College of Production Technology

Labour Relations in the Workplace NQF 4

Labour Relations in the Workplace NQF 4

The Labour Relations in the Workplace NQF 4 module equips supervisors, team leaders, and junior managers with the legal and practical knowledge required to manage labour relations within a business unit. Aligned to Unit Standards 13952 and 11286 and MERSETA approval requirements, the programme provides a structured understanding of key South African employment legislation, disciplinary processes, grievance management, and fair labour practices. It prepares managers to apply labour law confidently, maintain compliance, and manage employee relations effectively in operational environments.

Name of Module

Labour Relations in the Workplace

Unit Standards covered

13952 – Demonstrate basic understanding of Primary Labour Legislation that impacts on a business unit (8)

 

11286 – Institute disciplinary action (8)

NQF Level

4

Duration

4

Approval Number

MERSETA / SP 0125/07-17

 

Purpose of this programme:

This module is intended for managers of small businesses and junior managers of business units in larger organisations.
Junior managers include, but are not limited to team leaders, supervisors, first line managers and section heads. The position or term is used to describe the first level of management in an organisation at which an employee has other employees reporting to him/her.

 

The following underlying factors are addressed:

The qualifying learner is capable of:

  • Identifying legislation that that regulates employment issues.
  • Understanding of the main aspects of the Labour Relations Act (LRA) as amended, that relate to the management of a business unit.
  • Explaining the requirements of the LRA in respect of interviews.
  • Understanding the main aspects of the Basic Conditions of Employment Act (as amended) that business unit managers might be responsible for implementing.
  • Understanding the Employment Equity Act as it applies to business unit managers.
  • Understanding the Skills Development Act, 97 of 1998 and the Skills Development Levies Act as they apply in a business unit. 

 

Table of Contents:

 

INDUSTRIAL RELATIONS

1

Definition of IR & Labour relations as a Societal Structure

2

Historic Influences – Wiehahn Commission

3

The period of transition

4

The Constitution

5

Rights and Duties – Employee/Employer

6

Employee attitudes and behaviour

7

Maslow’s hierarchy of needs

8

Motivation

9

The elements of a successful employee/employer relationship

10

Communication Gender/Culture

11

The basic responsibilities for discipline

12

The category’s of discipline

13

The counselling process

14

Disciplinary rules and procedures

15

Rules covering unsatisfactory conduct and misconduct

16

Fair labour practice

17

Legal regulatory framework

18

Discipline in the workplace

19

Breach of discipline in the workplace

20

Role of a supervisor in applying disciplinary procedures

21

The fundamentals of grievance management.

 

 

22

 The Employment Equity Act, No. 55 of 1998

 

The purpose and scope of the act.

 

Human Resources impact of the act.

 

Why the need for Employment Equity

 

Requirements set out by the Employment Equity Act

23

 The Basic Conditions of Employment Act, No. 75 of 1997

 

The purpose and scope of the act.

 

Work time and rules

 

Payment of remuneration and deductions

 

Termination of employment

 

Administrative obligations

 

Prohibition of employment of children and forced labour

 

Variation of basic conditions of employment

 

Monitoring, enforcement and legal proceedings

24

 Labour Relations Act, No. 66 of 1995

 

The purpose, scope and application of the act.

 

Freedom of association and general protections

 

Collective bargaining

 

Strikes and lockouts

 

Workplace forums

 

Trade unions and employers’ organisations

 

Dispute resolution

 

The Commission for Conciliation, Mediation and Arbitration (CCMA)

25 

 Skills Development Act, No. 97 of 1998

 

Purpose of the Act

 

Application of the Act

26

Skills Development Levies Act, No. 9 of 1999

 

Rebates

 

Who has to pay the Skills Development Levy?

 

 Which employees are exempt from the levy?

 

What happens to the levy you pay?

 

How can you benefit from the skills levy?

 

Conduct a skills Audit

 

Step – by – step guide to conducting your skills audit

 

The Learning / Training committee

 

 How to complete your workplace skills plan documentation

 

Checklist: Workplace Skills Plan

 

Choosing a provider

 

Occupation Qualifications

 

Skills Provider

 

Recognition of Prior Learning

27

 Protected Disclosures Act, No. 26 of 2000

 

 Introduction

 

 Purpose of the Act

 

 Objectives and Application of the Act

 

 Protected Disclosure to an employee

 

 Protected Disclosure to an Employer

28

 Bibliography