Statements that the MEMBER will remain employed by the employer at all times during the secondment; that the duration of the MP`s uninterrupted employment is not interrupted; and the second will be back at the employer`s job at the end of the agreed period and should therefore be included in the secondment agreement. In order to avoid service problems, it is advisable to define the work schedules, the type of work and the person or team to which the Member will report for the duration of the secondment. The agreement may contain provisions restricting the host that indicates the member during or for a specified period after the posting. The employer should continue to be responsible for managing the MP`s delivery during the secondment, including dealing with jurisdictional and behavioural issues. This necessarily requires feedback from the host on the MEMBER`s good results – a specific clause may be included in the agreement to require the host to regularly provide the employer with reports on the MEMBER`s progress. If the Member is a citizen or resident of the Republic of South Africa and is seconded to work in South Africa, there are no restrictions on the duration of a secondment agreement. Despite the provisions of the detachment agreement, too long a detachment may create an expectation of employment on the part of the host. It is therefore advisable to set the purpose and duration of the detachment. The agreement may contain provisions for the possible extension of the detachment. Despite the explicit conditions of the secondment agreement, it is still possible for the host to be considered the MP`s employer if the traditional employment status examinations are completed. In order to reduce the chances, the secondment agreement should also indicate that the employer retains overall control of the Member; The host only sets the minimum instructions and supervision necessary to enable the Member to perform his duties; and that the MP should not be included in the host activity. There are a few essential concepts that employers and hosts need to know when entering into a secondment agreement: the management of benefits during the secondment of a worker should not be overlooked, especially in the case of a long-term secondment.
The parties may include a mechanism to keep the employer informed of the MP`s performance. If the main areas of service are different during a secondment because of the services provided, the Member must be informed in advance. In addition, it is questionable whether the provision of an MP to a host means that the employer is performing a „job activity“ within the meaning of the employment agency and employment company behaviour regulations in 2003. In this context, a separate agreement between the employer and the Member will help the employer ensure that it has fulfilled its obligations under these regulations, in order to obtain the Member`s agreement and give him the required level of information. The easiest way to do this is to write the Member a letter of secondment explaining all the essential conditions agreed between the employer and the host and ask him to sign it and return it to let him know of his agreement. It is also important to include provisions indicating how and under what circumstances the parties can terminate the detachment by then.