directorate: labour relations - "know your rights" workshop 1 western cape education...

DIRECTORATE: LABOUR RELATIONS - "KNOW YOUR RIGHTS" WORKSHOP

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Western Cape Western Cape Education Education

DepartmentDepartment

Directorate: Labour RelationsDirectorate: Labour Relations

““KNOW YOUR BASIC LABOUR RIGHTS & KNOW YOUR BASIC LABOUR RIGHTS & RESPONSIBILITIES” WORKSHOP FOR RESPONSIBILITIES” WORKSHOP FOR

PUBLIC SERVICE STAFFPUBLIC SERVICE STAFF


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DOMESTIC ISSUESDOMESTIC ISSUES

Starting and finishing timesStarting and finishing times

Cellular phones - OffCellular phones - Off

No smoking No smoking

Ask as many general questions as Ask as many general questions as possible within the timeframespossible within the timeframes

Don’t turn the pageDon’t turn the page


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TTRRAAIINNIINNGG PPRROOGGRRAAMMMMEE__ __ __ __ __ __ __ __ __ __ __ __ __ __ __ __ __ __ __ __ __ __

0088::3300--0099::0000 RReeggiissttrraattiioonn aanndd TTeeaa//CCooffffeeee

0099::0000--0099::1155 WWeellccoommee aanndd IInnttrroodduuccttiioonn

0099::1155--0099::4455 IInnttrroodduuccttiioonn ttoo LLaabboouurr RReellaattiioonnssaanndd RReelleevvaanntt LLeeggiissllaattiioonn

0099::4455--1100::3300 CCoolllleeccttiivvee BBaarrggaaiinniinngg

1100::3300--1100::4455 CCoommffoorrtt BBrreeaakk

1100::4455--1111::4455 GGrriieevvaanncceess aanndd DDiissppuutteess

1111::4455--1122::3300 DDiisscciipplliinnaarryy CCooddeess aanndd PPrroocceedduurreess

1122::3300--1133::0000 OOrrggaanniissaattiioonnaall rriigghhttssSSttrriikkeess -- AAddvvaannttaaggeess aanndd

DDiissaaddvvaannttaaggeess1133::0000--1133::1155 GGeenneerraall QQuueessttiioonnss aanndd AAnnsswweerrss

SSeessssiioonnss1133::1155--1133::3300 DDiissccuussssiioonn,, EEvvaalluuaattiioonn aanndd CClloossuurree


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TRAINING OBJECTIVES TRAINING OBJECTIVES AND OUTCOMESAND OUTCOMES

Inform delegates regarding their Inform delegates regarding their rights and responsibilitiesrights and responsibilities within the workplacewithin the workplace

Familiarise delegates of applicable grievance and dispute Familiarise delegates of applicable grievance and dispute proceduresprocedures

Familiarise delegates of applicable disciplinary processes and Familiarise delegates of applicable disciplinary processes and proceduresprocedures

Inform delegates regarding collective bargaining processes Inform delegates regarding collective bargaining processes with reference to ELRC and PSCBC matterswith reference to ELRC and PSCBC matters

Inform delegates regarding industrial action its advantages and Inform delegates regarding industrial action its advantages and disadvantagesdisadvantages

Familiarise delegatess with general labour relations matters.Familiarise delegatess with general labour relations matters.


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RINTRODUCTION INTRODUCTION TO LABOUR TO LABOUR RELATIONS AND RELATIONS AND RELEVANT RELEVANT LEGISLATIONLEGISLATION


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EXERCISE 1EXERCISE 1

WHAT IS LABOUR RELATIONS PRIMARILYCONCERNED WITH ?

EXERCISE 1


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WHAT IS LABOUR RELATIONS?

We have the Labour Relations Act and you are on a Labour Relations Course. Peopleregularly talk about Labour Relations. What is the field of Labour Relations primarilyconcerned with?

The field of Labour Relations is primarily concerned with the management of the relationshipbetween employer and employee, through the recruitment phase, the employment relationshipitself and the termination of the relationship.

PERFORMANCE /PRODUCTIVITY

MANAGING ANDMAINTAINING THE

EMPLOYMENTRELATIONSHIP

RECRUITMENT TERMINATION

SALARY/WAGES/BENEFITSJOB SATISFACTION


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CONSTELLATION OF LEGISLATION

Consider the information contained in the stars and boxes below. The stars contain the names of applicable labourlegislation and the boxes below contain a brief summary of the contents of those Acts. Please draw a line linking thestar with the box below which in your view most accurately summarizes the Act referred to.

