Union Representatives and Shop Steward Training

The programme

Programme overview

Ratomac 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.

Who should attend

Who is this programme for?

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.

Learning outcomes

What you will learn

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.

Explore the programme

Detailed programme outline

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
• 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
• 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

Learning approach

How you will learn

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.

Discuss your requirements

Dates, duration & arrangements

Contact Ratomac to confirm dates, duration, delivery format, entry requirements and any applicable assessment or certification before booking.