Omni Labour Consultants was born out of a desperate need in the marketplace for a one-stop labour solution.
|
|
- Justin Cox
- 6 years ago
- Views:
Transcription
1 Company Profile
2 Mission Omni Labour Consultants was born out of a desperate need in the marketplace for a one-stop labour solution. In other words, we fulfill a desperate need for skilled and dedicated people to manage your labour requirements with integrity, confidentiality and excellent service, based on knowledge and experience, embracing a holistic approach for all labour law related requirements.
3 Services 1. Disciplinary Hearings Omni Labour Consultants specialises in the chairing and initiating of disciplinary hearings. The CEO, Mr Michael Opperman, has written the only two books on the topic of disciplinary hearings and investigating misconduct published by Juta Law and has received many glowing reviews from various legal bodies. When chairing a disciplinary hearing we strive to be unbiased and ensure that the correct legal interpretation is implemented, thereby increasing your chances of success at the CCMA level and beyond. When initiating a disciplinary hearing we strive to ensure that the objective which we set out to achieve is accomplished.
4 2. CCMA Representation Omni Labour will represent you as the client at the CCMA for conciliation as well as arbitration where legal practitioners may not according to the CCMA rules and regulations. We specialise in the representation of the employer at the CCMA for all labour issues. Our membership of various Employer s Organisations enables us to deal with our clients labour issues from an internal platform to the CCMA and beyond to the Labour Court, provided you are also a member of one of the Employer s Organisations.
5 3. IR Training Courses We offer extensive training courses on the following: (1) How to Chair a Disciplinary Hearing (2) How to Initiate a Disciplinary Hearing (3) Winning at the CCMA (4) Conducting an Investigation (5) Dealing with Sexual Harassment (6) Absenteeism in the Workplace (7) The Basics of Labour Law (8) Employment Equity (9) Body Corporate Course (10) The Amendments to the Labour Relations and Basic Conditions of Employment Acts
6 4. Company Policies Omni Labour can create specific policies for companies that meet the specialised needs of your business, Such as: 1) Disciplinary Code. 2) Grievance Procedure Policy. 3) Employment Contracts (fixed term and standard). 4) Performance Improvement Program 5) General Business Policies 6) Service Level Agreements
7 5. Lead investigations Omni Labour is able to lead investigations into any form of misconduct. 6. Retrenchments Omni Labour can implement and manage any form of retrenchment process on behalf of our clients. A retrenchment process can become very complicated and the penalties imposed by the CCMA, when the process is not followed correctly, can be very costly. 7. Negotiations Omni Labour Consultants can negotiate on any matters related to labour law with employees and Trade Unions alike. The most common aspects negotiated are: (1) Settlement agreements (2) Wage negotiations (3) Recognition of unions within a company (4) Voluntary severance packages
8 8. Mergers and acquisitions Omni Labour Consultants is able to guide you through the process of mergers and acquisitions. 9. Employment equity Omni Labour Consultants is able to deal with the employment equity requirements of our clients. 10. Payroll The payroll function is headed up by a team who together have more than 38 years experience in the field. 11. HR Services Omni Labour Consultants is able to provide any HR requirements needed by our clients. Please feel free to visit our Website or contact us directly. Contact Details Tell No: Cell No: (Heinrich) Cell No: (Michael) Website: admin@omnilabourconsult.co.za opperman@netactive.co.za
Felicity Steadman. Her manner creates trust and confidence in her ability. Overview
Accreditation: Panel Admission: CEDR Faculty/Lead Faculty: 2003 2004 2004/2013 Languages: Location: English Afrikaans United Kingdom Her manner creates trust and confidence in her ability. Felicity Steadman
More informationCompany Profile. Gobodo Labour Solutions PTY (Ltd) Company Reg: 2013/206595/07
Company Profile www.gobodolabour.co.za Gobodo Labour Solutions PTY (Ltd) Company Reg: 2013/206595/07 INTRODUCTION A Labour Relations Specialist consultancy firm that offers bespoke IR solutions to Small,
More informationIam delighted to provide the foreword to this new Good Employment Practice Guide, and to take this
Foreword by the Minister for Enterprise and Lifelong Learning Iam delighted to provide the foreword to this new Good Employment Practice Guide, and to take this opportunity to commend the FSB, ACAS and
More informationImsimbi Training is a fully accredited training provider with the Services Seta, number 2147, as well as a Level 2 Contributor BBBEE company.
