The CCMA’s Dispute Management & Prevention Department offers a range of support services to trade unionists, advice officers, managers and workers.
From small beginnings involving a few workshops, these services now deliver a multitude of activities each year, reaching communities all over South Africa.
The focus of the services is on capacity building, information sharing, awareness-raising and problem-solving.
The CCMA welcomes you to make use of these services, which are described overleaf.
Awareness raising on workplace rights and use of the law is carried out through community radio sessions, Izimbizo meetings and road shows.
All corners of South Africa are reached in this manner with priority placed on empowering unorganised workers and small businesses.
Promoting and Facilitating Social Dialogue
The promotion and facilitation of dialogue amongst social partners on topical issues is carried out through the holding of sector summits, user forum meetings, seminars and other events.
User forum meetings provide a platform for the exchange of information, ideas and experiences on the effective running of the CCMA. Updates on CCMA developments are also given.
Contributing to the streamlining and effective use of CCMA dispute resolution processes
This activity is conducted through the promotion of compliance with and appropriate usage of CCMA dispute resolution processes.
An important aspect is the conducting of user trends analyses, where a specific trade union or employer’s use of the CCMA is analysed, a presentation made of the outcomes and identified problem areas discussed.
This initiative focuses on the workplace and includes the following support services:
Building Workplace Relations
The focus of this service is on building relations in the workplace between all role players involved.
BWR interventions are intended to assist parties to clarify the nature of the relations wanted and then to design and implement systems to achieve this.
BWR is therefore a customised process designed to assist labour and management to develop the kind of workplace relations appropriate to their needs and interests.
BWR processes are facilitated by trained members of a CCMA BWR panel.
Managing Conflict in the Workplace
The purpose of this training course, which takes the form of a workshop and a project thereafter, is to empower participants to effectively manage conflict both at an individual and organisational level.
Participants will learn about the nature of conflict, the path that conflict follows and the different aspects of conflict. This is followed by an exploration of how to manage and resolve conflict.
Overall, the course will provide participants with specific conflict resolution skills which can be used at home, in the workplace and in the community.
Managing Discipline in the Workplace
This course takes the form of a morning presentation or a one or two day workshop. It is designed to assist workers and managers to effectively manage discipline in the workplace.
The course overviews key elements of workplace discipline, which are relevant to both workers and managers.
The aim is not only to cover key aspects to the law and process involved, but also to suggest best practice in that regard.
Promotion of Social Justice
Delivering the CCMA’s social justice mandate is a key aspect of the CCMA’s outreach services.
Priority is placed on the law and the CCMA being accessible to all, with emphasis placed on the empowerment of vulnerable sectors and communities.
Treating all CCMA users with respect and dignity at all times is strongly promoted.
The aim of this service is on empowering CCMA users and social partners on how best to use the law and the CCMA.
Dedicated courses are offered for shop steward leadership, trade union officials, employers, managers and advice officers. The objective is to practically assist in the daily use of labour law and CCMA processes.
The focus is on ‘training for learning and doing’, entailing hands-on skills development. This involves workshops, presentations and seminars.
Topics covered concentrate on the interpretation and practical application of key aspects of labour law and process. This includes latest developments in labour law jurisprudence.
The CCMA also has a number of other services, including the following:
- A comprehensive course on Preparation for and Representation of Parties at CCMA Arbitration Hearings.
- A workshop on Dealing with Unfair Discrimination in the Workplace.
- A workshop on an Overview of the Labour Law Amendments.
- Specialist workshops on specific aspects of the Labour Law Amendments.
- Specific services based upon user requests and needs (where within the CCMA’s
- Pro-active strategic interventions involving partnerships and joint initiatives.
Please contact the Dispute Management Administrator or Commissioner at your Regional CCMA office for further information.
Issued by the CCMA National Dispute Management & Prevention Department:
Tel 011 377-6650
Promotion of Employment Security
The promotion of employment security involves a holistic, integrated strategy in addressing business distress and job insecurity.
The objective of the strategy is to leave no stone unturned in pursuing the quest for business health and job security. Where this is not possible, to not let any retrenched worker ‘walk into the sunset’ without facilitating the provision of survival and support mechanisms.
The CCMA has played a leading role in the establishment and implementation of the NEDLAC initiated Training Layoff Scheme. The Scheme constitutes an important mechanism in the broader quest to save jobs and promote employment security.
In addition to delivering on the strategy, capacity building activities on dealing with job insecurity are offered. This involves workshops, seminars and presentations.
CCMA, Bargaining Councils and Public Universities’ Statement
DELIVERY OF THE LABOUR DISPUTE RESOLUTION PRACTICE PROGRAMME BY PUBLIC UNIVERSITIES
Building Skills to Meet Workplace Challenges
The CCMA and Bargaining Councils have collaborated with Public Universities to deliver a Programme in Labour Dispute Resolution Practice (LDRP). Now in its fifth year of delivery, this partnership currently involving six universities has made excellent progress, with strong student uptake and growing interest experienced. To date the outcomes have been very positive.
The Programme is targeted at individuals who wish to enhance their dispute resolution and conflict management skills in the area of industrial relations. This includes human resource officers, trade unionists and legal practitioners. It is also targeted at aspirant CCMA commissioners and Bargaining Council panelists.
The aim of the programme is to empower participants to engage in a knowledgeable and skillful manner more broadly within the labour relations arena when they return to their workplaces after successfully completing the programme. It also aims to equip participants to participate effectively in the conciliation and arbitration hearing process as a party or to be competent conciliators and arbitrators, should they wish to take this route.
