HR Series Session 4: Disputes, Disciplinaries & Dismissals
Disputes, Disciplinaries & Dismissals
Human Resources,Human Resources Other
Lectures -7
Resources -1
Duration -2 hours
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Course Description
The principle of fair labour practice is a fundamental right that is guaranteed in the Constitution of the Republic of South Africa which is the supreme law of the land.
Whether you are a small business owner, sole proprietor, partnership or large corporation, if you employ staff you should be equipped with the basics conditions of employment. Should a dispute arise, you must also be informed of the right steps to take. Most importantly, you must know what documentation to keep.
Topics Discussed:
- Disputes
- Disputes – Different types of disputes
- Freedom of association;
- Organisational rights;
- Collective agreements;
- Mutual interest issues;
- Unfair dismissals;
- Unfair labour practices; and
- Unfair discrimination
- If you are an employee in dispute with your employer, or vice versa, over a matter such as:
- Dismissal;
- Wages and working conditions;
- Workplace changes;
- Or discrimination you may want to ask the CCMA to conciliate or even arbitrate your dispute.
- A union or employers' organisation may also initiate this action. You do not need the other party's consent before taking a matter to the CCMA
- Speedier dispute resolution process called con-arb
- Disciplinaries
- Disciplinary measures short of dismissal
- verbal warnings for minor transgressions
- written warnings for consistent misconduct
- final warnings for persistent misconduct
- Duration of Warnings
- a verbal warning should remain valid for 3 months
- a written warning should remain valid for 6 months
- a final written warning should remain valid for 12 months
- Dismissals
- Fair reasons for dismissal
- Dismissals for misconduct
- Fair procedure
- Disciplinary records
- Dismissals and industrial action
- Constructive dismissals
- Guidelines in cases of dismissal for misconduct
- Guidelines in cases of dismissal for poor work performance
- Incapacity: Ill health and injury
- Guidelines in cases of dismissal arising from ill health or injury
Goals
Topics Discussed:
- Disputes
- Disputes – Different types of disputes
- Freedom of association;
- Organisational rights;
- Collective agreements;
- Mutual interest issues;
- Unfair dismissals;
- Unfair labour practices; and
- Unfair discrimination
- If you are an employee in dispute with your employer, or vice versa, over a matter such as:
- Dismissal;
- Wages and working conditions;
- Workplace changes;
- Or discrimination you may want to ask the CCMA to conciliate or even arbitrate your dispute.
- A union or employers' organisation may also initiate this action. You do not need the other party's consent before taking a matter to the CCMA
- Speedier dispute resolution process called con-arb
- Disciplinaries
- Disciplinary measures short of dismissal
- verbal warnings for minor transgressions
- written warnings for consistent misconduct
- final warnings for persistent misconduct
- Duration of Warnings
- a verbal warning should remain valid for 3 months
- a written warning should remain valid for 6 months
- a final written warning should remain valid for 12 months
- Dismissals
- Fair reasons for dismissal
- Dismissals for misconduct
- Fair procedure
- Disciplinary records
- Dismissals and industrial action
- Constructive dismissals
- Guidelines in cases of dismissal for misconduct
- Guidelines in cases of dismissal for poor work performance
- Incapacity: Ill health and injury
- Guidelines in cases of dismissal arising from ill health or injury
Prerequisites
No prerequisites for this course
Curriculum
Check out the detailed breakdown of what’s inside the course
Disputes, Disciplinaries & Dismissals Course
7 Lectures
- Part 1 17:30 17:30
- Part 2 28:10 28:10
- Part 3 06:37 06:37
- Part 4 11:09 11:09
- Part 5 06:57 06:57
- Part 6 31:51 31:51
- Part 7 20:01 20:01
Instructor Details
Bizfacility
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