PUBLIC SERVICE ACTLABOURRELATIONSACT

THES.ACONSTI-TUTION

Eliminates unfair discriminationand promotes affirmative actionat the workplace

Provides mechanisms and structures tomanage the relationship between employersand employees and to resolve disputesbetween them

To provide and regulate theconditions of employmentservants

Sets minimum working conditionsgoverning most employmentrelationships

Sets out broad principles andpolicies regulating civil societythroughout the country

Promotes training and skills development

SKILLSDEVELOPMENTACT

BASICCONDITIONS OFEMPLOYMENT ACT

EMPLOYMENTEQUITY ACT


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CONSTELLATION OF LEGISLATIONConsider the information contained in the stars and boxes below. The stars contain the names of applicable labour legislation andthe boxes below contain a brief summary of the contents of those Acts. Please draw a line linking the star with the box below whichin your view most accurately summarizes the Act referred to.

PUBLIC SERVICE ACTLABOURRELATIONSACT

THES.ACONSTITUTION

Eliminates unfair discrimination andpromotes affirmative action at theworkplace

Provides mechanisms and structures tomanage the relationship betweenemployers and employees and to resolvedisputes between them

To provide and regulate theconditions of employment servants

Sets out broad principles andpolicies regulating civil societythroughout the country

Sets minimum working conditionsgoverning most employmentrelationships

Promotes training and skillsdevelopment

SKILLSDEVELOPMENTACT

BASICCONDITIONS OFEMPLOYMENT ACT



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RELEVANT LEGISLATIONRELEVANT LEGISLATION

Constitution of the Republic of South AfricaConstitution of the Republic of South Africa Labour Relations ActLabour Relations Act Basic Conditions of Employment ActBasic Conditions of Employment Act Employment of Educators ActEmployment of Educators Act Skills Development ActSkills Development Act Employment Equity ActEmployment Equity Act South African Schools Act(SASA)South African Schools Act(SASA) Public Service ActPublic Service Act Public Service RegulationsPublic Service Regulations Barganing Councils ResolutionsBarganing Councils Resolutions And other relevant LegislationAnd other relevant Legislation


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RREELLEEVVAANNTT LLAABBOOUURR LLEEGGIISSLLAATTIIOONN HHIIEERRAARRCCHHYY

CONSTITUTION(ACT 108 OF 1996)

LABOUR RELATIONS ACT (LRA) (ACT 66 OF 1995)

BASIC CONDITIONSOF EMPLOYMENT

ACT (ACT 75 OF 1997)

PPUUBBLLIICC SSEERRVVIICCEE AACCTTSSKKIILLLLSS DDEEVVEELLOOPPMMEENNTTAACCTT

((AACCTT 9977 OOFF 11999988))


(ACT 55 OF 1998)

EMPLOYMENT OFEDUCATORS ACT(ACT 76 OF 1998)

REGULATIONS AND PSCBCRESOLUTIONS

WCED CIRCULARS ANDPOLICIES


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BARGAINING BARGAINING COUNCILSCOUNCILS


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BARGAINING COUNCILSBARGAINING COUNCILS

REGULATED BY SECTION 27 OF LRAREGULATED BY SECTION 27 OF LRA

POWERS AND FUNCTIONS OF POWERS AND FUNCTIONS OF BARGAINING COUNCILSBARGAINING COUNCILS– To conclude collective agreementsTo conclude collective agreements– To enforce collective agreementsTo enforce collective agreements– To prevent and resolve labour disputesTo prevent and resolve labour disputes– To perform the dispute resolution functions To perform the dispute resolution functions

referred to in section 51referred to in section 51


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BARGAINING BARGAINING COUNCILSCOUNCILS

BARGAINING COUNCILS IN THE PUBLIC BARGAINING COUNCILS IN THE PUBLIC SERVICESERVICE– Public Service Co-ordinating Bargaining Council Public Service Co-ordinating Bargaining Council

(PSCBC)(PSCBC)– General Public Service Sectoral Bargaining General Public Service Sectoral Bargaining

Councils (GPSSBC)Councils (GPSSBC)– Co-ordinating Chamber of the Public Service Co-ordinating Chamber of the Public Service

Bargaining Council for the Western Cape Bargaining Council for the Western Cape (CCPWCP)(CCPWCP)

– Institutional Management Labour Caucus (IMLC)Institutional Management Labour Caucus (IMLC)


