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Overview

The course aims to give participants the essential basics of South African Labour Relations practice for effective workplace functioning. Upon completion of this learning programme, learners will be able to

<ul>
	<li>Identify legislation that regulates employment issues; understanding of the main aspects of the Labour Relations Act (LRA) as amended, that relate to the management of a business unit</li>
	<li>Explain the requirements of the LRA in respect of interviews</li>
	<li>Understand the main aspects of the Basic Conditions of Employment Act (as amended) that business unit managers might be responsible for implementing</li>
	<li>Understand the Employment Equity Act as it applies to business unit managers and understand the Skills Development Act, 97 of 1998 and the Skills Development Levies Act as they apply in a business unit</li>
</ul>

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Important Notes

<ul>
	<li>
	<div>Students are to be at the training venue by 08h00 in preparation for a 08h30 start time.</div>
	</li>
	<li>
	<div>Learnfast retains the right to change this calendar without any notification.</div>
	</li>
	<li>
	<div>Bookings are only confirmed upon receipt of the proof of payment or an official company purchase order for the full amount of the training.</div>
	</li>
	<li>
	<div>For full day courses Learnfast will supply you with the relevant training material. A desktop computer to use for the training (where applicable), tea/coffee and a full lunch for full day InClass training hosted at Learnfast only. Catering is not included for OnSite training and laptop is available for hire at an additional cost if required.</div>
	</li>
	<li>
	<div>Cancellation or rescheduling requests must be in writing and reach us via fax or email at least 5 (five) working days prior to the course commencement date. Full course fees may be retained for no shows or requests within 5 working days prior to commencement.</div>
	</li>
	<li>
	<div>Although we go to great lengths to ensure that all training proceeds as scheduled, Learnfast reserves the right to cancel or postpone dates if we require to do so and undertake to inform clients in writing and telephonically of these changes.</div>
	</li>
	<li>
	<div>Learnfast suggests clients wait until a week prior to course commencement that a course has been confirmed to go ahead as scheduled before booking flight and accommodation. Learnfast is NOT responsible for cost associated with cancellation of classes such as flight and accommodation for clients.</div>
	</li>
</ul>

CourseOutline

Module 1: Identify the legislation that regulates employment issues

<ul>
	<li>Name the six main pieces of labour legislation and give an indication of who is covered by each Act</li>
	<li>Analyse the six Acts and give an indication of how the six pieces of legislation interact and support the South African Constitution</li>
	<li>Explain the scope and application of each Act at a basic level of understanding</li>
</ul>

<hr />
Module 2: Demonstrate an understanding of the main aspects of the Labour Relations Act (LRA) (as amended) that relate to the management of a business unit

<ul>
	<li>Explain the concept of freedom of association with reference to employers and employees</li>
	<li>Explain organisational rights protected by the LRA with reference, where appropriate, to Trade Unions that are active in specific sector</li>
	<li>Explain the concept of an unfair labour practice with examples</li>
	<li>Graphically illustrate internal policies and procedures within an organisation that may be used to resolve a dispute or grievance</li>
	<li>Explain the importance of handling internal conflict and grievances to prevent unfair labour practice disputes arising and give an indication of the consequences of unfair labour practice for the organisation</li>
	<li>Explain the role of a workplace forum and give an indication of who should be represented in such a forum</li>
	<li>Explain the function of the Council for Conciliation, Mediation and Arbitration (CCMA) with reference to its role in dispute resolution</li>
	<li>Explain the concept of automatically unfair dismissal with examples</li>
	<li>Explain the steps to be taken to ensure that dismissals are substantively and procedurally correct and fair with reference to the LRA and the Code of Good Practice on Dismissal and human resource policies of an organisation</li>
	<li>Document evidence that could support a recommendation for dismissal in accordance with the human resources policies of a specific organisation</li>
	<li>Describe the steps to be followed to ensure procedural fairness in cases of misconduct with reference to the LRA and the disciplinary process of a specific organisation</li>
	<li>Describe the procedures to be followed at a disciplinary hearing with reference to the LRA and the policy of a specific organisation</li>
</ul>

