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Industrial Relations Retainer Package

By | IR & Legal Services | No Comments

SEIFSA’s Industrial Relations division has introduced a comprehensive industrial relations management retainer service.

The service includes the following:

  • All aspects of industrial relations management up to and including the convening of grievance, disciplinary and appeal hearings, meetings with unions and shop stewards and the attending of conciliations at the CCMA / MEIBC CDR
  • Charing of various shop steward committee meetings and assisting in management and elected committees, the compilation and submission of the Employment Equity Act EEA 2 and EEA 4 Report forms

The cost of the service to member companies is R3300.00 (incl.VAT) per month for the first eight hours of the service with any additional hours thereafter billed at the standard SEIFSA member billing rate of R599.00 (inc. VAT) per hour.


Terms and Conditions

The duration of this agreement will be for a minimum period of 12 months.

SEIFSA undertakes to review the agreement with the member annually thereafter.

The retainer package does not include:

  • Representation at arbitration and Labour Court proceedings. Representation by a SEIFSA Industrial Relations consultant at arbitration proceedings will be at the standard SEIFSA billing rate

IR & Legal Services Consultancy

By | IR & Legal Services | No Comments

SEIFSA IR Services’ qualified and experienced staff offer a legal service to companies that encompasses consultancy on all industrial relations and labour legislation issues, including the resolution of company-level disputes over allegations of unfair dismissals, unfair retrenchments and unfair labour practices.

Let our team of professional industry experts assist you in:

  • Preparing all necessary documentation
  • Preparing witnesses for evidence and cross-examination
  • Presenting the company’s case to the arbitrator or in court
  • Processing the bargaining council’s exemption applications

Our staff maintains a high rate of dispute resolution through the bargaining council’s dispute resolution centre, protecting member companies from industrial action and costly litigation.


In a nutshell, our service embraces:

  • Advice on general industrial relations and legal issues
  • Interpretation and advice on labour laws
  • Interpretation and implementation of the bargaining council agreements
  • Formulation and implementation of company-level industrial relations policy documents and procedures
  • Assistance in bargaining council and CCMA dispute resolution processes
  • Formulation and processing of bargaining council exemption applications
  • Representation at arbitration hearings and at the Labour Court
  • Grading of industry employees
  • Assistance in formulating employment equity plans and reports
  • The chairing of company-level disciplinary enquiries



Members: R 599.00 (incl. VAT)
Non-Members: R 900.00 (incl. VAT)


Job Grading

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The primary objective of job classification is to accurately define and describe the current duties and responsibilities of jobs for purposes of:

  • Determining compensation levels and competency requirements.
  • Identifying career ladders and promotional lines.
  • Translating broad company plans into the assignment of duties and responsibilities to individual jobs (job descriptions).

The classification of work is fundamental to any HR management system. In large and complex companies, both public and private, it provides a means of grouping similar types of work together so that they can be ranked by levels of difficulty and differentiated from other work.

Factors that are considered include such elements as the:

  • Nature, scope and level of the duties and responsibilities
  • Relationship of the job to other jobs in the department
  • Supervision given or received
  • Exercise of independent judgment


Impact of the work performed to the organisation – both of scope and duration

Classification is based upon the objective elements of a job and does not consider the status of an incumbent. Typically, the employee’s length of service, time spent at the maximum salary level of the job, or the quality of performance is therefore not considered in determining the appropriate classification of a job.

When the work is properly defined and classified, managers are able to determine the skills needed to perform the work.

Grouping similar work and the employees who do that work, provides unions and the employer with a practical means of collectively bargaining appropriate employee wages and terms and conditions of employment.


Alignment of the work and the skills required to perform it is essential for the effective:

  • Recruitment
  • Selection
  • Retention
  • Professional development of employees.

Job classification for scheduled jobs in the metal and engineering Industry is done according to the Main Agreement where the current 13 grade structure is still applicable.