Labour Relations
Our Labour Relations services focus on maintaining harmonious relationships between employers and employees.
We provide guidance on labour relations best practices, assist with CCMA Commission for Conciliation, Mediation and Arbitration procedures, and help manage industrial relations. Our aim is to foster a positive work environment where both employers and employees feel heard and respected.
Labour Relations
Some Best practices to have healthy labour relations
Try not to micromanage, this unravels some employees
HR and management must have good people skills to always reassure employees
Disputes must be conducted face to face with all relevant personnel present
Regular performance reviews are a good guide to how well or badly an employee is coping
If necessary implement development and training plans
A break room meeting with HR, managers and employees for a chat now and then is very good for morale
Include employees in big decision making strategy sessions so they feel part of the company growth
Always let employees know they are valued and praise them on jobs well done
Let them know they are an asset to the team
HR must keep employees happy and avoid any matters going as far as unproductive behaviour, striking, union, or legal interaction.
Hold confidential and open to all meetings to ensure the wellbeing of employees. Resolving labour relations issues such as grievances against a colleague or manager or multiple people, salary disputes, unfair treatment, discrimination, a hostile workplace, soured relationships etc…
In South Africa, the government, employers, and employees work together to ensure economic stability and industrial peace. They achieve this through collective bargaining, consultation, and fair, straightforward procedures to address and resolve conflicts.
Labour Relations
CCMA Commission for Conciliation, Mediation and Arbitration
HR should use company resources to try and resolve any issues before going to the CCMA. The Labour Relations Act encourages in house arbitration to settle any issues between management and employees before it reaches legal arbitration.
Should this not be a possibility then a CCMA case is required. There are only certain cases that the CCMA will deal with, and the rest go to the Labour Court. Some of the CCMA cases include Unfair dismissals, Unfair labour practices such as promotions, demotions, unfair suspension, unfair dismissal, discrimination etc. There is a time limit attached to each of these in which the cases can be brought before the CCMA.
The procedure once a case reaches the CCMA has two parts. Conciliation: The parties are allowed to have a company official or trade union official present but not a lawyer. The presiding commissioner may facilitate and advise the parties to assist in coming to an agreement of settlement. The Commissioner may not influence the proceedings as to which party should win. Should the commissioner have to issue a certificate of no outcome the matter goes to arbitration.
Arbitration: Both parties must attend the arbitration. Each party may state their case. Each party may have witnesses to testify on their behalf and may present evidence. Each party may question the other parties’ witnesses. Once all the statements have been made and all the evidence presented the parties may each make a closing statement. The commissioner now has 14 days to make his decision on which party to rule for and which against. The commissioner can decide upon reinstatement or a monetary sum and no reinstatement.
Labour Relations
Industrial Relations (Employment Relations)
HR manages the relationships between employers, management, and employees to ensure economic and social issues run smoothly by enriching the morale of the workforce. This includes swift resolution by means of collective bargaining of matters such as remuneration, increases, bonuses, promotions, work hours, working conditions, benefits, inclusion in decision making of the business, etc… To guarantee the cooperation and productivity of employees without the chance of conflict or unhappiness. Making sure the company runs at its peak and is profitable for everyone employed there.
To avoid non-productive behaviour, striking, union interaction, or legal interaction.
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The 4 largest trade unions in South Africa?
FEDUSA – 560,000 members – Federation of Unions of South Africa
NACTU – 400,000 members – National Council of Trade Unions
AMCU – 250 000 members – mineworkers
All are affiliated with the International Trade Union Confederation.