The Programme is designed to produce well-rounded practitioners who are not only technically competent but also have a strong sense of social justice, ethics and equity values. Flowing from the in-house CCMA Candidate Commissioner Training programme, it includes training in all core aspects currently offered by the CCMA. While the LDRP Programme does not provide for direct so-called “accreditation” as a CCMA commissioner or a Bargaining Council panelist, it serves as an advantage for those who apply for such positions as and when they are advertised. Those LDRP graduates whose applications are successful will not be required to attend the eight-module in-house Candidate Commissioner Training programme, but instead, will be required to complete a five-day training course and an assessment-based Mentorship and Coaching programme. Those graduates who wish to apply for Bargaining Council positions are advised to contact the Bargaining Councils directly for their recruitment procedures and for information on the type of positions that may be on offer.
The qualification is pitched at post-graduate level (NQF 8), is credit bearing and certified by the respective universities. Four universities currently offer the LDRP Programme as a post-graduate diploma and two universities offer it as a certificate course with university-based certification. A bridging component is also on offer by a number of universities for aspirant candidates who have potential, but do not meet the entry requirements.
The programme is being delivered by the universities listed below - please take note of the different titles of the qualifications as used by the universities: Queries regarding registration and other details must please be directed to the relevant universities, using the contact details below.
Issued by the CCMA, Bargaining Councils and Partner Universities
Issued by the CCMA, Bargaining Councils and Partner Universities
Advertisement for the Postgraduate Diploma in Labour Law
Department Mercantile Law
Faculty of Law
University of the Free State
Why do a Postgraduate Diploma in Labour Law?
This Postgraduate Diploma in Labour Law (PGDLL) programme is designed to enable people to specialize in the general field of Labour Law. In addition, the Commission for Conciliation, Mediation and Arbitration (CCMA) and Bargaining Councils have partnered with the University of the Free State and five other universities to deliver a Programme in Labour Dispute Resolution Practice, which forms an integral part of the PGDLL qualification.
The qualification is targeted at legal practitioners, human resources officers, trade unionists, aspirant CCMA Commissioners and Bargaining Council Panellists and lastly individuals who wish to enhance their dispute resolution and conflict management skills in the area of industrial relations.
The PGDLL programme comprises out of six modules. The graduate must be able to understand, evaluate and critically explain selected topics from each of the respective modules. In addition to the six modules, the programme includes two compulsory practical workshops conducted and facilitated by local CCMA commissioners. The PGDLL is offered only in English and on a fulltime basis. A brief summary of each module is given below.
History of the South African Labour law, the impact of the Constitution on Labour law; the contract of employment and the Basic Conditions of Employment Act, 1999; International Labour Organization (ILO).
The relevant provisions of the Labour Relations Act, 1995 with regard to freedom of association; trade unions and employer organizations, bargaining councils and dismissal.
The relevant provisions of the Labour Relations Act, 1995 with regard to strikes, other industrial action and lock-outs, the transfer of business, and unfair labour practices.
The relevant provisions of the Labour Relations Act, 1995 with regard to dispute resolution, the CCMA and the Labour Courts, and representation.
The relevant provisions of the Employment Equity Act, 1998 with regard to discrimination and affirmative action, preparation of an employment equity plan.
Social legislation inter alia relevant provisions of the Skills Development Act, 1998; the Unemployment Insurance Act, 1996; the Compensation for Occupational Injuries and Diseases Act, 1993 and the Occupational Health and Safety Act, 1993.
Formative assessment methods are used in the form of an assignment and additional tests/quizzes.
A student must receive an average of 40% for the assignment and/or the combined assessments in order to be granted access to the examination.
For admission to the Postgraduate Diploma in Labour law one of the following is required:
a) An applicable Bachelor’s Degree (NQF Level 7 or 8), or
b) An applicable Advanced Diploma (NQF Level 7).
c) An applicable diploma (NQF Level 6), and the candidate –
i. has at least 5 (five) years’ relevant labour related (not administrative) work experience;
ii. successfully completed the following short learning programmes presented by the Centre for Labour Law, UFS: Certificate in Basic Principles of Labour Law (NQF Level 5), Certificate in Advanced Principles of Labour Law (NQF Level 7), and another certificate presented by the Centre for Labour Law; and
iii. successfully completed the recognition of prior learning process; or
d) A National Senior Certificate (as from 2008) or a School-leaving Certificate (prior to 2008), and the candidate –
i. has at least seven (7) years’ relevant labour related (not administrative) work experience,
ii. successfully completed the following 4 (four) short learning programmes presented by the Centre for Labour Law, UFS: Certificate in Basic Principles of Labour Law (NQF Level 5), Certificate in Advanced Principles of Labour Law (NQF Level 7), Certificate in Alternative Dispute Resolution (NQF Level 6), and Certificate in Basic Principles of Social Security Law (NQF Level 6); and successfully completed the recognition of prior learning process
PLEASE ENSURE THAT YOU COMPLY WITH THE RELEVANT ADMSSION REQUIREMENTS. You may also contact student academic services
Dr D M Smit
+27 (0)51 401 3593
Ms Veronica Plaatjies
+27(0)51 401 7625
The University of the Western Cape, in partnership with the CCMA and the Labour Relations Practice Industry offers an NQF accredited.
Post Graduate Diploma in Labour Law
Commencement : February 2019
Times : Saturdays 09h00 - 16h00
Duration : 1 Year
Venue : UWC Campus
Presented by the Social Law Project, Faculty of Law
To secure your place, please contact: