A secondment is a temporary employee assignment, often within the same organization or to another organization, without creating a new employment contract.
A well-structured employment contract forms the bedrock of a harmonious employer-employee connection. The Employment Act No. 11 of 2007 in Kenya delineates the rights, obligations, and varied contract types for both parties. These contracts encompass essential details like responsibilities, compensation, and benefits, acting as a blueprint to avoid disputes and ensure a productive working partnership. Delve into the nuances of contract types, crucial clauses, and factors influencing contract selection for a well-informed employment landscape.
Getting the call to interview is a bittersweet moment. Sweet because you passed the first round of shortlisting and bitter because the interview process can be daunting and nerve wrecking.
But, with the right preparation, you can increase your chances of acing your interview. In this article, we will explore Tips for you to have a successful interview.
Research The Company
It is important for you to know about the company that you are looking to work with. Dedicate a few hours learning about everything you can about the company. This information can be accessed online via the company website, professional social platforms such as LinkedIn as well as Google. It is advisable to use different sources of information, to make sure that you get a broad picture of the company and also be ready to answer questions on why you’d like to work there.
Prepare and Practice
You can prepare by understanding the role that you applied for, by taking a closer look at the Job description and matching it with your skills.
You can also prepare by practicing answering the common interview questions, and answering them in relation to how your skills fit what they are looking for.
Also prepare some questions for the interviewers as well, this shows interest in the position.
Dress Appropriately and be punctual
First impressions last and it is in your best interest not to get to your interview late. In fact, consider arriving a few minutes earlier. This will give you time to get settled in, calm your nerves and brush up on areas you might need to.
Dress appropriately for the interview, this shows professionalism.
Improve your interview skills
Interviews are not only about the questions the interviewer asks, but also about how you answer them.
How good are you at active listening? Small talk? Body language? Know that the interviewer is keen about these aspects and you should too.
Prepare for off guard questions
Or rather, know what to do if caught off guard. It’s a good idea to avoid dead air after being caught off guard by having a tactic to buy some time to think.
Repeating the question thoughtfully before answering is one tactic you can use to avoid stalling.
Send a thank you note after the interview.
This is a courteous gesture that can leave a positive impact on the interviewers. Purpose to send the note 24-48 hours after the interview, expressing your gratitude for the opportunity to interview and briefly stress on your interest to work with the company.
By applying the above tips, you will be prepared for your interview. Remember, an interview is a chance for you to showcase your skills, and by preparing you increase your chances of landing your dream job!
Mindfulness in the workplace refers to maintaining a present state of mind, and being aware of one’s thoughts, feelings, and actions. In the current fast-paced work environment, mindfulness ensures employees stay focused on the task at hand amidst internal and external stimuli eventually achieving the required productivity and efficiency. Mindfulness plays an important role in reducing stress by promoting a sense of calm, resulting in a positive impact on individual and collective mental health.
Self-care goes hand in hand with mindfulness, it means intentional actions that an individual takes to boost mental, physical, and emotional well-being. It has traditionally been reserved for outside work hours but we can all agree that work is invariably intertwined with our life routines. Self-care in the workplace looks different, it involves having boundaries, catching onto signs of stress, and prioritizing your own mental health.
To have a satisfying and beneficial experience with self-care and mindfulness, employees are encouraged to practice tips including but not limited to;
- Being consciously present while handling a task, for instance, if you’re preparing a report give it your full attention.
- Indulge in short mindful exercises during your work day, this may look something like a minute off work activity to take deep silent breaths.
- Be a ‘single-tasker’ – monotasking is a reminder to focus on one task at a time, multitasking is much more likely to degrade our performance on each of the tasks at hand.
- Slowing down to speed up – the mindful way of working is to decelerate for a short while and reflect, thereafter get back to a project fully rejuvenated which results to more productivity and efficiency.
- Make stress your friend – Sounds ridiculous right? Viewing a problem that causes stress as a positive challenge improves productivity and achievement at work.
- Organizing and setting limits on tasks handled per day.
- Utilizing one’s breaks to engage in an enjoyable activity such as taking a walk.
- Including items on the workstation that evoke joy, could be a small family portrait or motivational quote.
- Set defined boundaries such as turning off emails during the weekend and taking sick leave to prioritize physical health.
- Constantly hydrating and having healthy lunch.
How can employers support self-care and mindfulness in the workplace?