Imsimbi Training proudly presents Labour Relations & Effective Discipline 3 DAYS Imsimbi Training is a fully accredited training provider with the Services Seta, number 2147, as well as a Level 2 Contributor
More informationPRACTICAL LABOUR LAW PROGRAMME
PRACTICAL LABOUR LAW PROGRAMME Labour and Social Security Law Unit Don t miss this opportunity to broaden your legal knowledge and skills in a labour relations environment AIM OF THE PROGRAMME The aim
More informationMEMBERSHIP APPLICATION FEE, ANNUAL SUBSCRIPTION FEES AND LEVIES (WITH EFFECT FROM 1 JANUARY 2017)
U LEDA LABOUR NET EMPLOYER ORGANISATION Soon to be registered with Department of Labour 357 Che Guevara, ex (More Road) Durban 4001 Tel: 031 2010287 / 031 201 7444 Fax: 031 201 2865 or 086 561 9319 Email:
More informationHuman resources policies and employee documentation Guidance note
EBRD Performance Requirement 2 Labour and working conditions Human resources policies and employee documentation Guidance note This document contains references to good practices; it is not a compliance
More informationGRIEVANCE POLICY T H I S P O L I C Y W A S S U M M E R A P P R O V E D : T H I S P O L I C Y W I L L B E R E V I E W E D : S U M M E R
GRIEVANCE POLICY T H I S P O L I C Y W A S S U M M E R 2 0 1 7 A P P R O V E D : T H I S P O L I C Y W I L L B E R E V I E W E D : S U M M E R 2 0 2 0 M E M B E R O F S T A F F W I T H R E S P O N S I
More informationSamuel J. Goolsarran Consultant Adviser CAGI
Industrial Relations and the Law CAGI Training Course 23-24 November 2010 Samuel J. Goolsarran Consultant Adviser CAGI Email: sjgoolsarran@gmail.com 1 The Trade Union Act Chapter 98:03 Provides for the
More informationROLE PROFILE ROLE SUMMARY
ROLE PROFILE Role title Location Reporting structure Group Employment Relations Manager Netcare Head Office: Sandton General Manager: Human Resources South Africa Closing date 25 August 2017 ROLE SUMMARY
More informationContents. 1. Introduction. 2. Policy context. 3. Strategic context. 4. The BAFA equality and diversity vision. 5. Actions
Contents 1. Introduction 2. Policy context 3. Strategic context 4. The BAFA equality and diversity vision 5. Actions 6. Discrimination, harassment and victimisation 7. Responsibility and implementation
More informationThe Grievance Process and Grievance Handling
The Grievance Process and Grievance Handling Regional Management Services Inc. A Grievance It is a complaint, usually by workers against management, relating to a breach or violation of the collective
More informationModels of Workplace Dispute Resolution in the UK
*MODEL FOR MEDIATION - A tool for equal opportunities on the labour market Models of Workplace Dispute Resolution in the UK COUNTRY REPORT United Kingdom Val Stansfield The union for people in transport
More informationLabour Relations SECOND EDITION PH SERIES IN HUMAN RESOURCES MANAGEMENT LARRY SUFFIELD LAMBTON COLLEGE ANDREWTEMPLER, SERIES EDITOR
J-2O Labour Relations SECOND EDITION PH SERIES IN HUMAN RESOURCES MANAGEMENT LARRY SUFFIELD LAMBTON COLLEGE ANDREWTEMPLER, SERIES EDITOR UNIVERSITY OF WINDSOR PEARSON Prentice Hall Toronto Foreword xiii
More informationWHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE. 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members.
WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE 1. INTRODUCTION 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members. 1.2 The procedure will be applied in accordance
More informationMEDIA BRIEFING ON THE STATUS OF LABOUR BROKERS AND THE NEDLAC NEGOTIATIONS ON LABOUR LAW AMENDMENTS LABOUR MINISTER, MILDRED OLIPHANT 19 JULY 2011
MEDIA BRIEFING ON THE STATUS OF LABOUR BROKERS AND THE NEDLAC NEGOTIATIONS ON LABOUR LAW AMENDMENTS LABOUR MINISTER, MILDRED OLIPHANT Industrial Action 19 JULY 2011 With regards to the wave of industrial
More informationEmployer/employee Relations Trade Unions and ACAS
W J E C B U S I N E S S S T U D I E S A L E V E L R E S O U R C E S. 2009 Spec. Issue 2 Sept. 2012 Page 1 Employer/employee Relations Trade Unions and ACAS Specification requirement Changing working practices
More informationRegulated Flexibility: Revisiting the LRA and the BCEA
Regulated Flexibility: Revisiting the LRA and the BCEA DPRU Policy Brief Series Development Policy Research Unit School of Economics University of Cape Town Upper Campus July 2007 PB 07-12 ISBN No: 978-1-920055-48-6
More informationMinistry of Labour & Human Rights Tribunal Claims
A Guide for Employers Ministry of Labour & Human Rights Tribunal Claims March 2018 1 of 11 About Peninsula Peninsula is an employer resource for HR and employment advice, offering guidance to small- and
More informationSUPERVISION AND TRAINING
SUPCRE2 NOVEMBER 2013 EXAMINATION DATE: 13 NOVEMBER 2013 TIME: 14H00 16H00 TOTAL: 100 MARKS DURATION: 2 HOURS PASS MARK: 40% (VOC-1203) SUPERVISION AND TRAINING THIS EXAMINATION PAPER CONSISTS OF 4 SECTIONS:
More informationGrievance Procedure. 1.0 Introduction. 2.0 General Principles
Grievance Procedure 1.0 Introduction 1.1 This procedure applies to all members of staff employed by Staffordshire University other than holders of senior posts as determined by the Board of Governors on
More informationSt Thomas More Catholic Primary School
St Thomas More Catholic Primary School Grievance Policy In the development of this policy consideration has been given to the impact on protected characteristics under the Equality Act and the work life
More informationHow the LRA can help. Conciliation Explained
How the LRA can help Conciliation Explained Labour Relations Agency The Labour Relations Agency is an independent, publicly funded organisation. Our job is to promote good employment relations in Northern
More informationUK Employment Relations experience
NAME: EMAIL: Brenton James Otte brenton.otte@gmail.com ADDRESS: 181a Brighton Street, Richmond VIC 3121 TELEPHONE: +61 (0) 410 586 386 DATE OF BIRTH: 22 September 1976 NATIONALITY: Australian EDUCATION:
More informationEB Management Company
Agreement by and between UFCW 21 and EB Management Company Effective 8/1/2016 7/31/2019 YOUR VOICE, YOUR UNION, YOUR CONTRACT About UFCW 21 UFCW 21 is a large, strong, progressive, and diverse union, representing
More informationAgreement by and between. UFCW 21 and Aramark
Agreement by and between UFCW 21 and Aramark Effective 9/1/2016 8/31/2019 YOUR VOICE, YOUR UNION, YOUR CONTRACT About UFCW 21 UFCW 21 is a large, strong, progressive, and diverse union, representing more
More informationLabour Relations in South Africa
REVISED EDITION Labour Relations in South Africa Editor ROBERT VENTER Contributors MATTHEW GROSSETT STEPHEN HILLS OXFORD UNIVERSITY PRESS Contents Foreword Acknowledgements and dedications Copyright acknowledgements
More information4. Applicants must satisfy the following requirements in order to demonstrate their substantial involvement in labour and employment law: (a)
LAW SOCIETY OF ONTARIO CERTIFIED SPECIALIST PROGRAM 130 QUEEN STREET WEST, TONTO, ON M5H 2N6 TELEPHONE 416-947-3463 CERTSPEC@LSO.CA CERTIFIED SPECIALIST PROGRAM Standards for Certification Labour and Employment
More informationGrievance and Workplace Conflict Policy
Grievance and Workplace Conflict Policy Date: December 2014 Document summary The aim of this policy is to identify what might give rise to a grievance, where to address things that are not grievances and
More informationCorporate Governance Statement
