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The purpose of this course is to understand the role and function as a Shop Steward and to facilitate good relationship between management and unions to ensure sound labour relations.
A shop steward plays a vital role in a unionized workplace. He is responsible for ensuring that the rights of workers are protected and that management adheres to the terms of its collective bargaining agreement.
To many union members, the steward is the core of the union; in essence their primary connection to their union. Stewards are the first person a member looks to for guidance, leadership, and help, and as such is a challenging and critical role.
Purpose of the course
This course examines the role of stewardship in the workplace and helps participants understand that role, its key responsibilities, and effective ways to deal with conflict and issues in the workplace.
The purpose of this course is to understand the role and function as a Shop Steward and to facilitate good relationship between management and unions to ensure sound labour relations.
After completion, participants should be able understand the roles, functions and responsibilities of shop stewards.
Delegates will be able to understand the disciplinary procedures, including how to identify and categorise transgressions, implement appropriate procedures and represent the company or an employee at a disciplinary hearing.
Delegates will be more equipped to assist and advise fellow employees and managers.
Live-Online
Union officials, shop stewards, employment relations managers/ practitioners, general managers, line managers, HR Managers, individuals that assist fellow employees in the workplace in general including in disciplinary hearings.
Module 1: The role of the shop steward
Functions and duties of shop stewards
Roles and responsibilities
Rights of employers and employees
Employee rights
Employer rights
Overview of the Basic Conditions of Employment Act
Regulation of Working Time
Hours of Work and Overtime
Lunch and coffee breaks
Sunday Work; Night Work
Public Holidays
Leave
Annual Leave
Sick Leave
Proof of Incapacity
Maternity Leave
Family Responsibility leave)
Absenteeism
Particulars of Employment and Remuneration
Written Particulars of Employment
Informing Employees of their rights
Performing of Remuneration
Deductions from remuneration
Calculations of Remuneration and Wages
Termination of Employment
Notice of termination
Payment instead of Notice
Payments on Termination
Certificate of Service
Sectoral Determinations
Overview of the Labour Relations Act
Collective Bargaining
Trade Union Representatives
Trade Union access to the Workplace
Deduction of trade union subscriptions or levies
Leave for Trade union activities
Disclosure of Information
Organisational rights I collective agreements
Disputes about organisational rights
Collective Agreements
Legal effect of collective agreement
Disputes about collective agreements
Agency Shop Agreements
Closed shop agreements
The Commission for Conciliation, Mediation and Arbitration (CCMA) and Bargaining Councils
Schedule 8: the Code of Good Practice on dismissal
Introduction
Fair reasons for dismissal
Automatic unfair dismissals
Standard of conduct
Progressive discipline
Dismissals for misconduct
Fair procedure
Disciplinary records
Dismissals and industrial action
Probation
Grievance procedures
Interests of employees and the employer
Exclusions from grievance procedure
Evolving industrial relations
Time limits
Assistance of grievance procedures
Resolution of a grievance
Additional evidence and information
Further remedies
Recordings and minutes
Workplace discipline
Disciplinary code and procedures
Different types of misconduct
Disciplinary sanctions
Verbal warnings
Written warnings
Final written warnings
Denial of privileges
Suspension without pay
How to assist members/ fellow employees-
Disciplinary Hearings
CCMA and Bargaining Councils
Disciplinary Hearings
Preliminary issues/points in limine, jurisdictional matters
Leading and testing evidence and versions
The opening statement
Cross-examination
Re-examination
Written statements
Evidentiary burden
Sources and types of evidence and its admissibility during disciplinary hearings and arbitrations
Counselling Sessions
Operational Requirements (Retrenchments)
Unfair labour practice
Promotion
Demotion
Probation
Provision of benefits
Different types of misconduct and how to assist fellow employees and union members.
Procedural fairness: Misconduct, incapacity and operational requirements
Misconduct
Incapacity
Operational requirements
Module 11
Practical – Role plays