Basic Labour Relations


Including guidelines for system monitoring and management as well as  guidance on

vulnerable employees and workplace accommodation in relation to COVID-19  in the workplace


 Full Day Workshop


 SA Labour Guide is an accredited training Provider with SABPP



23 October 2020 (09:00 - 16:00) Interactive Online Course




Online booking form



Click here to download registration forms for 23 October 2020 (09:00 - 16:00) Interactive Online Course



Module 1: Guidelines for symptom monitoring and management of COVID-19

  • Recommended procedure

  • Self-monitoring for symptoms

  • Management of workers towards COVID-19


Module 2: Guidance on vulnerable employees and workplace accommodation in relation to COVID-19

  • Who is a vulnerable employee in the context of COVID-19?

  • Identifying vulnerable employees and major categories

  • Assessing a vulnerable employee

  • Protecting and managing vulnerable employees in the workplace


Module 3: General

  • Insubordination

  • Job Descriptions & Extra duties

  • Absenteeism & Medical certificates

  • Smoking in the workplace


Module 4 – The Code of Good Practice on Dismissal

  • Schedule 8: The Code of Good Practice on dismissals

  • Fair reasons for dismissal

  • Automatic unfair dismissals

  • Standard of conduct

  • Progressive discipline

  • Dismissals for misconduct

  • Fair procedure

  • Disciplinary records

  • Dismissals and industrial action

  • Probation

  • Incapacity: Poor work performance

  • Incapacity: Ill health or injury


Module 5 – Misconduct and the Disciplinary Code

  • The importance of investigating allegations of misconduct in the workplace – or outside the workplace

  • Offences and the Disciplinary Code

  • Timekeeping offences

  • Negligence, loss or damage to, or misuse of the employer's property

  • Insubordination or disorderly or unacceptable behaviour

  • Sexual harassment 

  • Disorderly behaviour

  • Alcohol and drugs

  • Other Offences

  • Other Serious Offences

  • Disciplinary Code and Procedures

  • Disciplinary Sanctions – Warnings

  • Verbal Warnings

  • Written warning

  • Example of written warning

  • Final written warning

  • Disciplinary procedures

  • Minor transgressions

  • Distinguishing misconduct from poor work performance

  • Some examples of misconduct

  • Exactly who is a trade union representative?

  • Employee Representation

  • Resignation before Disciplinary action

  • Grievance Procedure

  • Unfair labour practice

  • Automatically unfair dismissals (incorporating the 2014 amendments)


Module 6: The Disciplinary Hearing


Module 7 – The Contract of Employment

  • The Importance of the Employment Contract

  • The contract of permanent employment

  • The Fixed Term Contract of Employment in terms of section 198B of the amendment Act

  • Expectation of indefinite employment in terms of the amended Act

  • The project contract of employment

  • The contract of probationary employment


Module 8 – The use of Temporary Employment Service providers in terms of section 198 of the amended Act


Module 9 – Trade Unions and Shop Stewards Overview


Module 10 – CCMA Overview

  • What is the CCMA?

  • Dispute Referral 

  • Conciliation / arbitration

  • Representation at conciliation and arbitration (incorporating the amended CCMA rules)

  • Failure to appear or be properly represented at conciliation

  • The Certificate of Settlement

  • Con / Arb

  • Preparing for Conciliation

  • Arbitration

  • Pre-dismissal Arbitration


Module 11: Basic Conditions of Employment

  • Earnings Threshold

  • The Regulation of Working Time

  • Hours of Work and Overtime

  • Section 9: Ordinary hours of work 

  • Section 10: Overtime

  • Section 14: Meal Intervals

  • Section 16 & section 18

  • Remuneration for Sunday and public holiday work

  • Section 20: Annual leave

  • Annual leave and termination of employment

  • The accumulation of annual leave

  • Section 22: Sick leave

  • Section 25: Maternity leave

  • Parental Leave effective from 01 January 2020

  • Section: 27 Family responsibility leave

  • Religious holidays

  • Study leave for examination or study purposes


Module 12: CCMA Information Sheets

  • Constructive Dismissal

  • Desertion

  • Disciplinary Procedures

  • Drunkenness on Duty

  • Employee v Independent Contractor

  • Harassment

  • Ill Health or Injury

  • Misconduct

  • Poor Work Performance

  • Polygraph Testing

  • Retrenchment

  • Sectoral Determinations

  • Unfair Dismissals and Unfair Labour Practices

  • Unilateral Changes



The objective of this workshop is to give an overview of labour relations and labour law. After completion of the workshop the delegates should have a better understanding of the Basic Conditions of Employment Act as well as the labour relation Act, including relevant regulations and codes of good practice.    


Who should benefit from attending this workshop?

People dealing with issues such as: personnel discipline, the day to day handling of personnel, personnel clerks and supervisors.



Labour Guide has received a number of requests to present a basic course in labour relations. Please note that this is a general course and will therefore be presented in a manner to make it understandable for all delegates, this is not an advanced course.



  • R 2290-00 (incl. Vat) per delegate

  • Price include course material, certificates of attendance, legislation.


For further information contact:

  • Hanlie or Peraldo (012) 661 3208

  • fax: (012) 661 1411

  • e mail:  or  




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”.

Read More >>>


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.

Read More >>>


Freedom of expression or incitement to commit an offence? A constitutional challenge

On 4 July 2019, the North Gauteng High Court handed down judgment in the case of The EFF and other v Minister of Justice and Constitutional Development and other (87638/2017 and 45666/2017) in which the EFF and Julius Malema (the applicants) sought to have s18(2)(b) of the Riotous Assemblies Act, No 17 of 1956 (Riotous Act) declared unconstitutional.

Read More >>>


Consolidated, comprehensive or general final written warnings

Regarding dismissal, according to the Code of Good Practice, “the courts have endorsed the concept of corrective or progressive discipline. This approach regards the purpose of discipline as a means for employees to know and understand what standards are required of them.

Read More >>>







Courses and Workshops




2020: Case Law Updates: Online Conference

30 October 2020 (08:30 - 16:00)

Case Law Updates: Online Conference

Workshop Chairing Disciplinary Hearings

01 & 02 October2020 (09:00 - 16:00)

Interactive Online Course

The OHS Act and the Responsibilities of Management

08 October 2020 (08:30 – 16:00)

Interactive Online Course

POPIA: Protection of Personal Information Act

21 October 2020 (09:00 - 12:00)

Interactive Online Course

Employment Equity Committee Training

22 October 2020 (09:00 - 16:00)

Interactive Online Course

Occupational Injuries and Diseases Legal Update and Claims Management Course

22 October 2020 (08:30 – 16:00)

Interactive Online Course

Basic Labour Relations

23 October 2020 (09:00 - 16:00)

Interactive Online Course

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