Corporate Governance Statement This Corporate Governance Statement of Yellow Brick Road Holdings Limited (the company ) has been prepared in accordance with the 3 rd Edition of the Australian Securities
More informationGRADE 12 SEPTEMBER 2012 BUSINESS STUDIES
Province of the EASTERN CAPE EDUCATION NATIONAL SENIOR CERTIFICATE GRADE 12 SEPTEMBER 2012 BUSINESS STUDIES MARKS: 300 TIME: 3 hours *BUSTE* This question paper consists of 12 pages. 2 BUSINESS STUDIES
More informationCode of Practice Applies from 1 April Disciplinary and Grievance Procedures. Introduction. Status of this code of practice
Trinity House, Bath Street, St. Helier, Jersey, JE2 4ST Telephone (01534) 730503 Fax (01534)733942 Email jacs@jacs.org.je Website www.jacs.org.je Code of Practice Applies from 1 April 2014 Disciplinary
More informationUFCW 21 and Jefferson Healthcare
Agreement by and between UFCW 21 and Jefferson Healthcare Professional, Technical and Service/ Maintenance, Business Office and Medical Records Employees Effective 2/17/2016 10/31/2018 Your Voice, Your
More informationIntroduction to Labour Dispute Prevention and Resolution System
Introduction to Labour Dispute Prevention and Resolution System Sylvain Baffi, Programme Officer, Social Protection, Governance and Tripartism Programme, ITC/ILO www.itcilo.org International Training Centre
More informationThe new Labour Relations Act (LRA) 66 of 1995 was adopted by parliament on 13 September 1995.
LABOUR RELATIONS ACT INTRODUCTION The new Labour Relations Act (LRA) 66 of 1995 was adopted by parliament on 13 September 1995. The new LRA gives effect to the stated goals and principles of the reconstruction
More informationUFCW 21 and Planned Parenthood of the Great Northwest and the Hawaiian Islands
Agreement by and between UFCW 21 and Planned Parenthood of the Great Northwest and the Hawaiian Islands Effective 8/19/2017-5/31/2020 YOUR VOICE, YOUR UNION, YOUR CONTRACT About UFCW 21 UFCW 21 is a large,
More information2011/12 Charity Law Seminar Series Charities struggle with many of the same operational and human
2011/12 Charity Law Seminar Series Charities struggle with many of the same operational and human resource challenges facing any other business, but they also operate in a highly regulated environment.
More informationEqual Opportunities Policy
Equal Opportunities Policy June 2013 Equal Opportunities Policy Issue date June 2013, Revision date June 2014 1 Contents 1. Policy statement... 3 2. Aim and purpose of the policy... 3 3. Scope of policy...
More informationEMPLOYEE OPERATIONAL REQUIREMENTS DISMISSALS & RESTRUCTURING
EMPLOYEE OPERATIONAL REQUIREMENTS DISMISSALS & RESTRUCTURING What will be covered: 1. Defining and operational requirements dismissal 2. UKZN s employment contractual obligations 3. UKZN s Retrenchment
More informationUFCW 21 and Providence St. Joseph Hospital Chewelah, WA
Agreement by and between UFCW 21 and Providence St. Joseph Hospital Chewelah, WA RN Effective 8/1/2013 7/30/2016 Your Voice, Your Union, Your Contract About UFCW 21 UFCW 21 is a large, strong, progressive,
More information- CURRICULUM VITAE OF -
Cover Letter to the CV of Anton van Niekerk My name is Anton van Niekerk my contact details are as below. I am a Constituent Assessor at ETDP Seta, an ETD Practitioner, and a Constituent Assessor & Moderator
More informationPOLICY ON TRADE UNION RECOGNITION AND FACILITIES AND TIME OFF FOR TRADE UNION REPRESENTATIVES
POLICY ON TRADE UNION RECOGNITION AND FACILITIES AND TIME OFF FOR TRADE UNION REPRESENTATIVES Policy reference LWHR12 SUMMARY AUTHOR VERSION Formal agreement for the recognition of trade unions and arrangement
More informationCorporate Governance Statement
Corporate Governance Statement This Corporate Governance Statement of Yellow Brick Road Holdings Limited (the company ) has been prepared in accordance with the 3 rd Edition of the Australian Securities
More informationEqual Opportunities (Staff) Policy
Equal Opportunities (Staff) Policy Academy Transformation Trust Further Education (ATT FE) Policy reviewed by Academy Transformation Trust on 25/07/13 Policy consulted on with Unions on 25/07/13 Policy
More informationAgreement by and between. UFCW 21 and Thrifty Payless, Inc. d/b/a Rite Aid
