R3675,00
This training will provide guidelines for chairing disciplinary hearings, the role of all participants, procedural and substantive fairness, admissible evidence, and making a fair verdict on the basis of a balance of probabilities, and a fair penalty.
Description
This training will provide guidelines for chairing disciplinary hearings, the role of all participants, procedural and substantive fairness, admissible evidence, and making a fair verdict on the basis of a balance of probabilities, and a fair penalty.
Section One – Fair and effective discipline
- General principles of fair and effective discipline
- The need to discipline
- What effect does the LRA (1995) have on discipline and dismissals?
- Unfair dismissal, Automatically unfair dismissal and fair dismissal
- Employee duties to a company
- Issuing of warnings
Section Two – Conducting a fair disciplinary enquiry
- How to conduct a fair disciplinary enquiry
- Procedural and substantive fairness
- The disciplinary enquiry: preliminary investigation to collect evidence
- The disciplinary enquiry: notification, formulating the charge, employee rights
- Checklist for the chairperson of a disciplinary enquiry
- The key roles and characteristics of participants at a disciplinary enquiry
- Mitigating, aggravating evidence: The impact
Section Three – effect of criminal proceedings on disciplinary action
- Criminal proceedings and disciplinary enquiries
- Acquittals: effect on dismissal
Section Four – The Labour Relations Act’s, Code of Good Practice: Dismissals
- Introduction
- Fair reasons for dismissal
- Procedures
- Suggested procedure for holding a disciplinary investigation [Item 4(1) of the code]
- Dismissals and industrial action
- Poor work performance
- Ill health or injury
Duration
1 day
1 day
Time09:00 – 15:00
Facilitator
Michael Lavender
Michael Lavender joined SEIFSA in 1991 as an Industrial Relations Advisor, after two and a half years in the mining industry in the position of an Industrial Relations Advisor. He has held various positions within the Industrial Relations Division, including Senior Industrial Relations Advisor, Industrial Relations Services Training Manager, and was appointed to the position of Industrial Relations Manager in 2013.
Providing key Industrial relations consultancy and training services, Michael holds:
- a Bachelor of Social Sciences degree, majoring in Industrial Psychology and Economics from the University of KwaZulu-Natal, formerly the University of 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).
In addition, Michael is the Lift and Escalator Employer spokesperson for the Lift negotiations.
He is also a representative at the Metal and Engineering Industries Bargaining Council.
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, 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.
Enquiries
Tel: 011 298 9400
Email: sales@seifsa.co.za
Additional information
| Location | Webinar, Afrique Boutique Hotel |
|---|---|
| Date | 23 May 2024 |
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