How to handle your Labour and Employee Relations
do you have process and procedures in place?
How We
Can Help
Diverse workplace environments can lead to conflict and performance issues. These often go unaddressed because of the “we’ll handle it when we get there” attitude which is a dangerous stance for employers or employees alike – as with any other situation in life, things are perfect until they aren’t!
When this happens both parties will be protected by documented disciplinary policies/processes but only if you have clear rules from day 1 so everyone understands what’s expected of them.
Conflict in itself is something that many people prefer to walk away from but what if you are a manager and your employee is not performing?
Do you know how to handle the situation within the boundaries of the BCEA and LRA? Do you keep abreast with changes in the South African labour legislation and do you ensure that the correct processes are followed? Are you sure that your labour and employee relations are handled adequately?
Labour and Employee relations
Smaller organizations have even bigger challenges where there are often not enough employees to ensure that a procedurally fair process can be implemented (for example having an independent chairman.).
By ensuring that you adopt sound disciplinary procedures, you will reduce workplace conflict and reduce disruption to your normal operations. Most disciplinary procedures take a lot of time and requires a good general knowledge of the South African labour laws and legislation (something that managers are not usually trained in or do not keep updated with). Our experienced consultants will ensure that your labour and employee relations are taken care of and that any risk areas are identified up-front.
What is it all about?
It is crucial for every organization to ensure that they are able to implement flawless disciplinary processes – for the benefit of the organization as well as the employee. Our governing bodies take a very firm stance when it comes to procedural and substantive fairness and the onus is on the employer to ensure that they don’t expose themselves unnecessarily.
Unfortunately, at the time when it is necessary to implement disciplinary action, the waters have already been muddied resulting in high stress levels not only to the employee but also the manager. To further compound the issue, managers are often not equipped to handle disciplinary processes whilst ensuring that they are procedurally and substantively fair – a very challenging situation indeed!
Why Us?
- With our extended network, you have access to industry expertise
- Our years of experience together with our focus on the wellbeing of the employee as well as the company, will ensure a fair and independent process
- You will save a tremendous amount of time and effort by outsourcing labour and employee relations
- You will have an independent non biased driver of the process
- We adopt a firm but fair approach to handling these types of workplace related conduct issues
“discipline is the refining fire by which talent becomes ability.”
– Roy L. Smith