Agreement by and between UFCW 21 and Thrifty Payless, Inc. d/b/a Rite Aid Effective 3/24/2013 9/30/2016 Your Voice, Your Union, Your Contract About UFCW 21 UFCW 21 is a large, strong, progressive, and
More informationThe Unionized Workplace:
The Unionized Workplace: Negotiating and Administering Collective Agreements Presented by Stephen Beernaert Roy Johnston TDS Stephen Beernaert Member of the Manitoba Bar since 2014 and Alberta Bar since
More informationTHE FEDERATION OF HARRIS ACADEMIES JOINT CONSULTATIVE COMMITTEE
DRAFT RECOGNITION AGREEMENT THE FEDERATION OF HARRIS ACADEMIES JOINT CONSULTATIVE COMMITTEE PREAMBLE This agreement is made between the Harris Federation of Academies and the trade unions recognised by
More informationTRADE UNION RECOGNITION TEMPLATE
Work Voice Pay: TRADE UNION RECOGNITION TEMPLATE National Organising & Leverage Department July 2016 1 Table of Contents Why is Recognition Important? 5 Template Recognition and Procedural Agreement 6
More informationINDEX. The following references appear with their corresponding page numbers throughout the Ontario Labour Relations Act Quick Reference 2017 Edition
INDEX The following references appear with their corresponding page numbers throughout the Ontario Labour Relations Act Quick Reference 2017 Edition A Application. for certification, 8, 28, 41, 75, 95.
More informationMAIN AGREEMENT NEGOTIATIONS: Strike Handling Guidelines
MAIN AGREEMENT NEGOTIATIONS: 2010 Strike Handling Guidelines 2010 MAIN AGREEMENT NEGOTIATIONS: 2010 STRIKE HANDLING GUIDELINES Introduction Members are by now well aware of the dispute which currently
More informationCCG Governance Structure
Disciplinary Policy Policy Title: Supersedes: Description of Amendment(s): This policy will impact on: Financial Implications: Disciplinary Policy Any previously agreed policies N/A All CCG Staff N/A Policy
More informationGRIEVANCE POLICY. Approved by Version Issue Date Review Date Contact Person. SEG, Board 5.1 July 2016 July 2019 Director of HR
GRIEVANCE POLICY This policy is available on-line at: www.tynecoast.ac.uk We will consider any request for this policy to be made available in an alternative format or language. Please note that the College
More informationScope This procedure applies to all staff working within Synod operations and Synod-based ministries.
TYPE: Operations - People & Culture DATE: 26 October 2017 Grievance procedure Parent policy Grievance policy Scope This procedure applies to all staff working within Synod operations and Synod-based ministries.
More information1.4. Ermha adheres to a progressive discipline approach as a means of ensuring a method which is fair and responsive.
PURPOSE 1.1. Ermha is committed to providing a high quality system that supports Ermha s organisational objectives, vision and mission and does so through linking those objectives with staff goals, achievements
More informationThere has been a wave of downsizing exercises in Malaysia, which started last year and looks to continue through 2016.
Managing Downsizing Correctly During Economic Downturn There has been a wave of downsizing exercises in Malaysia, which started last year and looks to continue through 2016. Hence, downsizing may arise
More informationHuman Resources FTE s
401 Human Resources Human Resources 220.2 FTE s General Manager Human Resources 4 FTE's Director Labour Relations 2 FTE's Organizational Effectiveness 2 FTE's Director Compensation Payroll & Benefits 2
More informationHuman Resources Manual Phatshoane Henney inc. 2008
Human Resources Manual Phatshoane Henney inc. 2008 www.cilreyn.co.za P a g e 2 o f 5 1. PURPOSE To ensure the application of consistent, fair and legal industrial action procedures and practices at the
More informationJUNE 2013 EXAMINATION DATE: 5 JUNE 2013 DURATION: 3 HOURS PASS MARK: 40% (BUS-LR1)
LABBUS2 JUNE 2013 EXAMINATION DATE: 5 JUNE 2013 TIME: 09H00 12H00 TOTAL: 100 MARKS DURATION: 3 HOURS PASS MARK: 40% (BUS-LR1) THIS EXAMINATION PAPER CONSISTS OF 4 SECTIONS: SECTION A: CONSISTS OF: (i)
More informationGrievance Procedure. [Company Name] Drafted by Solicitors
Grievance Procedure [Company Name] Drafted by Solicitors Contents Clause 1. Policy statement... 1 2. Who is covered by the procedure?... 1 3. Using this procedure... 1 4. Raising grievances informally...
