Workplace documentation. Drafting / editing workplace documents. employment contracts (fixed term and permanent) . disciplinary codes / procedure / policy documents. job descriptions / performance evaluations / records. implementation of disciplinary procedures and practices statutory compliance. ensuring legal compliance and assisting with. basic conditions of employment act. employment equity act / skills development act. workman's Compensation / injuries on duty. UIF discipline In the workplace. disciplinary action / preliminary investigations / drafting of charges / notices / warnings. chairing disciplinary hearings. Enforcement / application of discipline. poor work Performance / incapacity CCMA / bargaining council disputes. CCMA documentation / correspondence. representation In arbitrations (when allowed) . preparation of evidence / witnesses / documents. rescission / In Limine applications Union matters.

One of the core functions of the SALGBC is to manage the disputes referred to the council. Disputes are managed at the Divisional level and / or Central Council. Disputes such as unfair dismissal, unfair labour practices are referred to the relevant Regional Secretary of the Division, to the applicable regional offices. If the dispute is about the interpretation or application of a collective agreement concluded at the Central Council level, it must be referred to the General Secretary. After the dispute is referred, it is scheduled for conciliation within 30 days, where the parties will attempt to settle the dispute between themselves before an independent conciliator. If the matter is unresolved a certificate is issued. The party may elect to refer the matter to arbitration, in which case the Council, shall appoint an independent arbitrator to arbitrate the dispute within 60 days. The referral should be correct, without any errors or mistakes, to avoid delays...

Core business - Dispute Resolution and Collective Bargaining