Short Learning Programme on Labour Relations

The course provides participants with a working knowledge of the legal rights and obligations of employers, employees, and unions. Further, it will equip participants with relevant knowledge in the field of labour relations in South Africa. Additionally, it will meet the needs and aspirations of those individuals wishing to pursue a career in Labour Relations and associated fields, or in other fields where this learning may be useful.

Purpose of the course

• To equip participants to be able to understand and apply principles of labour relations and associated Human Resource issues.
• Improve labour relations skills of employees already in the sector or working environment, as well as of those who wish to pursue their careers in labour relations.

Admission requirements

Learning assumed to be in place
Learners should have basic knowledge of labor relations.

Course outcomes and assessment criteria

Course outcomes and the associated assessment criteria

Study Unit

Outcomes

Assessment Criteria
  After completion of this course, participants will: Participant will be assessed on the following criteria:

MODULE 1 (US 114278):

DEMONSTRATE AND APPLY AN UNDERSTANDING OF THE LABOUR RELATIONS ACT (ACT 66 OF 1995)

At the end of the learning cycle, the learners will demonstrate knowledge and understanding of:

  • Objectives, applications, and interpretation of the Act
  • Bodies created by the act

- CCMA

- Governing bodies

- Workplace Forums

  • Powers of this bodies
  • Dismissals

- Conduct

- Capacity

- Operational requirements

- Unfair

  • Dispute resolution
  • Strikes, lockouts, and pickets
  • Code of good practice
 1. Demonstrate an understanding of the purpose and primary objects, application and interpretation.

ASSESSMENT CRITERION 1

Outline the major purpose of the Labour Relations Act orally and in writing.

ASSESSMENT CRITERION 2

Describe with examples the primary objects of the Labour Relations Act.

ASSESSMENT CRITERION 3

Apply the Labour Relations Act to a number of relevant, real or simulated cases.
2. Describe the bodies created by the labour relations act.

ASSESSMENT CRITERION 1

Identify and list the bodies created and regulated by the Labour Relations Act are.

ASSESSMENT CRITERION 2

Explain with examples. the purpose, powers, and roles of these bodies are.
3. Identify the relevant stakeholders covered by the Labour Relations Act.

ASSESSMENT CRITERION 1

Identify and list the relevant stakeholders covered by the Labour Relations Act.

ASSESSMENT CRITERION 2

Explain the rights and obligations of the various stakeholders in the Labour Relations Act are in tabular form.
4. Explain the various categories of dismissal disputes covered by the Labour Relations Act.

ASSESSMENT CRITERION 1

Identify and explain with examples the various categories of conduct dismissals that may be referred in terms of the Labour Relations Act.

ASSESSMENT CRITERION 2

Classify and describe with examples capacity dismissals

that may be referred in terms of the Labour Relations Act.

ASSESSMENT CRITERION 3

Describe operational requirements dismissals in terms of the Labour Relations Act with examples.

ASSESSMENT CRITERION 4

Define with examples the various categories of automatic unfair dismissals as set out in the Labour Relations Act.
5. Describe the appropriate dispute resolution route for dismissal disputes.

ASSESSMENT CRITERION 1

Describe the appropriate dispute resolution path for conduct dismissals as set out in the Labour Relations Act.

ASSESSMENT CRITERION 2

Clarify the appropriate dispute resolution path for capacity dismissals as set out in the Labour Relations Act.

ASSESSMENT CRITERION 3

Define the appropriate dispute resolution path for operational requirements dismissals as set out in the Labour Relations Act.

ASSESSMENT CRITERION 4

Describe the appropriate dispute resolution path for automatic unfair dismissals as set out in the Labour Relations Act.
6. Demonstrate an understanding of disputes referred to unfair labour practice disputes.

ASSESSMENT CRITERION 1

Classify and describe the various categories of unfair labour practices that may be referred in terms of the Labour Relations Act.

ASSESSMENT CRITERION 2

Identify and describe organizational right disputes that may be referred in terms of the Labour Relations Act.

ASSESSMENT CRITERION 3

Describe the definitions of strikes, lock-outs, picketing, and refusal to bargain.

