Labor Legislation Course

Overview

The human resources and labour relations course will enable the delegate to analyse policy, procedures, agreements and conditions of employment applicable at the workplace environment and take the full responsibility to optimise and maintain efficiencies in policies.

Completing this course will help in:

Who is the course for?

This course is intended for managers of small businesses and junior managers of business units in larger organisations. Junior managers include, but are not limited to team leaders, supervisors, first-line managers and section heads.

Training Outcomes

  • Include policy and procedures on employment equity, skills development, grievance procedures, performance evaluation, remuneration negotiations, disciplinary hearings, etc.

  • The ability is demonstrated to take responsibility to develop and maintain human resource policy on employment equity.

  • The ability is demonstrated to take responsibility to develop and maintain human resource policy on skills development.

  • The ability is demonstrated to take responsibility to develop and maintain human resource policy on performance evaluation.

  • The ability is demonstrated to take responsibility to develop and maintain human resource policy on recruitment and selection criteria.

  • The ability is demonstrated to take responsibility to develop and maintain human resource policy on training.

  • The ability is demonstrated to take responsibility to develop and maintain human resource policy remuneration.

  • Terms and conditions of employment include starting date and probation period, duration of employment, remuneration, notice period, leave (sick leave, family responsibility leave, maternity, annual/vacation), hours of work and overtime, other benefits and deductions.

  • The ability to take responsibility to organize and participate in the recruitment process is demonstrated.

  • The ability to take responsibility to organise and participate in selection panels is demonstrated.

  • The ability to participate in salary negotiations is demonstrated.

  • The ability to establish employment conditions of a particular category of employment in accordance with relevant policy is demonstrated.

  • The ability to reflect applicable terms and conditions of employment for the relevant category of employment in the employment contract is demonstrated.

  • The ability to suitably cover exceptional terms and conditions in the contract of employment if applicable is demonstrated.

  • Contracts of employment are submitted for approval to the authorised person(s).

  • Categories of employment are established correctly in accordance with the organisation structure and organisational needs.

  • Responsibility and participation in organisation disciplinary policy, procedures and disciplinary code of conduct. Disciplinary action is accurately recorded according to organisation disciplinary procedures.

  • The ability to participate in disciplinary hearings is demonstrated.

  • The ability to identify and classify transgression(s) is demonstrated.

  • The ability to implement procedures to handle and implement offences is demonstrated.

  • Proof that allegations or charges are correctly analysed and adequately investigated is demonstrated.

  • The fact that all relevant information is requested from the employer is demonstrated.

  • The fact that the employee and witnesses are properly prepared for the hearing is demonstrated.

  • The fact that the employee’s case is sufficiently and effectively presented is demonstrated.

  • The fact that witnesses are appropriately questioned and cross-questioned is demonstrated.

  • The fact that pleas in mitigation are properly prepared and presented is demonstrated.

  • The fact that the disciplinary policy and procedures adhere to legislation requirements is demonstrated.

  • The fact that the disciplinary policy and procedures contain agreed timeframes for the resolution of issues is demonstrated.

  • The fact that the disciplinary policy and procedures are aligned to the type of business and culture of the organisation is demonstrated.

  • The fact that effective communication structures and media are utilised to communicate the disciplinary policy and procedures to all relevant stakeholders is demonstrated.

  • The fact that appropriate and effective training techniques are established to ensure that the disciplinary policy and procedure are easily accessible to all stakeholders is demonstrated.

  • The fact that timeframes are established to ensure regular review of the effectiveness of the disciplinary policy and procedures is demonstrated.

  • The fact that the disciplinary policy and procedures are amended in accordance with review findings is demonstrated.

  • Performance evaluation policy and procedures, performance evaluation moderating committees, feedback.

  • The active involvement in the application of the performance evaluation process is demonstrated.

  • Involvement in the training and communication of the performance evaluation process is demonstrated.

  • The ability to evaluate each employee according to procedures is demonstrated.

  • The ability to organise moderating committee if according to organisation policy is demonstrated.

  • The ability to ensure that all employees receive the necessary feedback to ensure transparency is demonstrated.

  • Employment Equity Act, BCEA, LRA, SDA, SDL, OHS ACT, COIDA.

  • Labour legislation according to workplace procedures is communicated to all levels and implemented.

  • Employees and managers are encouraged to develop their skills.

  • The ability to motivate employees to adhere to safety regulations is demonstrated.

  • The ability to enforce the employment equity principles at all levels of the organisation is demonstrated.

  • The ability to identify trends in employment and apply corrective systems to bring them into line with legislation and company procedures is demonstrated.

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