More informationEqual Opportunities Policy. Date Approved: 01 January To be Reviewed: 31 December Advisory Committee: Approval Committee:
Title: Reviewed/Updated by: Document Owner: Equal Opportunities Policy Elizabeth Youngs Human Resources Date Approved: 01 January 2016 To be Reviewed: 31 December 2016 Advisory Committee: Approval Committee:
More information2013/14 Charity Law Seminar Series Charities struggle with many of the same operational and human
2013/14 Charity Law Seminar Series Charities struggle with many of the same operational and human resource challenges facing any other business, but they also operate in a highly regulated environment.
More informationGrievance Procedures
Grievance Procedures HRP023 Grievance Procedures HR Policy Document Record Reference Number Policy Owner Approval Body Creation Date HRP023 Head of Workplace Relations National Level November 2008; Adopted
More informationEQUALITY AND DIVERSITY POLICY
1 INTRODUCTION 1.1 Statement of Intent LONDON BOROUGH OF HAVERING EQUALITY AND DIVERSITY POLICY 1.1.1 The London Borough of Havering is committed to making sure that it provides equality of opportunity
More informationCHAPTER 12 HUMAN RESOURCE MANAGEMENT AND THE SA LABOUR LEGISLATIVE FRAMEWORK
CHAPTER 12 HUMAN RESOURCE MANAGEMENT AND THE SA LABOUR LEGISLATIVE FRAMEWORK Chapter content Introduction The relationship between line management and the human resource (HR) department Human resource
More informationThe SKF Code of Conduct
SKF is a leading global supplier of products, solutions and services in the area comprising bearings, seals, mechatronics, services and lubrication systems. SKF s offer includes technical support, maintenance
More informationSelf help guide Preparing a grievance procedure
Self help guide Preparing a grievance procedure The sample wording in this document is for guidance only. The wording must reflect your current contractual arrangements. Any errors or omissions cannot
More informationJason R. Stanevich. Focus Areas. Overview
Shareholder One Century Tower 265 Church Street, Suite 300 06510 main: (203) 974-8700 direct: (203) 974-8716 fax: (203) 974-8799 jstanevich@littler.com Focus Areas Labor Management Relations Discrimination
More informationHow to protect your school against employment claims
How to protect your school against employment claims It goes without saying that employment disputes can be both disruptive and costly. This short guide provides some useful advice to help your school
More informationNational Diploma: SABPP HRM Level 5
SAQA Qualification 49692 (61592): National Diploma: Human Resources Management and Practices NQF Level 05, 259 Credits (minimum requirement 249 Credits) Overview National Diploma: SABPP HRM Level 5 Accreditation
More informationBRITISH COLUMBIA INSTITUTE OF TECHNOLOGY POSITION DESCRIPTION
BRITISH COLUMBIA INSTITUTE OF TECHNOLOGY POSITION DESCRIPTION POSITION: DEPARTMENT: REPORTS TO: Senior Labour Relations Consultant Human Resources Director, Human Resources DATED: November 2016 POSITION
More informationGUIDE TO STATUTORY RECOGNITION: USING THE CAC PROCEDURE
GUIDE TO STATUTORY RECOGNITION: USING THE CAC PROCEDURE Introduction This guide sets out the right under the Employment Relations Act 1999 and Trade Union & Labour Relations (Consolidation Act 1992 to
More informationINTRODUCTION TO HUMAN RESOURCE MANAGEMENT (HRM1501) _ E-1 _MEMO: Compiled by Tackura Mudyano: MCom HRM (UNISA), BCom Honours Business
1.1The influencing factors in the external business environment are discussed below: Political/legal factors refer to labour legislation. It influences HRM activities, policies and programmes both directly
More informationEmployee grievance mechanism Guidance note
EBRD Performance Requirement 2 Labour and working conditions Employee grievance mechanism Guidance note This document contains references to good practices; it is not a compliance document. It should be
More informationNorthern Ireland Fire & Rescue Service Job description
Northern Ireland Fire & Rescue Service Job description Ref No: Date: 23 October 2013 Dept: Post No: Section: Job Title: Grade: Human Resources HR02 Human Resources Advisory Head of HR Advisory PO10 Reports
More informationA GUIDE TO THE TRAINING LAYOFF SCHEME