- Offer mindfulness coaching – A coach can help employees develop coping skills to better handle daily challenges and regulate emotions.
- Support employee breaks – Getting some time to recharge is fundamental in preventing burnout, therefore, improving productivity. Employers need to create clear leave policies that truly support clocking out of staff to relax.
- Design an ergonomically friendly workplace – This is a work environment with adequate lighting and offers options for a variety of working postures where employees thrive and are more comfortable.
- Recognize accomplishments – Intrinsic and/or extrinsic rewards not only encourages employees but also make them feel valued. Such small gestures make a difference in employee retention, morale, and motivation.
- Foster good habits – Encourage employees to log off and shut down to promote work-life balance, discourage eating lunch at the computer and practice what you preach. Set an example by living your own self-care rules!
It is important to integrate self-care and mindfulness in both our professional and personal lives to maintain positive mental health.
A mental health condition is an important determinant of an individual’s ability to achieve maximum productivity in the workplace. Most employers have at least one employee with a mental health condition at any given time. Human Resource Professionals in organizations ought to be keen to identify employee mental health conditions since they are not as visible as physical and communication disabilities, and subsequently offer required accommodations.
Reasonable accommodations are adjustments to a work environment that make it possible for qualified employees with mental illness to perform according to expectations and contractual agreements with the employer. Most accommodations can be made for minimal or no cost at all and a bit of input in terms of time and planning. Effective accommodations assist employees resume work faster after mental illness related leave, eliminate costs due to lost productivity, and also aid in recruiting and retaining qualified employees.
The process of developing and implementing accommodations begins with input from the employee. Accommodations vary, similar to people’s strengths, work environments, and job duties.
Here are some accommodations that can be incorporated in a company for employees with mental health conditions to enable them more effectively perform their jobs;
Job duties adjustments
- Prioritizing and restructuring to cater to essential job duties first and finalize with non-essential job functions.
- Organizing large assignments into smaller tasks and goals.
- Support and/or time for orientation activities, training and learning job tasks, and new responsibilities.
- Reduction and/or removal of distractions in the work area such as adjustment of telephone volume.
- Relocation away from noisy machinery and environment.
- Balance of lighting to ensure employees perform visual tasks efficiently and manage side effects of mental health illness.
- Implement suitable leadership styles and open communication between employers and employees regarding performance and work expectations.
- Tackle employee relations issues before they get out of hand.
- Regular discussions either weekly or monthly on workplace issues and productivity as part of annual performance appraisals to assess abilities and discuss promotional opportunities.
- Create employee awareness on right to mental health accommodations.
- Enforce written work agreements that include any agreed upon accommodations, long-term and short-term goals, expectations of responsibilities and consequences of not meeting performance standards.
Flexible working arrangements – Telecommuting and/or working from home.
Scheduling – Part-time work hours, reporting and leaving time adjustments, compensation for missed time.
Leave – Sick leave for reasons related to mental health, flexible use of annual leave, additional unpaid leave for treatment or recovery, leaves of absence for therapy and other related appointments.
Work breaks – Flexibility in scheduling breaks in terms of individual needs rather than a fixed schedule, provision of backup coverage during breaks, and telephone breaks during work hours to call professionals and others needed for support.
It is important to note that Part 2, Section 5 (3) (a) of the Kenyan Employment Act states that;
No employer shall discriminate directly or indirectly, against an employee or prospective employee or harass an employee or prospective employee— on grounds of race, color, sex, language, religion, political or other opinion, nationality, ethnic or social origin, disability, pregnancy, mental status or HIV status.
It is therefore a core duty of employers to ensure employees with mental health issues are fully supported to effectively and efficiently perform optimally at work.
Human Resource Professionals have always been concerned about managing mental health in the workplace. Some workers find it difficult to maintain their mental health, which has led to a decline in staff morale and decreased productivity. Additionally, more workers are battling substance usage. This raises the issue of how the HR department can assist staff members who are experiencing mental health issues.
- Promote Company-Wide Mental Health Resources
Chances are your company has mental health programs available but many employees are not aware. For example, most insurance plans offer an Employee Assistance Program (EAP). EAPs are voluntary, work-based programs that offer mental health assessments, short-term counseling opportunities, referrals to specialists, and follow-up services to employees. They serve as the first place an employee can go if they need help.