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PPSSCCBBCCPublic Service Co-ordinating

Bargaining Council

EELLRRCCEducation

Labour RelationsCouncil

SSSSSSBBCCSafety & Security

SectoralBargaining

Council

PPHHWWSSBBCCPublic Health &Welfare Sectoral

BargainingCouncil

GGPPSSSSBBCCGeneral Public Service

Sectoral Bargaining Council(Other departments)

CCAABBIINNEETT

PPEELLRRCCProvincialEducation

Labour RelationsCouncil

CCCCPPWWCCPPCo-ordinating Chamber of the Public Service of the Western Cape Province (Deals

with transverse issues within the Province)

PPuubblliicc SSeerrvviicceeCCoommmmiissssiioonn

BBii--MMoonntthhllyyMMeeeettiinngg

((DDeepptt.. IIMMLLCC))

IIMMLLCC

SSSSSSBBCCSSaaffeettyy && SSeeccuurriittyy

SSeeccttoorraallBargaining

Council

PPHHWWSSBBCCPublic Health

& WelfareSectoral

BargainingCouncil

GGPPSSSSBBCCGeneral Public Service

Sectoral Bargaining Council(Other departments)

NATIONAL

PROVINCIAL

DEPARTMENTAL

DDIIAAGGRRAAMM


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PSCBCPSCBCVOTE WEIGHTSVOTE WEIGHTS


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CCPWCP VOTE WEIGHTSCCPWCP VOTE WEIGHTSMMEEMMBBEERRSSHHIIPPTTRRAADDEE UUNNIIOONN VVOOTTEE

WWEEIIGGHHTTDENOSA 5144

SAMA 817TOTAL 5961 9.540%

HOSPERSA 5740NATU 0

NUPSAW 2963TOTAL 8703 13.929%

NAPTOSA 0APEK 245USAPE 721ITUSA 0NUE 3116

OFSATA 0PEU 0

SAUSVE 1008SAOU 2919

TOTAL 8009 12.818%

NEHAWU 8046PAWUSA 7490TOTAL 15536 24.865%

POPCRU 41SASAWU 9SADNU 1TOTAL 51 0.082%

PSA 7991UNIPSA 0

NUPSAW 0PUSEMO 0TOTAL 7991 12.789%

SADTU 12278CTPA 3953

TOTAL 16231 25.977%

SAPU 2TOTAL 2 0.003%

GRAND TOTAL 62482 100.00%


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GRIEVANCES GRIEVANCES AND AND

DISPUTESDISPUTES


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DEFINITION OF A DEFINITION OF A GRIEVANCEGRIEVANCE

A dissatisfaction regarding an official A dissatisfaction regarding an official act or omission by the employer act or omission by the employer

affects an employee in the affects an employee in the employment employment relationship, relationship, excluding excluding

an alleged unfair dismissalan alleged unfair dismissal


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GRIEVANCESGRIEVANCES LegislationLegislation

PSCBC Resolution 14 of 2002PSCBC Resolution 14 of 2002 Government Gazette 25209Government Gazette 25209 Circular 230/2003Circular 230/2003

ProcessProcess– Oral interview regarding dissatisfaction Oral interview regarding dissatisfaction

(Supervisor level)(Supervisor level)– Writing (determine whether the grievance will be Writing (determine whether the grievance will be

a right or interest)a right or interest)– Address grievance to Director ( Designated Address grievance to Director ( Designated

employer)employer)

Time PeriodTime Period– Within 90 DAYSWithin 90 DAYS


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DesignatedEmployee

To be lodged within 90working days from the

date when theemployee became

aware that he/she isaggrieved

Reduced to writing

PSC No further action

30 working days

UnresolvedResolved

5 workingdays

Dispute procedures ULP’s

EA informs the PSC and the aggrieved

Recommendation to EA

Arbitration

Conciliation

Labour Court (review)Dispute procedure / Labour Court

Dept (including the EA)has 30 working days todeal with the grievance

If dissatisfied with EA’sdecision, employee mayrequest that the grievancebe submitted to the PSCwithin 10 working days

GGRRIIEEVVAANNCCEE


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DISPUTESDISPUTES UNRESOLVED GRIEVANCEUNRESOLVED GRIEVANCE GRIEVANT STILL DISSATISFIEDGRIEVANT STILL DISSATISFIED TWO KINDS OF DISPUTESTWO KINDS OF DISPUTES