DEPARTMENT OF LABOUR A GUIDE TO THE TRAINING LAYOFF SCHEME 12 August 2009 1. Background The framework document titled; Framework for South Africa s response to the international economic crisis contains
More informationLabour Relations Foundations
INDUSTRIAL RELATIONS CENTRE Professional Development Training READERS CHOICE LABOUR RELATIONS TRAINING PROVIDERS 2017 Labour Relations Foundations Laying the Groundwork for Excellence in Union-Management
More informationEquality, Diversity & Inclusion Policy and Framework Version 1.2 Owner: Diversity & Inclusion, HR Approved by Ian Iceton, Group HR Director
Equality, Diversity & Inclusion Policy and Framework Version 1.2 Owner: Diversity & Inclusion, HR Approved by Ian Iceton, Group HR Director Date issued 31.01.2017 Reference NR/HR/POU024 1. Policy Statement
More informationHuman Resources Management & Labour Relations 5 DAYS
Imsimbi Training proudly presents Human Resources Management & Labour Relations 5 DAYS Imsimbi Training is a fully accredited training provider with the Services Seta, number 2147, as well as a Level 2
More informationManagement and Leadership. QCF units of assessment Level 3 25 March Skills CFA Page 1
Management and Leadership QCF units of assessment Level 3 25 March 2014 2014 Page 1 Contents No. Detail Page M&L 9 Manage personal and professional development 3 M&L 10 Promote equality, diversity and
More informationIndustrial Relations (IR) (Employee Discipline, Rights & Procedure) by Ephraim Mashao
Industrial Relations (IR) (Employee Discipline, Rights & Procedure) by Ephraim Mashao Financial Services www.daberistic.com What is Industrial Relations The relationship between employer and employee that
More informationELRC PRESENTATION ON JURISDICTION
ELRC PRESENTATION ON JURISDICTION 1 In this clause 14, a dispute means any dispute other than a mutual interest dispute that a party must or may elect to refer to the General Secretary in terms of a statute
More informationEquality Policy. St. Peter s Farnworth In accordance with Bolton LA Model Policy
Equality Policy St. Peter s Farnworth In accordance with Bolton LA Model Policy June 2016 CONTENTS Page No 1. Introduction 3 2. The legislative context: Equality Act 2010 3 3. The School s response 4 June
More informationELRC ANNUAL REPORT 2005/6 PRESENTATION TO PARLIAMENT
ELRC 2005/6 ANNUAL REPORT PRESENTATION TO PARLIAMENT 7 NOVEMBER 2006 TABLE OF CONTENTS INTRODUCTION Accounting Officer - Mr M Govender Who we are Where we came from Overview of presentation OVERVIEW OF
More informationAuthor: reviewed by Emily Fraser, Senior HR Advisor. Owner: Alyson Sargeant, Head of Recruitment and Resourcing
Human Resources Grievance and Disputes Policy Document Control Summary Status: Replacing H/BLU-gh-06 Version: V2.0 Date: January 2018 Author/Owner/Title: Author: reviewed by Emily Fraser, Senior HR Advisor
More informationGRIEVANCE PROCEDURE. For Coast Academies
GRIEVANCE PROCEDURE For Coast Academies Approved 23 rd November 2015 1 Policy Statement Coast Academies encourages open communication between all employees. Our aim is to maintain constructive working
More informationIt is our policy to provide employment equality to all, irrespective of:
Revised: July 2012 The aim of this policy is to communicate the commitment of the Chief Executive, Board of Directors and Senior Management Team to the promotion of equality of opportunity in and by the
More informationOntario s Fair Workplaces, Better Jobs Act
Ontario s Fair Workplaces, Better Jobs Act Purpose: The purpose of the HR Minute is to provide managers with timely information about human resources issues. Please take a moment to read this important
More informationREFERRING A DISPUTE TO THE GPSSBC FOR CONCILIATION
GPSSBC REFERRAL FORM G1 READ THIS FIRST REFERRING A DISPUTE TO THE GPSSBC FOR CONCILIATION WHAT IS THE PURPOSE OF THIS FORM? This form enables a person or an organisation to refer a dispute to the GPSSBC
More informationCorporate Governance Statement
Corporate Governance Statement This Corporate Governance Statement of Yellow Brick Road Holdings Limited (the Company ) has been prepared in accordance with the 3 rd Edition of the Australian Securities
More information1.2 GBWBA will ensure that there will be open access to all those who wish to participate in the sport and that they are treated fairly.