Does your company’s insurance plan cover mental health? If so, to what extent?
- Host Mental Health Support Training
As HR professionals, you are experts at understanding workplace dynamics as it relates to mental health. However, you don’t interact with your staff every day. To lessen stigma and teach them how to access the appropriate mental health resources, it is crucial that managers and staff members complete mental health training. Your department can engage an external consultant or specialist, organize internal training sessions, or enroll staff in online training courses. There are still many misconceptions around mental health. By giving employees training, you may assist them understand what the problem is and how to get help before it gets worse.
- Provide a Healthy Work/Life Balance
Long-term stress has been demonstrated to have significant negative consequences on people’s physical and mental health. An increased risk of anxiety, depression, mood disorders, substance abuse, occupational accidents, and interpersonal conflict between co-workers can result from professional burnout. When experienced simultaneously, not getting enough time off from work can be particularly harmful to mental health.
It is impossible to overstate how important work-life balance is. The consequences affect not only you but also people close to you. People you engage with at work and outside of it will value the opportunity to do so when you are at your best. Your personal connections will improve as a result of the devoted concentration once work isn’t permitted to consume your free time. On the other hand, maintaining a healthy personal life helps lessen unplanned interruptions at work, increasing productivity.
Prioritize Mental Health
HR departments are the first places employees go if they need assistance. But, it’s also important to proactively communicate all modes of mental health support. Start off by reviewing your company’s health insurance coverage to ensure that mental health is covered and then begin promoting these services to your employees.
Most importantly, offer an open and friendly HR environment where employees feel safe discussing their concerns or issues.
SUPPORTIVE WORKPLACE CULTURE
A supportive workplace culture is a culture that prioritizes its employees’ well-being and encourages a sense of belonging and teamwork. It fosters employees who feel valued, respected, and encouraged to do their best work. Every firm needs a positive company culture since it inspires workers to put in their best effort. When employees are inspired, they may put in more effort and give their best effort.
Did you know that companies with highly engaged employees outperform their competitors in earnings per share? That’s because engaged employees are more productive, creative, and committed to the success of the organization. A key factor in employee engagement is a positive workplace culture, which fosters a sense of community, purpose, and mutual support among employees.
Elements/characteristics of a supportive workplace culture
A supportive workplace culture is characterized by
- Intentional focus on boosting morale and improving company culture. It takes intentional efforts from everyone within the organization. Leaders are responsible for setting the tone and making the culture a priority.
- Effective and clear communication both from the employer and employee. Communication should be clear, courteous and proactive. Nothing is more frustrating for an employee than an ambiguous job expectation. A positive workplace culture values clear and open communication among employees, and between employees and the management.
- Employees receive appreciation for their efforts and successes and feel appreciated and valued for their contributions and ideas. Recognizing good work is an important morale booster and helps encourage employee engagement.
- An environment that promotes honest and open communication, where employees feel comfortable sharing their opinions, concerns, and criticism with their peers and superiors.
- In order to accomplish shared goals and objectives, employees are urged to cooperate and work as a team.
- The company provides training and development opportunities, mentorship, and other tools to promote the growth and development of its personnel. Best employees want more than to just punch a time clock each day for a paycheck. They want a c hance to better themselves and grow on their job. Companies that create a great work environment are often made up of leaders who truly value their employees and are committed to helping them grow personally and professionally.
Advantages of a supportive workplace culture
Creating a supportive workplace culture is important for the well-being of employees and the success of the organization. It can lead to a range of benefits, including improved employee retention, increased productivity, and better business outcomes. A supportive workplace culture can bring numerous advantages for both employees and the organization as a whole. Some of the notable advantages are
- It may result in higher levels of productivity, improved job performance, and job satisfaction. Increased employee engagement and motivation makes them feel feel appreciated, respected, and supported.
- When employees feel supported and valued by their organization, they are less likely to leave for other opportunities. This can lead to improved retention rates and reduce employee’s turnover, and creates a more stable workforce.
- A supportive workplace culture fosters a sense of community and teamwork, because it encourages open communication, mutual respect, and collaboration, which can lead to better collaboration and communication among employees, and improved team performance. This in turn lead to better teamwork and a more cohesive and productive work environment
- When employees feel supported and empowered to take risks and think creatively, they are more likely to come up with new and innovative ideas. This leads to improved products and services, and a more competitive edge for the organization.
- A supportive workplace culture can help reduce stress and promote mental health and well-being among employees. This leads to a happier and healthier workforce, and ultimately, improved performance, increased productivity and better business outcomes.
- A supportive workplace culture can help to attract top talent and improve an organization’s reputation as an employer of choice.
- When employees feel valued and supported, they are more likely to provide better customer service, which can lead to increased customer satisfaction and loyalty.
How to improve workplace culture
All stakeholders must commit to the continual process of workplace culture reform and work together to make it better. Organizations can establish a welcoming and encouraging work atmosphere that encourages participation, innovation, and productivity by using these methods.
- Encourage open communication between employees and leadership to create an environment where people can voice their concerns, share ideas, and provide feedback. An important measure of the heart and soul of company’s organizational culture is the way its people communicate with each other. It’s not the content of the communication that are important, but the way leaders and team choose to communicate.
- Leadership must model the behaviors and values that they want to see in the workplace. This can help establish trust, respect, and integrity within the organization.
- Give employees autonomy and decision-making power to create a sense of ownership and accountability. This can help increase engagement, motivation, and job satisfaction. Rather than micromanaging the team ie setting goals for instead of with them, but by setting the tone and expectations for how the teams function, leaders can build a great team that encourages autonomy. Teams don’t need to be told what to do, they need guidance. Giving your team this kind of self-governing power is one of the keys to building a culture of teamwork and contribution.
- Offer opportunities for employees to learn and develop their skills and careers within the organization. This can help increase employee loyalty and reduce turnover rates.
- Recognize and reward employees for their hard work, accomplishments, and contributions to the organization. Appreciation is feeling valued for one’s unique point of view, attitude, talent and contribution, while recognition is the action of showing appreciation. This can help increase morale, motivation, and job satisfaction.
- Provide a safe and healthy workplace environment that promotes well-being, respect, and inclusion. This can help reduce stress and mental health issues among employees.
- Establish a feedback mechanism to monitor and assess the effectiveness of workplace culture improvement efforts. This can help identify areas for improvement and provide insights into the organization’s culture.
In conclusion, in today’s job market, employers must offer more than just high pay and benefits to attract top talent. Modern-day job seekers want companies with a great work environment that makes showing up each day enjoyable. Not only does a positive workplace culture help attract and retain employees, it also has a direct impact on a company’s success.
To create a positive workplace culture, businesses should focus on fostering open communication, setting a positive example, empowering employees, providing opportunities for advancement, recognizing and rewarding success, fostering a welcoming work environment, and implementing a feedback mechanism. By investing in a supportive workplace culture, organizations can promote a more positive and productive work environment and, as a result, achieve stronger financial results.
Work-life balance is the state of equilibrium where an employee equally prioritizes the demands of career and personal life. It is an aspect of well-being related to the ability to manage both personal and professional responsibilities with adequate time for rest and leisure.
Most employees are torn between juggling heavy workloads, managing relationships, family responsibilities, and squeezing in outside interests leading to an unhealthy work-life situation.
In a rush to get it all done at the office and at home, it’s easy to forget that as stress levels spike, productivity plummets. Stress can zap our concentration, make us irritable or depressed, and harm our personal and professional relationships.
Here are a few practical steps employees can take to loosen their grip and win back the balance in life.
- Set manageable goals each day
Being able to meet priorities helps us feel a sense of accomplishment and control. The more control employees have over their work, the less stressed they are both at work and home. It’s good to be realistic about workloads and deadlines. Employees need a to-do list that aids in taking care of important tasks first.
- Efficiency with timelines
When employees procrastinate, the task often grows in their minds until it seems insurmountable. In the instance of a big project, it is advisable to divide it into smaller tasks with small rewards upon each completion such as a five-minute break or walk. The less time spent procrastinating, the more time spent productively, or with friends and family.
- Request for flexibility
Flex time and telecommuting are quickly becoming established as necessities in today’s business world, and many companies are drafting work/life policies. Upon request, an employer might allow you to work flexible hours or from home a day a week. Research shows that employees who work flexible schedules are more productive and loyal to their employers.
- Take five
Taking a break at work isn’t only acceptable, it’s often encouraged by many employers. Small breaks at work or on any project will help clear an employee’s head and improve the ability to deal with stress and make wise work or life decisions.
- Communicate effectively
Employees need to be honest with colleagues or their bosses when they feel they’re in a bind. They should not just complain but suggest practical alternatives.
The same technology that makes it so easy for employees to do their jobs flexibly can also burn us out if we use them 24/7. By all means, it is good for employees to create time after working hours for social requirements such as bonding with family and friends.
- Divide and conquer
Ensuring responsibilities at home are evenly distributed and clearly outlined enables avoidance of confusion and stress scenarios.
- Get support
Chatting with friends and family can be important to your success at home or work and can improve your health. Employees with stronger support systems have more aggressive immune responses to illnesses than those who lack such support.
- Stay active
Aside from its well-known physical benefits, regular exercise reduces stress, depression, and anxiety, and enables employees to better cope with adversity. It boosts immune systems and keeps employees out of the doctor’s office. It is a great idea to make time in your schedule for the gym or to take a walk during lunch as ways of exercising.
- Healthy lifestyle
Being in good shape physically increases tolerance to stress and reduces sick days. In addition, eating right, exercising, and getting adequate rest. Employees need to avoid reliance on drugs, alcohol, or cigarettes to cope with stress as they only lead to more problems.
- Get help if you need it
Don’t let stress stand in the way of your health and happiness. If you are persistently overwhelmed, it may be time to seek help from a mental health professional. Asking for help is not a sign of weakness, taking care of yourself is a sign of strength.
Benefits of work-life balance
If you can help create a healthy work-life balance for employees in your company, this will provide several benefits to your business, including:
- Better staff retention
- Increased productivity
- Higher employee engagement
- More profitability
- Strong brand reputation & more applicants
- Reduced absenteeism
Of course, it also benefits your employees in ways including:
- Better time management
- Personal growth
- Better focus
- Higher engagement
- Personal health & wellbeing
- Reduced stress
While we all need a certain amount of stress to spur us on and help us perform at our best, the key to managing stress lies in that one magic word, balance. Not only is achieving a healthy work-life balance an attainable goal but employees and businesses alike see the rewards. When employees are balanced and happy, they are more productive, take fewer sick off days, and are more likely to stay in their jobs.
Employees should receive feedback more often about what they are doing right, than what they are doing wrong. Positive behaviors can be strengthened by being emphasized, which helps to reduce undesirable behavior patterns. If the goal is to fulfill corporate objectives, work environments must be encouraging and nurturing because employees are always expected to perform more with less. Here are some ways employers can show appreciation:
1. Touch base early and often
While regularly taking time to say hello to employees and check in with them might seem like an unnecessary drain on your productivity, these interactions are points of connection for your employees (and for you). They prevent your staff from feeling invisible. A colleague mentioned that simply hearing “Good morning” or “How are you?” from his department manager would have been as meaningful as formal recognition.
2. Give balanced feedback
Employees want to know both what they’re doing well and where they can improve. Feedback to employees is information regarding their performance and also the information they can act on. Feedback must be shared in a manner that is understandable to them and is perceived by them as being provided in a highly respectful manner. Sharing feedback involves skills in effective listening, verbal and non-verbal communication, and working in multicultural environments. You should tailor your levels of encouragement and criticism to each individual, as everyone will react differently.
3. Address growth opportunities
Employees want to know what the future holds for their careers. When managers take time to explicitly discuss growth potential or provide opportunities and “stretch” assignments, employees interpret it as evidence that they’re valued. Conversely, when managers neglect to address people’s development, employees take it as a sign that they are not.
4. Make it a habit
Simply taking a few minutes to tell your employee specifically what you value about their contributions can have a tremendous impact. The range of options is almost limitless. The idea isn’t to create an automatic system for thanking employees, however, it’s more about permitting yourself to express your appreciation in a way that feels natural to you.
The best part of appreciation is that it’s free and doesn’t consume a lot of time. Anyone at any level can offer appreciation. It can be directed toward an employee, a colleague, or a boss. But when leaders get involved in the effort, a culture of appreciation spreads more quickly. Start by expressing more gratitude to those around you and see what happens. You might be surprised at what a big difference the little things can make.
A commentary on Civil Appeal No. 656 Of 2022 The National Social Security Fund Board Of Trustees Versus Kenya Tea Growers Association & 14 Others.
On 3rd February 2023, the Court of Appeal set aside a judgement delivered on 19th September 2022 by a 3-judge bench of the Employment and Labour Relations Court [“the ELRC Bench”], declaring the National Social Security Act 2013 [“NSSF Act 2013”] unconstitutional.
The effect of the judgement is to make the NSSF Act 2013 the operative law with immediate effect. The Act has certain salient provisions that rattle the status quo, hence the great public interest it has aroused.
Background of the matter:
The National Social Security Fund Act No. 45 of 2013 was assented to by the President of the Republic of Kenya on 24th December 2013 and came into force on 10th January 2014.
Following its enactment, five petitions were filed to challenge its constitutionality. 3 out of the 5 five consolidated Petitions were initially filed at the Constitutional and Human Rights Division of the High Court at Nairobi, but the High Court transferred them to the ELRC.
On 5th August 2014, Petitions 34, 35, 38, 49 and 50, were consolidated with Petition 35 being the lead file
Issues canvassed at the ELRC
The consolidated petitions before the ELRC contended that:
- That the enactment of the National Social Security Act No. 45 of 2013 (NSSF Act) in its entirety violated the Constitution of Kenya; and
- In the alternative, some of the provisions of the new Act contravened the Constitution and the Competition Act.
On 19th September 2022, the ELRC found the National Social Security Act 2013 to be unconstitutional. The Court specifically found that the Act dealt with finance matters affecting county governments; therefore, the Senate ought to have been involved in its enactment. The Court went further to impugn specific provisions in the new Act as being unconstitutional.
At the Court of Appeal
Aggrieved by the decision, The National Social Security Fund Board of Trustees appealed to the Court of Appeal. It raised, among others, issues on the jurisdiction of the ELRC to entertain the matter. It also faulted the ELRC bench for failing to find that the disputes pleaded in the petitions did not relate to an existing employee-employer relationship. A similar challenge was raised by the Cabinet Secretary for Labour, Social Security and Services, The Competition Authority and the Attorney General in their Cross-Appeal dated 31st October 2022. To them, determining the constitutionality of an Act of Parliament is a preserve of the High Court under Article 165 (3) (d) (i) of the Constitution. The Court of Appeal held that the ELRC bench lacked jurisdiction and set aside the judgment of the ELRC delivered on 19th September 2022 in its entirety.
The Court of Appeal addressed yet another issue: whether the enactment of the NSSF Act 2013 required the participation of the Senate as provided under Article 110 of the Constitution. A Bill not concerning county government is considered only in the National Assembly. A Bill concerning county government may originate in the National Assembly or the Senate and is passed by both houses. The critical question was whether the Bill leading to the enactment of the NSSF Act 2013 was a Bill concerning county government as “a Bill containing provisions affecting the functions and powers of the county governments.”
The Court of Appeal found that the ELRC bench erred by holding the concurrence of the Senate, and the National Assembly was required to enact the legislation.
Implications of the NSSF Act 2013
The following are some of the implications of the NSSF Act 2013:
- Under Section 18 (1) there is established both the Provident Fund and Pension Fund. The pension fund is mandatory and will cover all workers in the formal economy. The Provident Fund is voluntary, and it will cover the self-employed. The pension fund will pay members monthly pensions, while the Provident Fund will now replace the old provident Fund and make lump sum payments.
- Section 18(3) requires members of the Provident Fund to migrate to Pension Fund subject to meeting the eligibility criteria for membership except voluntary members.
- Section 18(4) makes it mandatory for “all persons” including employers to be pension fund members.
- Section 19(2) has created a link between registration with the Fund and access to other government services. The requirement is that; (2) Any person who is registerable as an employer under this section shall produce proof of registration with the scheme as a precondition for dealing with or accessing public services.
- Section 20(1): The rates of contribution to the new Pension Fund will be at 12% of the pensionable earnings (gross earnings) split as follows:-
- Employer – 6%
- Employee – 6%
There will be a gradual increment in the first five years of the commencement of the New Act as per the third schedule.
- Under Section 23: The Self Employed Persons who are Members of the Provident Fund will pay Kshs. 200/= as the minimum amount of voluntary contribution to the Fund. The minimum aggregate contribution shall be Kshs. 4,800/= annually.
- Section 27 provides for charging of interest on late payment. Section 24(2) (d) and (4) states in mandatory terms that all interests charged should be credited into the individual member account.
- Section 35(4) gives the Board absolute power to decline to pay or vary payment to a nominated beneficiary.