we just sign the agreement or negotiate the agreement. When will a trade union be entitled to organisational rights, and what rights are they entitled to. I will assist in full negotiations with any trade union in your industry Poor Performance Management The Labour Relations Act allows for a person after probation period to be placed on poor performance management if not performing, I supply a detailed step by step policy, documents and training on poor performance. Training Courses for Personnel • Managers • Supervisors • Head Housekeepers • Housekeepers • Reservations (convert the call) • Front of House • Breakfast only I managed the Staff at Safari Postal and Internet café at Safari Gardens centre. • Day to Day training of staff. • Customer service. • Admin and filing • Customer service and answering calls • Printing, Scanning, Faxing and general emails • Type CV’s and documents • Distributing and sorting of mail • Binding and laminating • Customer compliments and complaints

rs and provide excellent customer service. Scan items and collect payments Process cash, check, and credit/debit card payments. Issue receipts, refunds, change, or tickets. Count money in cash drawers

Any job if I meet the requirements, I have Grade 12 and msc business college NQ level 3 credit 10

I am hard working person and I am willing to go extra miles to achieve goals and objective for my work. Ambitions to grow and develop a strong understanding of the business environment. Willingness to learn new skills and ability to work independently and efficiently under pressure with measures to enhance company growth to be profitable. Willing to work any job from driving, administrative or supervision.

atriculated, I have NQF level 4. I did normal office work including approving loans, affordability, credit checks, ledgers for head office, typing of documents, calling customers, invoices, Debt Colle