Prospen Africa introduces you to this Union Representatives and Shop Steward Training as we are aware that a shop steward is a person elected as a Union representative in the workplace. Their role is to be the first contact when an employee is faced with a work-related concern or issue. Shop stewards are sometimes referred to as a Section Secretary. The focus of a shop steward is to effectively resolve an issue within the company in a way that is acceptable to both parties. He or she will generally request a meeting to discuss the issue with a supervisor or manager within the company.
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.
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.
Our diverse instructional approaches ensure effective learning:
– Lectures & Presentations: Engage with expert-driven, stimulating content.
– Course Material: Access well-crafted supporting resources.
– Group Work: Collaborate on discussions and case studies for practical insights.
– Workshops & Role-Play: Participate in immersive, scenario-based activities.
– Practical Application: Focus on applying theoretical knowledge in real situations.
– Post-Training Support: Receive extensive support after training for skill implementation.
Module 1: The role of the shop steward
Functions and duties of shop stewards
Roles and responsibilities
Module 2: Rights of employers and employees
Employee rights
Employer rights
Module 3: 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
Module 4: 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
Module 5: 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
Module 6: Workplace discipline
Disciplinary code and procedures
Different types of misconduct
Module 7: Disciplinary sanctions
Verbal warnings
Written warnings
Final written warnings
Denial of privileges
Suspension without pay.
Module 8: 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)
Module 9: Unfair labour practice
Promotion
Demotion
Probation
Provision of benefits
Different types of misconduct and how to assist fellow employees and
union members.
Module 10: Procedural fairness: Misconduct, incapacity and operational requirements
Misconduct
Incapacity
Operational requirements
Module 11
Practical – Role plays