1. Labour Relations/Industrial Relations Product
We will contact a labour audit encompassing the following:
Review of your existing policies, drafting of Contracts of employment and other policies such as Disciplinary Code, Grievance procedures, Leave Policy and so on if need arises.
Our role involves actively maintaining and continuously improving the company culture of effective and efficient industrial relations management, by a system which is planned, developed and integrated with the company’s day-to-day work and management functions.
This is achieved through complying with all applicable labour legislation, regulations, statutory obligations, awards, agreements, codes of good practice and guidelines providing fair and reasonable management of industrial issues.
The services rendered include but are not limited to the following:
• Ensure sound employee relations by guiding business in the use of best HR practices.
• Identify existing and potential problem areas and guide and advise management to address them.
• Ensure that all legislative requirements and policies are implemented and adhered to within the business unit.
• provide advice and information to all staff on personnel policies and procedures
• Study and interpret labour legislation and provide advice to management.
• examine and attempt to resolve industrial disputes and grievances
• recognise individual differences and diversity of backgrounds
• Representation at dispute resolution bodies such as CCMA.
• Ensure accuracy of disciplinary records
• Providing advice to management on investigations, charges and sanctions with regard to workplace discipline.
• IR Training: Ensuring that first level IR Training is run based on divisional needs
• Building IR capacity by identifying opportunities for trained delegates to develop skills
• Act as a performance improvement driver and provoke positive changes in people management
• Drafting of contracts of employment, policies and implementation
• Chairing of disciplinary hearings.
• Performance consultations and/or counseling including final poor work performance investigation
• Wages and other trade union or individual employee negotiations
• Strike negotiations and strike handling
• Advising on and management of retrenchments
• Handling all matters relating to the trade union and collective labour relations.
• Assistance with employment equity & skills development Planning and reports to the department of Labour
• Acts as a single point of contact for the employees and managers in the business unit
2. Health and Safety Product
• Health and safety representatives;
• Functions of health and safety representatives;
• Health and safety committees;
• Functions of health and safety committees
• General prohibitions
3. Performance Management Systems (charged separately)
• PHASE I: Performance Planning, Communication of Performance Expectations/Requirements and Goals/Projects (Reviewing performance Categories, discussing expectations/requirements and goals/projects with the employee);
• PHASE II: Performance monitoring and coaching ( the need for performance monitoring, performance feedback, feedback guidelines and documentation);
• PHASE III: Completion of Appraisal (Preparation, Completion of Appraisal forms, determining the overall rating, guidelines for the appraisal conference, discussing performance improvement, discussing employee development, filing and distribution).
4. Employment Equity/Skills Development Product (charged separately)
• Consult with representative employees as required by section 16;
• Conduct an analysis as required by section 19;
• Train employee representatives
• Prepare an employment equity plan as required by section 20
• Implement the plan and
• Report to the Director-general on the progress made in implementing its employment equity plan
Services Provided
Work Focus