1 DISPUTE OF RIGHT(Categories and examples)DISPUTE OF RIGHT(Categories and examples)– Unfair Labour PracticeUnfair Labour Practice– DismissalsDismissals– DiscriminationDiscrimination

2 DISPUTE OF INTEREST (Categories or examples)DISPUTE OF INTEREST (Categories or examples) – Wage DisputesWage Disputes

Where to lodge a dispute?Where to lodge a dispute?– Unfair Labour Practice & Dismissals Disputes via Bargaining CouncilUnfair Labour Practice & Dismissals Disputes via Bargaining Council

(GPSSBC) (Referral form attached)(GPSSBC) (Referral form attached)– Equity and Discrimination Disputes @ Conciliation level via CCMAEquity and Discrimination Disputes @ Conciliation level via CCMA

– If Deadlock at Conciliation via Labour Court for adjudicationIf Deadlock at Conciliation via Labour Court for adjudication Facilitator Facilitator

– External SourceExternal Source


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STAGES OF DISPUTESSTAGES OF DISPUTES

CONCILIATIONCONCILIATION– FACILITATE IN ORDER TO COME TO AN AGREEMENTFACILITATE IN ORDER TO COME TO AN AGREEMENT– NO DECISION MAKING POWERNO DECISION MAKING POWER– DEADLOCK CERTIFICATEDEADLOCK CERTIFICATE

ARBITRATIONARBITRATION– NEUTRAL FACILITATOR (ARBITRATOR)NEUTRAL FACILITATOR (ARBITRATOR)– POWER TO MAKE A FINAL AND BINDING DECISIONS : POWER TO MAKE A FINAL AND BINDING DECISIONS :

ARBITRATION AWARDARBITRATION AWARD CONCILIATION/ARBITRATION(CON-ARB)CONCILIATION/ARBITRATION(CON-ARB)

– If there is a deadlock, a certificate of outcome will be If there is a deadlock, a certificate of outcome will be issued whereafter arbitration commences immediatelyissued whereafter arbitration commences immediately


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WHAT ARE YOUR WHAT ARE YOUR

RIGHTS ?RIGHTS ?

LODGE A GRIEVANT OR A DISPUTE IF LODGE A GRIEVANT OR A DISPUTE IF DISSATISFIED WITH A SPECIFIC MATTER(See DISSATISFIED WITH A SPECIFIC MATTER(See prescribed forms)prescribed forms)

REPRESENTATIONREPRESENTATION– UNION UNION – LEGAL (Arbitration Level) LEGAL (Arbitration Level) – SELF SELF

NO PREJUDICE (CANNOT BE HELD AGAINST NO PREJUDICE (CANNOT BE HELD AGAINST YOU )YOU )


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WHAT ARE YOUR WHAT ARE YOUR RESPONSIBILITIESRESPONSIBILITIES ? ?

GRIEVANCE OR DISPUTE MUST BE BASE ON GRIEVANCE OR DISPUTE MUST BE BASE ON

FACTS AND NOT SENTIMENTSFACTS AND NOT SENTIMENTS

MAINTAIN A PROFESSIONAL WORKING MAINTAIN A PROFESSIONAL WORKING RELATIONSHIPRELATIONSHIP

NO FRIVILIOUS GIEVANCES OR DISPUTESNO FRIVILIOUS GIEVANCES OR DISPUTES

COST AWARD CAN BE AWARDEDCOST AWARD CAN BE AWARDED


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DISCIPLINARY DISCIPLINARY CODES AND CODES AND PROCEDURESPROCEDURES


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DISCIPLINARY CODES DISCIPLINARY CODES AND PROCEDURESAND PROCEDURES

PURPOSE OF DISCIPLINEPURPOSE OF DISCIPLINE– To maintain discipline and stability in the workplaceTo maintain discipline and stability in the workplace– To enhance the productivity and effectiveness of To enhance the productivity and effectiveness of

education provisioneducation provision– To communicate the unacceptability of certain To communicate the unacceptability of certain

behaviorbehavior– To be corrective initially and to be punitive only as To be corrective initially and to be punitive only as

last resortlast resort STAGES OF DISCIPLINESTAGES OF DISCIPLINE The seriousness of the offence determines the action:The seriousness of the offence determines the action:– Informal advice and correctionInformal advice and correction– Progressive Discipline (Disciplinary Meeting)Progressive Discipline (Disciplinary Meeting)– Disciplinary HearingDisciplinary Hearing


