Gerhard

General Worker. I'm able to work in any position. And I'm well to learn and gain more experience.

ENGINEER MANUFACTURING ON SHEET METALS AND DESIGN. WITH ELECTRICAL, HYDRUALICS, PNEUMATICS, POWER DRIVES AND VISIBLE TOUCHE SCREEN APPLICATIONS. I AM ALWAYS SEEKING FOR NEW IDEAS TO IMPROVE WORK FLOW, COST SAVINGS, AND GROWTH. MY KNOWLEDGE OF MACHINE BUILDING WITH HIGH SPEED MACHINERY HAS MADE ME AN EXCELLENT WORKMAN WITH BENFITS: CODE 14 DRIVER, CAD DESIGNER ON SHEETMETALS, ELECTRICAL WORKS, HYDRUALICS, PLUMBING, WELDING ALLOYS, MACHING OF PARTS, CNC - NC MACHINING PRODUCTIVE MAINTENANCE SCEDULE PLANNING AND COST PLANNING. I ALWAYS FIND WAYS TO LEARN AND TEACH OTHERS TO FOLLOW.

Good fault finding TM3, working on hydraulic systems on LHD and simbas and rigs currently working on production only simbas long hole rigs and Sandvik rigs production services and break down crew Honest in responsible reports and will provide my skills and knowledge to in prove the mine to the best of my abilities

I am self employed, i have the following expierience, welding with co2 and arc welding, i also have mechanical experience and little auto electrical experience, I am a very hard worker, i get the job done.

As on Cv.

Any job, I'm a hard worker, energetic person, and I'm willing to learn and have good interpersonal skills.

I have vast sales and marketing experience within the engineering sector and dealing with clients such Transnet Engineering, Denel Land Systems And Denel Aero Structures. I’ve document and implemented Quality management system ISO 9001:2008 in two companies. I’ve managed and overseen multi million projects. I have over 15 years senior and executive management experience.

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

I AM WORKING IN A SECURITY COMPONY CONTROL ROOM PERM NIGHT SHIFT NON DRINKER EVERY DAY AT WORK RELIABLE TRUSTWORTHY HARD WORKING WANT TO MOVE OUT OF GAUTENG STAY AND WORK AT THE COAST I AM SINGEL STAY ALONE CAN MOVE IF I MUST