How to prepare for unfair dismissal disputes/cases at the CCMA/Bargaining Council

(2 Day Workshop)



20 & 21 June 2019: Tsogo Sun: Century City (Canal Walk): Cape Town



Online booking form


Click here to download registration forms for 20 & 21 June 2019: Tsogo Sun: Century City (Canal Walk): Cape Town




Module 1: Functions, jurisdiction and powers of the CCMA/ Bargaining Councils


Module 2: The dispute resolution process

  • Automatically unfair dismissals
  • Misconduct and incapacity dismissals
  • Operational requirements dismissals
  • Unfair labour practice


Module 3: Serving and filing of documents

  • How to calculate time periods
  • How to serve documents on other parties
  • How to apply for condonation for documents delivered late


Module 4: Conciliation

  • How to refer a dispute to the CCMA
  • Date of Dismissal
  • What notice must be given of the conciliation meeting
  • Representation
  • What happens if a party fails to attend or is not represented at conciliation
  • Functions and obligations of the commissioner at conciliation
  • How to determine whether a commissioner may conciliate a dispute
  • Disclosure of documents
  • Methods that commissioners use to break the deadlock
  • The certificate of outcome


Module 5: Con/ arb

  • What is a con/arb
  • What notice must be given for a con-arb hearing
  • How to object against a con/arb
  • The procedure which is to be followed when there is an objection
  • The procedure to be followed when there is no objection


Module 6: Arbitration

  • What is the nature of an arbitration and when may an arbitration be conducted?
  • How does a party request the CCMA to arbitrate a dispute?
  • What notice must be given of the arbitration hearing?
  • How to postpone an arbitration


Module 7: The Pre Arbitration conference

  • What should be considered at a pre-arbitration conference
  • When should a pre-arbitration conference be held?


Module 8: Other Procedures

  • How to join or substitute parties to proceedings
  • How to correct the citation of a party
  • When the Commissioner may consolidate disputes
  • How to have a subpoena issued
  • Expert witnesses
  • Witness fees and travel and subsistence expenses
  • Cost orders in an arbitration


Module 9: Preparing for arbitration

  • Gathering of information
  • Determine the onus of proof
  • Consider the evidence: types and admissibility
  • Identify and preparing your witnesses
  • Examine the merits of your case
  • Preparing a bundle of documents


Module 10: Arbitration – presenting your case

  • Representation
  • Settlement agreements
  • Preliminary and interlocutory applications
  • Narrowing the issues in dispute
  • Opening statements
  • Evidence-in-chief/examination-in-chief
  • Cross-examination
  • Do’s and don’ts when cross-examining witnesses
  • Re-examination
  • How to deal with the hostile witness
  • Closing arguments


Module 11: Rescissions and variations

  • How to apply for a rescission of the award or ruling


Module 12: Enforcement of settlement agreements and arbitration awards


Who Should Attend

The workshop is aimed at all users of the CCMA and Bargaining Councils including –


  • Union officials and shop stewards
  • Employer organisations
  • Officials and HR / IR managers
  • Anyone that represent their companies at the CCMA/ Bargaining Councils
  • Business owners



  • R 5990-00 (incl. Vat) per delegate
  • Price include course material, certificates of attendance, & catering/ refreshments
  • Safe and secure parking



For further information contact:

  • Hanlie or Peraldo (012) 661 3208
  • or



Online booking form


Click here to download registration forms for 20 & 21 June 2019: Tsogo Sun: Century City (Canal Walk): Cape Town




Case Law Summaries and Articles


Can employees be dismissed for refusing to accept new terms and conditions of employment?

Can an employer dismiss employees because they refuse to agree to a change to their terms and conditions of employment? An initial answer may be, “yes”.

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Escape route: “Resignation with immediate effect”

The latest case in the ‘disciplining employees who have resigned with immediate effect’ saga has brought about more uncertainty as to whether an employee who resigns with immediate effect shortly before a disciplinary hearing can avoid disciplinary action and subsequent dismissal.

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