060 993 8528 [email protected]

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welcome to

TekPulse

CREATING VALUE IN COMPLIANCE
Legal compliance is an integral part of business sustainability, and if done in a manner that ensures compliance as well as generates insightful reports, can add immense value to organisational strategy.

TekPulse is “Creating value in compliance”

Legal compliance is an integral part of business sustainability, and if done in a manner that ensures compliance as well as generates insightful reports, can add immense value to organisational strategy.

Legal compliance is mandatory and driven across various dimensions –

• Statutes
• Regulations
• Codes of Practice
• Technical Assistance Guides
• Case law
• Other related documents.

Our Aims

TekPulse aims to enable the areas of compliance that require interventions with one or a combination of the following characteristics

• Surveys
• Checklists
• Questionnaires
• Risk assessments
• Feedback on particular aspects
• Record-keeping
• Consultation
• Communication
• Statutory planning, reporting and submissions
• And the like.

TekPulse the joint venture

TekPulse is a joint venture by 3 passionate stakeholders who have –

  • More than 30 years’ experience in labour law, human resources, and compliance across all industries and sectors
  • A proven track record in technology and digitisation in the field of labour law, human resources, and compliance
  • Project management expertise in end-to-end design, development, operationalisation, measurement and closing out phases.

These three parties have decided to provide a simple, effective and automated set of solutions that are required by law but which are not generally provided in payroll and HR information systems.

Labour Laws

There are numerous labour laws that require mandatory compliance activities such as the following:

  • Code of good practice on harassment requires mandatory harassment risk assessment.
  • The Employment Equity Act requires a barriers analysis and affirmative action measures.
  • The POPIA requires ongoing impact assessments and compliance with numerous measures of implementation.
  • The AARTO Act requires organisations to implement various framework and checklists in order to ensure compliance.
  • Employment Equity plans must prioritise the appointment of designated persons, failing which organisations will need to justify non-compliance.
  • Various organisational surveys, including stuff satisfaction and organisational climate surveys.
  • It is our objective to create value in compliance and to allow for clients to benchmark in respect of legal and best practice across the various industries and sectors.

In this regard, as its name suggests, the word pulse means to keep abreast of developments and to determine the current condition of compliance within organisations so that they can report effectively and take proactive steps in ensuring that they can go from strength to strength.