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Medical testing of an employee is prohibited unless: • Legislation permits or requires the testing • It is justifiable in the light of medical facts, employment conditions, social policy, the fair distribution of employee benefits or the inherent requirements of a job. ➢➢ Psychological assessments of an employee are prohibited unless the test or assessment being used: • Has been scientifically shown to be valid and reliable; • Can be applied fairly to all employees; • Is not biased against any employee or group.

The employee may refer the dispute to the Labour Court for a decision. 3 Decision against an unfair labour practice The LRA makes provision that an arbitrator may determine the unfair labour practice within the terms he or she thinks is fair. This may lead to the re-instatement of the employee or the remuneration of the employee, The remuneration must be fair and may not exceed 12 months’ salary. 4 Unfair dismissal The LRA make provision that each employee has the right not to be unfairly dismissed.

STEP 4: Present The Product To The Sponsor ➢➢ Invite the persons involved with the sponsorship decision to have a look at your facility and products. ➢➢ The sponsor gets firsthand knowledge on how the products are used as well as who the consumers are. ➢➢ This step creates a lasting impression in the minds of the decision makers and therefore this impression must be positive. STEP 5: Compile A Sponsorship Proposal This step involves creating a proposal that the sponsor will accept. The proposal is a general sponsorship program which is based on the inputs of the sponsor so far.

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