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Advisory and Operational Services
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- Performing an audit of people and community practices to determine gaps and to propose a solution for people and strategy
- Assess HR operational and transactional practices and recommend changes to practices in respect of recruitment, selection, job profiling, job grading, remuneration policies and practices, performance management, industrial and employee relations, skills development and succession planning as well as strategy and relation
- Performance management systems
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Collective Bargaining and Consultation
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This would include collective bargaining and consultation services to conclude agreements or reach consensus with employees or with unions.
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Industrial Relations Support
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- Dealing with disciplinary and grievance cases as advisor or as active participant (chairperson)
- Deal with CCMA and Labour Court cases on behalf of the company
- Provide professional advice to the company to ensure effective resolution of cases
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Labour Practice Services
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Labour Relations is currently one of the most dynamic and expensive organisational systems within an organisation, be it a small business enterprise, or large corporate company. The implementation and management of the Labour Relations Act, and other relevant labour legislation, is therefore critical for the success and wellbeing of any organisation and its employees.
To remain cost effective, efficient and competitive, employers are compelled to manage the labour force and employment relations in a manner that enhances and sustains the winning attributes of the Company. The labour relations operations of any Organisation or Company must be managed and be directed, so that all members add value to the services rendered or products delivered.
We therefore assist and support our members with the following Labour Practice Services as required by legislation: - Disciplinary and Grievance handling.
- Drafting and implementation of employment contracts and procedures.
- Restructuring in the workplace based on operational requirements.
- Negotiations with Trade Unions.
- Dealing with disputes at the workplace and the CCMA.
- To perform the function of a Labour Relations Section in the workplace,
- To protect the interests of the member in the collective bargaining process.
- To practice the role of agent / representative in all matters where employee representatives are involved or wish to become involved.
- To ensure fair labour practices in the workplace, and to address situations both internally and externally, that could otherwise threaten the continued existence of the business,
- The empowerment of client to exercise discipline in the workplace and educate them to deal with conflict,
- To assist client in dealing with Union issues,
- To provide assistance and support to client so that their rights as employers are promoted and protected,
- To represent members at the CCMA or Bargaining Council in matters of litigation arising from labour disputes
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Management Support
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24 Hour assistance and support for management in dealing with the dynamics and challenges of the workforce. This guidance and support is provided in-house, at the employer’s premises, and includes the following scope of services: - Advice and consultations pertaining to all in-house situations involving labour practices, including Conditions of Service, Disciplinary Hearings, Grievance Procedures, Poor Work Performance, Absenteeism, Incapacity, Strikes, Disputes, and Restructuring of Operations.
- Chairing of Disciplinary Hearings by a qualified Labour Law Practitioner.
- Drafting and/or auditing Contracts of Employment and/or assistance in preparing Conditions of Employment and Procedures.
- In-service training of management and supervisory key personnel regarding the following:
- Poor Work Performance
- Progressive Discipline
- Abuse of Sick Leave and Employee Absenteeism
- Grievance Handling
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Other Services
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- The sourcing and development of training programs as and when required
- The recruitment of employees at executive, managerial, supervisory and operative level
- The development of supporting people policies and procedures relation to employment conditions
- The provision of advisory services regarding best practice as and when required
- Remuneration structuring, job profiling, benchmarking, surveying, grading and including short-term and long-term incentive schemes
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