Great Britain Wheelchair Basketball Equality Policy 1. Statement of Intent 1.1 Great Britain Wheelchair Basketball Association (GBWBA) is fully committed to the principles of the equality of opportunity
More informationEQUAL OPPORTUNITIES & DIVERSITY POLICY STATEMENT
EQUAL OPPORTUNITIES & DIVERSITY POLICY STATEMENT Policy statement The Company is committed to promoting equality of opportunity for all staff and job applicants. We aim to create a working environment
More informationKNOW YOUR LRA. A guide to the Labour Relations Act, 1995 (as amended)
KNOW YOUR LRA A guide to the Labour Relations Act, 1995 (as amended) Table of Contents PRE-TEST INTRODUCTION CHAPTER 1 WHO IS COVERED BY THE ACT? Who does the Act cover?... Who does the Act not cover?...
More informationLabor, Employment and Workers Compensation Law
New York Lawyers Practical Skills Series Labor, Employment and Workers Compensation Law William A. Herbert, Esq. Norma G. Meacham, Esq. Martin Minkowitz, Esq. 2017 2018 NEW YORK STATE BAR ASSOCIATION New
More informationEXECUTIVE DIPLOMA IN INDUSTRIAL RELATIONS 2017
EXECUTIVE DIPLOMA IN INDUSTRIAL RELATIONS 2017 MEF Academy Executive Diploma in Industrial Relations the only comprehensive industrial relations course in collaboration with and endorsed by the International
More informationEmployee Relations Strategy September 2017
Employee Relations Strategy September 2017 Office use Published: September 2016 Reviewed: September 2017 Next review: September 2018 Statutory/non: Non Statutory Lead: Gary Corban Chief Operating Officer
More informationStrategic INDUSTRIAL RELATIONS AND LABOUR LAWS
Strategic INDUSTRIAL RELATIONS AND LABOUR LAWS S.K. BHATIA Director Human Resource Management Foundation, New Delhi and Senior Faculty, Business Management Institutes Formerly: Director (Personnel), Oil
More informationLabor, Employment and Workers Compensation Law
New York Lawyers Practical Skills Series Labor, Employment and Workers Compensation Law William A. Herbert, Esq. Norma G. Meacham, Esq. Martin Minkowitz, Esq. 2018 2019 NEW YORK STATE BAR ASSOCIATION New
More informationGrievance Policy. Version: 2. Joint Consultation and Negotiating Committee
SH HR 25 Version: 2 Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: This document provides a framework for the resolution of staff initiated grievances, disputes or
More informationCategory Questions. ü Celebrating and recognising business excellence in our region. ü Showcasing the success of Chamber members.
Category ü Celebrating and recognising business excellence in our region. ü Showcasing the success of Chamber members. ü Strengthening business in Albury Wodonga. Page 1 1. Outstanding Micro Business (For
More informationINTRODUCTION TO STEWARDING
INTRODUCTION TO STEWARDING AMALGAMATED TRANSIT UNION LOCAL 1374 STEWARD S HANDBOOK 2 The purpose of this Introduction to Stewarding is to give newly appointed stewards an outline of their duties and let
More information