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The Role and Function of Shop Stewards at the Workplace – Building Healthy Workplace Relationships

By | IRLS Training Catalogue | No Comments

Supervisor’s and shop steward’s need to know and understand the roles and responsibilities of each other, in the context of the unique character of the South African labour environment, including the trade union organisational rights spelt out in the Labour Relations Act.

Once the parties achieve this understanding of each other’s roles and functions, this allows for an environment that will help foster better relationships and enable parties to move to a less confrontational way to achieve desired goals and hopefully achieve an environment of co-operation.

Supervisors and shop steward’s industrial relations and work functions will be covered, as well as guidelines on how to move from confrontation to co-operation. Lastly and importantly the objectives and obligations of the employment relationship and employment contract will be discussed.

The Protection of Personal Information (POPI) Act, the amendments and the impact of POPI Act on Contracts

By | IRLS Training Catalogue | No Comments

This course will assist companies in understanding the meaning of the POPI Act and the impact that this piece of legislation has on their organisations.

The presenter

Bridgette M Mokoetle

Who should attend?
  • Managing Directors
  • Managers
  • Compliance Officers
  • HR Officials
The workshop will cover
  • Aspects of preparing for POPI through practical means of revamping their organisations’ compliance resources
  • Provide you with full insight of how POPI will affect the companies’ contracts
  • As part of the workshop, we will go through the process of how to review documents/contracts to include the aspects laid down in POPI
  • How to integrate POPI and the Consumer Protection Act by drafting contracts in plain language

Discuss how to comply with POPI in protecting your employees’ and customer’s information and data and ensuring that they are aware of how their information is to be used.

The BCEA vs The Main Agreement for the Metal & Engineering Industries

By | IRLS Training Catalogue | No Comments

Ever get confused about the relationship and the differences between the BCEA and the Main Agreement.

If so attend this workshop and get to understand their relationship, who they apply to, what their differences are and if the Main Agreement has to comply with the BCEA.

The presenter

The workshop will be led by SEIFSAs IR practitioners, who are acknowledged as experts in all facets of industrial relations, including industry negotiations, dismissals, employment contracts and dispute resolution.

The workshop will cover

  • What are the main roles of the BCEA and the Main Agreement?
  • Which companies and employees are covered by the BCEA and the Main Agreement?
  • Conditions of employment of the BCEA and the Main Agreement: Which are the same? Which are different?
  • Hours of Work, Shifts, Overtime and Public Holiday Rates?
  • Annual Leave, the Annual Shut-down, a 13th Cheque?
  • Wages, Pay Slips, Pay Day and Employment Contracts?
  • Maternity and Paternity Leave?
  • Sick Leave and family Responsibility Leave?
  • Retrenchments, Lay-off and Short-time?
  • Termination Notice?

The presenter

SEIFSAs Industrial Relations Department senior personnel are acknowledged as experts in all facets of industrial relations, including industry negotiations, dismissals, employment contracts and dispute resolution.

Retrenchments, short-time and Lay-offs – Keeping it simple – the Do’s and Don’ts

By | IRLS Training Catalogue | No Comments

Difficult times call for difficult measures. This half-day workshop will simplify the processes for implementing short-time, lay-offs and retrenchments / operational requirement terminations, as per Annexure A of the Main Agreement and Section 189 of the LRA. The workshop will identify the common errors that employers make and give delegates the key tools to implement all three processes correctly, simply and efficiently, which will substantially limit successful challenges.

SEIFSA also offers the training on an in-house basis which is a more cost effective option where you have several delegates or more.

The workshop will cover

Short-time
  • Applying short-time effectively, fairly and expeditiously.
  • The notification: contents, time period, consultation requirement.
  • How short can short-time be, how long can you implement short-time for?
  • Do you have to have an agreement before you implement short-time?
  • Can you have overtime and short-time running con-currently?
  • What happens if work suddenly picks up, or decreases further?
  • If workers arrive at work and due to circumstances beyond your control cannot work, what can you do?
  • What happens if public holidays or sick leave is claimed during a period of short-time?
Lay-offs
  • an alternative to retrenchments,
  • The notification: contents, time period, consultation requirement
  • How short can lay-off be, how long can you implement a lay-off for?
  • Do you have to have an agreement before you implement a lay-off?
  • What happens if work suddenly picks up, or decreases further?
  • Can some employees be layed off and others still work?
Retrenchment
  • Small scale or large scale retrenchments, what’s the difference?
  • The notification and the consultation process – the do’s and don’ts.
  • The selection criteria – who is selected for retrenchment – keeping it fair and objective.
  • The bumping principle.
  • Alternatives to forced retrenchments.
  • Severance pay – what must be paid out.
Can you use Labour Brokers and Limited Duration Contracts during short-time, lay-offs and retrenchments.
The Training Lay-off scheme

The retrenchment assistance programme

Managing Absenteeism and Sick Leave at the Workplace

By | IRLS Training Catalogue | No Comments

The workshop will look at the main absenteeism issues affecting the health of your company, namely:

  • How to manage sick leave utilisation / abuse
  • Do you need to recognise traditional healers?
  • What constitutes a valid sick note and when can I insist upon one?
  • What disciplinary action can be taken to deal with unauthorised absence?
  • What constitutes authorised versus unauthorised absence?
  • How does unauthorised absence affect the leave and leave enhancement pay?
  • This workshop will provide you with guidelines to effectively manage these issues on a daily basis.
The workshop will cover
  • How to effectively manage sick leave thereby minimising sick leave abuse
  • How to identify and manage fraudulent medical certificates
  • How to discipline employees who abuse sick leave
  • Understand the issues surrounding traditional healers and paid sick leave

Law of Evidence

By | IRLS Training Catalogue | No Comments

Often failure to lead and/or produce evidence in the required manner at the correct forum compromises cases.
Evidence is a key aspect to the presentation of any case at any forum and the relevance of witnesses to corroborate different forms of evidence should be identified. Evidence produced before the adjudicator is the determination of which party is successful to a matter.
The initiator/respondent to the different processes should be able to identify different forms of evidence and present relevant forms of evidence upon requirement.

The workshop will cover
  • Understanding the different forms of evidence;
  • Presentation of different forms of evidence when required;
  • Understanding when a witness would be required to corroborate different forms of evidence;
  • Understanding the admissibility of evidence;
  • Understanding the weighing of evidence at proceedings.

Key Aspects of Labour Relations Act

By | IRLS Training Catalogue | No Comments

Amendments to the Labour Relations Act 66 of 1995 came into effect on 1 January 2015 and companies were offered a three (3) months grace period of complying with the legislation. Further amendments to the Basic Conditions of Employment Act 75 of 1997 came into effect in or around September 2014.

Employers who are not apprised with the legislations and as a result find themselves in breach of the legislations suffer great consequences of penalties or worse negative decisions on referrals to respective forums. The LRA and the BCEA is the core of an employment relationship and employers are required to identify with all its aspects as it regulates the relationship between the employer and the employee.

How to Tender Successfully – Beginners Course

By | IRLS Training Catalogue | No Comments

This workshop seeks to equip the attendees with the A-Z principles of tendering procedures, legislative provisions outlined in the Public Finance Management Act as well as the Regulations and Guidelines issued by the National Treasury to ensure that the attendees are equipped with the knowledge of tendering successfully for projects untainted by corruption. In addition the workshop covers the important economic aspects of tendering which include pricing products and services and mitigating inflation risk in tenders.

Handling Conflict and Common Problems at the Workplace

By | IRLS Training Catalogue | No Comments

On completion of this workshop, you will:

  • Tips on managing conflict and eliminating grievances
  • Understand the key concepts and principles of fair grievance handling
  • Know the key element and procedures for conducting a fair grievance enquiry
  • Discuss the role of the various participants at the grievance enquiry

About the workshop

SEIFSA has developed a half-day workshop focussing on empowering your supervisors and first line managers to deal with conflict and misconduct effectively on the shopfloor.

The workshop will cover

  • Understanding the employment relationship
  • The basic employment obligations to be expected from employees and shop stewards
  • Dealing with conflict and misconduct, including:

o    Poor timekeeping

o    Absenteeism

o    Desertion

o    Sick leave or abuse

o    Intoxication

o    Theft and dishonesty

o    Refusal/failure to work and insubordination

o    Poor performance

o    Incapacity

o    Harassment

o    The burden of proof

o    Corrective action and the issuing of warnings

o    Dealing with grievances

The presenter

Michael Lavender holds a Bachelor of Social Sciences degree, majoring in Industrial Psychology and Economics from the University of KwaZulu-Natal, a Personnel Management Trainee Programme from Rand Mines,a Certificate Programme in Industrial Relations (CPIR) from the University of the Witwatersrand’s Graduate School of Public and Development Management (Wits Business School), and an Expert Negotiator Certificate issued by the Gordon Institute of Business Science (GIBS). Since joining SEIFSA is 1991, he has gained extensive knowledge and experience and daily duties include but are not limited to, advising and training companies on the Main Agreement and labour law, and chairing hearings in the areas of disciplinary, incapacity, grievance. Representing various companies in retrenchment consultations and other industrial relations matters such as disputes and industrial action, as well as at the CCMA and the MEIBC Bargaining Council at conciliation and arbitration.

Who should attend?

  • Supervisors
  • Foreman
  • First line Managers
  • Anyone who needs to know the basic principles of dealing with shopfloor misconduct

Employment Contracts and the Law

By | IRLS Training Catalogue | No Comments

Employers need to ensure that contracts of employment provide the maximum benefit to the company and ensure the flexibility that every successful company needs.

The workshop will cover

The potential pitfalls and benefits of using alternative and flexible employment arrangements, including avoiding claims of unfair employment practices and unfair dismissals. Focus will be given to permanent employment contracts, limited duration or fixed term contracts, the use of labour brokers and independent contractors and casual employment. The course will cover the impact that labour legislation such as the Main Agreement, Basic Conditions of Employment Act and the Labour Relations Act has on these contractual arrangements. Mention will be made of other beneficial flexible working arrangements contained in the Main Agreement.