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CATEGORIES OF CATEGORIES OF MISCONDUCTMISCONDUCT

LESS SERIOUS MISCONDUCTLESS SERIOUS MISCONDUCT– LegislationLegislation– Resolution 1 of 2003Resolution 1 of 2003– Procedure the same as that of educatorsProcedure the same as that of educators

SERIOUS MISCONDUCTSERIOUS MISCONDUCT– LegislationLegislation– Resolution 1 of 2003Resolution 1 of 2003


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Distinguish between serious Distinguish between serious and less serious misconductand less serious misconduct

Examples of less serious misconductExamples of less serious misconduct– AbsenteeismAbsenteeism– Late comingLate coming– Sleep on the jobSleep on the job– Improper conductImproper conduct

PPrroocceedduurree ffoorr DDiisscciipplliinnaarryy MMeeeettiinnggss-- SSeerrvvee nnoottiiccee-- OOppeenniinngg ooff tthhee mmeeeettiinngg-- OOuuttlliinniinngg tthhee aalllleeggeedd ttrraannssggrreessssiioonn-- DDeeaalliinngg wwiitthh ddiissppuuttee ooff ffaacctt-- EEmmppllooyyeeee ssttaatteess hhiiss//hheerr ccaassee-- CClloossiinngg tthhee iinniittiiaall pphhaassee-- FFiinnddiinngg


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-- SSaannccttiioonn:: CCoouunnsseelliinngg VVeerrbbaall wwaarrnniinngg WWrriitttteenn wwaarrnniinngg FFiinnaall wwrriitttteenn wwaarrnniinngg

-- RReeccoorrdd ooff ssaannccttiioonn-- RRiigghhtt ttoo aappppeeaall

PPuurrppoossee-- TToo ccoorrrreecctt bbeehhaavviioouurr-- TToo eennhhaannccee hhaarrmmoonnyy iinn tthhee wwoorrkkppllaaccee-- TToo pprroovviiddee aa qquuiicckk aanndd eeaassyy rreeffeerreennccee ttoo

tthhee aapppplliiccaattiioonn ttoo ddiisscciipplliinnee..


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SANCTIONSSANCTIONS Examples of serious misconductExamples of serious misconduct

– TheftTheft– FraudFraud– Assault/Corporal PunishmentAssault/Corporal Punishment– Sexual Molestation/HarassmentSexual Molestation/Harassment

Procedure for Disciplinary HearingProcedure for Disciplinary Hearing– Investigate allegationsInvestigate allegations– Serve charge sheetServe charge sheet– Every person is innocent until proven guiltyEvery person is innocent until proven guilty– Opening statementsOpening statements– Calling of witnessesCalling of witnesses– leading of evidenceleading of evidence– Inspection in locoInspection in loco– Closing argumentsClosing arguments– FindingFinding– Sanctions:Sanctions:

• CounselingCounseling• WarningsWarnings• DemotionDemotion• Suspension without paySuspension without pay• Dismissal Dismissal


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WHAT ARE YOUR WHAT ARE YOUR

RIGHTS ?RIGHTS ?

Inform of meeting/hearing timeously and in Inform of meeting/hearing timeously and in writing writing

Receive written reasons for a decision taken Receive written reasons for a decision taken RepresentationRepresentation

– Union Union – Self Self – By fellow employeeBy fellow employee

Your right to appeal (disciplinary hearings)Your right to appeal (disciplinary hearings) Dispute mechanismDispute mechanism


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WHAT ARE YOUR WHAT ARE YOUR RESPONSIBILITIESRESPONSIBILITIES

Maintain a professional working Maintain a professional working relationshiprelationship

(Code of professional ethics: Public (Code of professional ethics: Public Service)Service)

Ensure that you are aware of the Ensure that you are aware of the rules and standards of the rules and standards of the workplace (ignorance of law is no workplace (ignorance of law is no excuse)excuse)


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ORGANISATIONAL ORGANISATIONAL RIGHTS & STRIKESRIGHTS & STRIKES


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ORGANISATIONAL ORGANISATIONAL RIGHTSRIGHTS

Right to belong to a unionRight to belong to a union Right to accessRight to access Right to stop-order facilitiesRight to stop-order facilities Leave for trade union activitiesLeave for trade union activities Disclosure of informationDisclosure of information Right to strikeRight to strike