<hr />
Module 3: Explain the requirements of the LRA in respect of interviews

<ul>
	<li>Identify the documents that are required to ensure that interviews are conducted strictly in accordance with the LRA and give an indication of how each document helps to ensure fair labour practice</li>
	<li>Compose questions to be asked in an interview relating to work specific criteria for a specific position and give an indication of why it is necessary to prepare such questions before the interview</li>
	<li>Explain the concept of discrimination with examples</li>
	<li>Name the criteria that automatically indicate unfair discrimination and give an indication i of how managers can inadvertently discriminate unfairly in an interview</li>
	<li>List practices specifically defined as unfair in the LRA and give an indication of why each practice is considered to be unfair labour practice</li>
	<li>Discuss questions that are unacceptable in any interview with a prospective employee and give an indication as to why such questions could be regarded as discriminatory</li>
</ul>

<hr />
Module 4: Demonstrate understanding of aspects of the Basic Conditions of Employment Act (BCOE) (as amended) that business unit managers might responsible for implementing

<ul>
	<li>Explain the concept of an employee and give an indication of how status as an employee is determined</li>
	<li>Explain regulations relating to working hours and give an indication of how the requirements of the Act are applied in a specific organisation</li>
	<li>Explain the policy in a specific organisation regarding payment for overtime and give an indication of the people in a business unit who qualify for overtime payment</li>
	<li>Explain the regulations relating to breaks during hours of work and give an indication of when, if ever, the employees in a business unit may be required to work during a meal interval</li>
	<li>Explain the leave entitlement under the Act and give an indication of how leave is affected in a specific organisation</li>
	<li>Explain the conditions for termination of employment prescribed by the Act and apply it to a specific employment contract</li>
	<li>Explain the consequences if a business unit manager provides information about employees to prospective employers or other persons and give an indication of the kind of information that is required in a certificate of service</li>
</ul>

<hr />
Module 5: Demonstrate understanding of the Employment Equity Act (EEA) as it applies in a business unit

<ul>
	<li>Explain the requirements placed on employers by the EE Act with reference to an organisation's employment equity plan</li>
	<li>Explain the process to be followed in implementing employment equity with reference to the policy of a specific organisation and the role of managers in a business unit</li>
	<li>Explain the role of the employment equity committee and give an indication of who should be represented on that committee</li>
	<li>Analyse the employment policy and practices in a business unit and give an indication of how the business unit complies with the Act and the specific organisation's EE plan</li>
	<li>Identify barriers that adversely affect disadvantaged people in a specific organisation and a business unit within that organisation</li>
</ul>

<hr />
Module 6: Demonstrate understanding of the Skills Development Act, 97 of 1998 and the Skills Development Levies Act as they apply n a business unit

<ul>
	<li>Explain the requirements placed on employers by the Skills Development Act with reference to an organisation's workplace skills plan and annual training report</li>
	<li>Explain the requirements placed on employers by the Skills Development Levies Act with reference to an organisation's workplace skills plan and the claiming back of levies for training purposes</li>
	<li>Explain the process to be followed in contributing to an organisation's workplace skills plan with reference to the policy of a specific organisation</li>
	<li>Explain the concept of leadership and give an indication of how learnerships could be promoted in a specific business unit</li>
	<li>Explain the concept of lifelong learning and give an indication of how learning can be facilitated in a specific business unit</li>
	<li>Explain the role of the training committee with reference to the role of the committee in the skills' development process</li>
	<li>Explain the role of the SETAs in terms of the legislated relationship between the SETAs and employers</li>
	<li>Compile the reports that are required by a SETA in terms of the Skills Development legislation for incorporation into the organisation's report</li>
	<li>Explain the levies/grant system of a selected SETA and calculate the levy that a business unit would be entitled to base identity legislation that regulates employment issues</li>
	<li>Understand of the main aspects of the Labour Relations Act (LRA) as amended, that relate to the management of a business unit</li>
	<li>Explain the requirements of the LRA in respect of interviews</li>
	<li>Understand the main aspects of the Basic Conditions of Employment Act (as amended) that business unit managers might be responsible for implementing</li>
	<li>Understand the Employment Equity Act as it applies to business unit managers</li>
	<li>Understand the Skills Development Act, 97 of 1998 and the Skills Development Levies Act as they apply in a business unit on the submitted report and the rules of the relevant SETA</li>
</ul>

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