ASSESSMENT CRITERION 4

Differentiate between a dispute of interest and a dispute of right in terms of the Labour Relations Act.

ASSESSMENT CRITERION 5

Define and explain the appropriate dispute resolution paths for Unfair Labour Practice, Organisational Rights, and Mutual Interest Disputes.
7. Demonstrate and apply an understanding of the various codes of good practice and schedules.

ASSESSMENT CRITERION 1

Identify and list with examples the various Codes of Good Practice and Schedules.

ASSESSMENT CRITERION 2

Make a presentation on the major features of the Codes of Good Practice and Schedules in terms of the Labour Relations Act.

ASSESSMENT CRITERION 3

Apply the various codes of good practice and schedules to a number of relevant, real or simulated examples.

MODULE 2 (US 255514):

CONDUCT A DISCIPLINARY HEARING

At the end of the learning cycle, the learners will demonstrate knowledge and understanding of:

  • Poor performance v/s Misconduct
  • Instituting disciplinary action and timeframes
  • Role players required
  • Disciplinary procedure
  • Employee rights
  • Notification of the Hearing
  • Recording of the hearing
  • Notification of the decisions taken
  • Rights to appeal
 1. Explain organisational and legal policies, procedures for instituting disciplinary action.

ASSESSMENT CRITERION 1

Explain the difference between poor performance issues and misconduct issues is in terms of how each is handled.

ASSESSMENT CRITERION 2

Clarify for instituting the disciplinary action and applicable timeframes in terms of the organisation's procedures and legal requirements.

ASSESSMENT CRITERION 3

Name role players in the disciplinary process and their roles and rights in terms of the organisation's procedures and legal requirements.
2. Investigate the allegation.

ASSESSMENT CRITERION 1

Take statements that meet legal and organisation requirements.

ASSESSMENT CRITERION 2

Conduct the investigation is in a fair and impartial manner.

ASSESSMENT CRITERION 3

Discuss the various options open with relevant specialists and decided upon the way forward in terms of the organisation's disciplinary procedure.

ASSESSMENT CRITERION 4

Complete and forward/file the paperwork according to organisational requirements in the event no further action is required.
3. Prepare for a hearing.

ASSESSMENT CRITERION 1

Give verbal/written notification to employees undergoing a hearing in terms of organisational prescripts.

ASSESSMENT CRITERION 2

Notify the employee of his/her rights regarding the hearing in terms of legal and organisational requirements.

ASSESSMENT CRITERION 3

Identify and give the required information to the employee prior to the hearing in terms of legal and organisational requirements.

ASSESSMENT CRITERION 4

Carry out preparation for the hearing in terms of human and physical resources and meet the requirements of the organisation.

ASSESSMENT CRITERION 5

Identify internal and external resources available to help with the process/decision making in terms of organisational policy.
4. Conduct a disciplinary hearing.

ASSESSMENT CRITERION 1

Clarify the roles of all parties in the process at the start of the hearing in terms of legal and organisational requirements.

ASSESSMENT CRITERION 2

Conduct the disciplinary hearing in a manner that meets all legal and organisational requirements.

ASSESSMENT CRITERION 3

Conclude a decision meeting the requirements from both a legal and organisational perspective.

ASSESSMENT CRITERION 4

Confirm that the process meets procedural requirements from both a legal and organisational perspective.

ASSESSMENT CRITERION 5

Make a decision and advise the employee accordingly following legal and organisational requirements.

ASSESSMENT CRITERION 6

Notify all relevant role players of the decision in a manner that ensures that all the legal and organisational requirements are met.

 

Assessment
Formative and Summative.
Method of assessment
Summative:
Examination /Case studies
Formative:
Class tests/Group or individual assignments

Additional information

Programme number
L46 100 1
Mode of delivery
Contact
Target group
Labour relations officers, Human Resource (HR) officers and individuals already employed and involved in the fields of labour relations and related areas like HR. This will include those individuals wishing to pursue careers in labour relations.

Contact us

Contact person name
UCE
Contact person e-mail
Uce-info@nwushortcourses.info
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