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STRIKESSTRIKES

INTRODUCTIONINTRODUCTION– The act gives effect to employees’ The act gives effect to employees’

constitutional right to strikeconstitutional right to strike– It also grants employers recourse to lock out It also grants employers recourse to lock out

employees.employees. DISPUTES OF MUTUAL INTEREST DISPUTES OF MUTUAL INTEREST

Wage increaseWage increase Demand for organizational rightsDemand for organizational rights Demand to negotiate unilateral changes Demand to negotiate unilateral changes

to working conditions to working conditions


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WHAT TYPE OF ACTION WHAT TYPE OF ACTION CAN THE EMPLOYEES CAN THE EMPLOYEES

TAKETAKE

Partial or complete refusal to workPartial or complete refusal to work Retardation or obstruction of workRetardation or obstruction of work

– go slowgo slow– work to rulework to rule– intermittent strikesintermittent strikes– secondary strikessecondary strikes

– overtime banovertime ban

What must the reason for the action be?What must the reason for the action be?

– Solve a grievance or dispute about a mutual interest Solve a grievance or dispute about a mutual interest

that concerns employers and employeesthat concerns employers and employees


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Protected vs Unprotected Protected vs Unprotected strikestrike

Protected StrikeProtected Strike– certain benefitcertain benefit– may not be dismissedmay not be dismissed– may be dismissed for misconduct may be dismissed for misconduct

during a strikeduring a strike– employers may not get a court employers may not get a court

interdict to stop the strikeinterdict to stop the strike– employer cannot claim damages for employer cannot claim damages for

lost productionlost production


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Protected vs Protected vs

Unprotected StrikeUnprotected Strike

Unprotected StrikeUnprotected Strike– where a collective agreement prohibits a strike in where a collective agreement prohibits a strike in

respect of the issue in disputerespect of the issue in dispute– where an agreement requires that the issue in where an agreement requires that the issue in

dispute be referred for arbitration or Labour Courtdispute be referred for arbitration or Labour Court– where parties are engaged in an essential servicewhere parties are engaged in an essential service– unprotected strike employees can be charged with unprotected strike employees can be charged with

misconductmisconduct

NB NB WHETHER Protected or Unprotected WHETHER Protected or Unprotected Strike the principle of no work no pay will Strike the principle of no work no pay will always applyalways apply


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QUESTIONSQUESTIONS

7. What is the definition of a grievance?

8. What is the time period within which a grievance can be lodged?

9. What is the purpose of disciplinary procedures?

10. Give 2 examples of "less serious misconduct" and 2 of "serious misconduct."

11. What are the sanctions that can be imposed during progressive discipline and during disciplinary hearings?

12. Which section in the LRA regulates bargaining councils?

13. What do the following abbreviations stand for?a) PSCBCb) ELRCc) PELRCd) CCPWCP

14. Give an example of a dispute of mutual interest.

15. If an employee participates in a protected strike, will the policy of "no work, no pay" apply?


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DISCUSSION,EVALUATIONAND CLOSURE


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A. OPTIONAL

Name

J ob TitleInstitution

Course Title

Date

B. ABOUT THE PRESENTERS

VERY GOOD GOOD AVERAGE POOR VERY POOR(a) Knowledge of the subject(b) Verbal communication(c) Keeping to the point(d) Quality of handling ad hoc

problems and questions(e) Time spent facilitating

discussion(f) Control of participants(g) Enthusiasm(h) Kept me interested

C. ABOUT THE COURSE CONTENT

VERY GOOD GOOD AVERAGE POOR VERY POOR(a) Achieved the objectives(b) Facilitated ease of

understanding(c) Relevant to your position

Opportunity to participatein discussion

(d) Quality of notes/handouts(g) Time spent workingthrough each section

(e) Length of programme

D. GENERAL COMMENTS


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C. ABOUT THE COURSE CONTENT

VERY GOOD GOOD AVERAGE POOR VERY POOR Achieved the objectives

Facilitated ease ofunderstanding

Relevant to your position Interesting

Opportunity to participate indiscussion

Quality of notes/handouts(g) Time spent working through

each section

Length of programme

D. ABOUT THE ADMINISTRATIVE ARRANGEMENTS

VERY GOOD GOOD AVERAGE POOR VERY POOR Size of venue Comfort of seating Sufficient work space Temperature RefreshmentsQuality of venue


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THANK YOU FOR YOUR ATTENDANCE

directorate: labour relations - "know your rights" workshop 1 western cape education...

Documents

n grievance

rights workshop

dissatisfied n

n lodge

n circular

disadvantages n

smoking n

outcomes n