Human Resources Labour Law - Disputes To Dismissals

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Human Resources Labour Law - Disputes To Dismissals
Published 9/2024
Duration: 2h2m | Video: .MP4, 1920x1080 30 fps | Audio: AAC, 44.1 kHz, 2ch | Size: 2.16 GB
Genre: eLearning | Language: English

Disputes, Disciplinaries and Dismissals
What you'll learn
Disputes - Different types of disputes
Disciplinary measures short of dismissal
Fair reasons for dismissal
Warnings - Verbal, Written, Final
Guidelines in cases of dismissal
Requirements
No prerequistes required
Labour laws, dipute and dismassal processes are taught during the course
Description
***This course relates to South African employment labour law with regards to employees employed in South Africa***
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
All Included
Video presented course
Downloadable course material
Certificate of training
Assessment (optional)
SAIT Accredited - 4 Verifiable CPD Points
About the Presenter
Ruzel van Jaarsveld
Ruzel has over 26 years financial and bookkeeping experience, working with many industries and corporate environments, with extensive knowledge and practical application of trial balance, payroll, VAT, PAYE returns, Inventory control, Management Accounts, E-filing and Procedures of Importing and Exporting.
Ruzel is a seasoned appointed facilitator with Biz Facility, and for numerous years has been presenting various national practical financial workshops to business owners and corporate financial staff.
Who this course is for
Employees, Managers, Financial Staff and Individuals
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