1. TRAINING OVERVIEW

2. CFO asks CEO: “What happens if we invest in developing our people and then they leave us?” CEO: “What happens if we don’t and they stay?”
Set out hereunder is an overview of the various industrial relations topics we cover.

3. Disciplinary action and poor work performance (1 day)
Having trouble with an employee? Afraid of doing the wrong thing and ending up at the CCMA?
This workshop is designed to teach delegates the do’s and don’ts within the Labour Relations
Act. Delegates will be taught the difference between misconduct and incapacity, as well as how
to deal with poor performing employees. By learning these concepts, delegates will be
equipped to properly attend to these matters when they arise in the workplace, all within complying with the relevant laws.
This course will enable learners to:
• Conduct a process of handling employee poor work
• List the rights and duties of the employer and employee in
performance.
the employment relationship;
• Follow a set of guidelines on appropriate steps to be taken
• Name and explain particular types of disciplinary offences;
should an employee fail to meet performance goals or
• List and impose various disciplinary rules and sanctions
objectives due to incompetence.
• Explain the substantive and procedural aspects relating to
dismissal for misconduct.
Who should attend?
Supervisors; Managers; HR Practitioners; Business owners.

4. Guide to Retrenchments2
With the current economical state of our country, many businesses are having to down size.
This process can seem daunting! However, this Labour Relations course is set up to help
employers understand the process, the importance of fairness, help determine which
employees will be affected, consider alternatives and generally alleviate some of the
headaches that come along with retrenching.
This course will enable learners to:
• Demonstrate an understanding of the importance of
• Determine the alternative options in employment to avoid
substantive and procedural fairness.
retrenchment.
• Demonstrate an understanding of the selection criteria
used when retrenching employees.
Who should attend?
Supervisors; Managers; HR Practitioners; Business owners.

5. Managing poor work performance and incapacity (1 day)3
Unable to determine whether an employee cannot do a task, or is choosing not to do a task? Stuck with an ill employee and not too sure what to do? The LRA provides the answers! This course is designed to teach delegates how to determine the difference between incapacity and poor work performance, and what action can be taken in both circumstances. This course covers a wide range of topics, including ill health, absenteeism, alcohol, HIV and many more.
This course will enable learners to:
• Determine the difference between incapacity and
misconduct.
poor work performance.
• Conduct a process of handling employee incapacity as a
• Follow a set of guidelines on appropriate steps to be taken
result of ill health.
should an employee fail to meet performance goals or
• Understand the relevant legislative principles &
objectives due to incompetence.
requirements in dealing with employee incapacity due to
ill health.
• Conduct a process of handling employee poor work
performance.
Who should attend?
Supervisors; Managers; HR Practitioners; Business owners.

6. Chairing a disciplinary hearing (2 days)4
This Industrial Relations course will cut out the unnecessary cost of hiring a Chairperson to conduct your straight forward disciplinary hearings, and empower your own employees to hold suitable, professional, and well organized disciplinary hearings. This course will enable delegates to give correct findings and sanctions with ease and confidence. It will lead delegates through the required procedural and substantive aspects pertaining to disciplinary action principles as contained in the Labour Relations Act.
This course will enable learners to:
• List the rights and duties of the employer and employee in
• Explain what mitigating and aggravating circumstances
the employment relationship.
should be considered in any sanction imposed.
• Name and explain particular types of disciplinary offences.
• Explain the procedure of an appeal and possible
• List and identify the types of evidence that may be
consequences of unfair dismissal.
presented and considered in a disciplinary hearing.
• List the steps and procedure that should be followed in a
• List and determine suitable disciplinary sanctions.
disciplinary hearing.
• Explain the role of the chairperson at a disciplinary hearing.
• Explain the concepts of substantive and procedural fairness
in the disciplinary hearing.
Who should attend?
Supervisors; Managers; HR Practitioners; Business owners.

7. In terms of the training that we provide, it is important to note that the list of topics is not an exhaustive list and a more topic-focused training workshop can be provided to meet the employer’s operational needs. We will ensure that the pace and content of the training is suitable for the audience gathered, and that such training comprises practical problems that may arise in the workplace and solutions to such through the use of group discussions and fabricated scenarios.
PRICE
R1 500 per delegate, per 1 day course
(Discount available for group bookings)
R2 800 per delegate, per 2 day course
This is inclusive of disbursements including, but not limited to: Travel, Course Material,
Certificates of attendance, Catering and a venue (if so required).
Kindly also note that the prices are exclusive of VAT.

8. Hayley Coetzee
IR Training Consultant C: F:
In the event you have any queries, do not hesitate to contact our offices per