Nuts & Bolts of Labour Law

Workshop dates:

Johannesburg:  For future dates email customerservice@norcazacademy.co.za
Durbanville, Cape Town:  For future dates email customerservice@norcazacademy.co.za
Durban North: For future dates email customerservice@norcazacademy.co.za

Course Fee: 

Single: R5,950.00 (R6,783.00 incl. VAT)
Group booking of 5 delegates or more: R5,200.00 (R5,928.00 incl. VAT) per delegate – T&Cs apply.

In-House Training sessions: available on request – send an e-mail with specifications to admin@norcazacademy.co.za

 

The amendments / changes to the current labour legislation will also be dealt in detail with during this workshop
Who Should Attend?
  • Executive Directors of small to medium businesses
  • HR and IR professionals with limited exposure to Labour Law
  • HR Practitioners
  • Line Managers and other responsible for labour law matters

The proposed amendments / changes to the following Bills will be dealt with in detail during this workshop:

New Draft Employment Services Bill

The employment Services Bill that was published during December 2010 has significance in the legal framework that it provides for the operation of employment services in South Africa.  Legislation is required because of the transfer of skills development functions to the Department of Higher Education and Training.  This service was previously provided for in the Skills Development Act which is now the mandate of the Department of Higher Education and Training.

This Bill has also relevance to labour broking as it makes provision for the regulation of temporary employment services by government.

The Revised Employment Equity Bill
  • Equal work for equal value
  • Strengthening enforcement and compliance proposed which empowers the Director-General to impose fines on non-complying employers as a percentage of the annual turnover of the company
The Revised Labour Relations Bill
  • Regulating contract work
  • Addressing the problem of labour broking
  • Defining the employer and employee
  • Commission of Conciliation Mediation and Arbitration (CCMA)
The Revised Basic Conditions of Employment Bill
  • Changes to the power of the Minister
  • Child labour: amendments are proposed to align the BCEA with South Africa’s International law obligations in terms of the International Labour Organisation Convention (No 182) on the Worst Forms of Child Labour.
  • Strengthening the power of the inspectorate: contraventions of certain provisions in monitoring and enforcement of the Act are criminalised which will enhance the effectiveness of the inspectorate.COURSE OUTLINE:
Introduction to Labour Law in South Africa

Relevant legislation especially the Constitution & Labour Relations Act (LRA) & the Basic Conditions of Employment Act (BCEA)

Basic Conditions of Employment Act
  • Contracts of employment
  • Working hours and overtime
  • Salaries/wages and benefits
  • Types of leave (e.g. annual leave, sick leave, maternity leave and family responsibility leave etc.)
  • Medical certificates
  • Termination of employment (by expiry of the period/probationary period, by employee / by employer etc.)
General
  • Common Law duties of employer and employee
Labour Relations Act
  • The objectives of the LRA
  • Rights of employers and employees
Trade Unions & Collective Bargaining
  • An overview of collective bargaining
  • The role of Trade Unions
  • Freedom of Association
  • Recognition of trade unions
  • The difference between majority and minority unions and how to deal with each (Representivity test)
  • Employee rights
  • Employer’s rights
  • The role of the shop steward
  • Trade union rights
Dispute Resolution Mechanisms
  • CCMA/ Bargaining Councils (BC) / Private arbitration
  • Jurisdictual issues viz matters of mutual interest etc.
Unfair Labour Practice
  • What constitutes an unfair labour practice
  • Referral and remedy of an unfair labour practice
  • Role of the CCMA/BC and the Labour Court
  • Unfair dismissals
  • Procedures to follow: Dismissals for poor performance, misconduct & retrenchment
  • Code of good practice
Disciplinary Action
  • Schedule 8 of the LRA
  • The company’s codes
  • Progressive disciplinary action
  • Types of misconduct
  • The differences between poor performance, incapacity, misconduct and operational requirements
  • Grievance, disciplinary and appeal procedures
  • Disciplinary hearings/inquiries
  • Appropriate sanctions
Poor Performance
  • Schedule 8 of the LRA
  • The companies’ codes
  • The difference between performance management and disciplinary action
  • Standards, job descriptions and job profiles
  • Performance management system
  • The appraisal and evaluation
  • Corrective measures and counselling
  • When the performance management system and corrective measures fail
  • The disciplinary hearing and onus of proof
Codes & Procedures
  • Sexual Harassment in the workplace
  • HIV & AIDS policies
  • Smoking policies
  • Privacy policy
       
 Messengers, Drivers & Courier Drivers
Single: R4,000.00 (R4,560.00 incl. VAT) Read More
Office Cleaning & Tea Assistants Programme
Single: R4,000.00 (R4,560.00 incl. VAT) Read More
Social Media

Single: R3,850.00 (R4,389.00 incl. VAT)

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 Guide to Imports & Exports

Single:  (3 days): R8,500.00 (R9,690.00 incl. VAT)

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