Address Operations Management concerns regarding the management of discipline at the

workplace.

Overview of disciplinary matters – July 2011- June 2012ACO’s handling disciplinary hearingsShop steward meetings OvertimeSick Leave Management/ EAP/ Light Duty Liaison Officer/ Pension Payments Mini-loansStaff/ Employee Rights Management Rights HR Related Concerns

Disciplinary Cases – In Relation to the WorkforceCSW Operations Department

July 2011 – June 2012

CLAUSE DESCRIPTION OF OFFENCE NO.

1.2.1 Failure to attend work regularly and punctually. 11

1.2.2 Failure to conform to the reasonable dress and uniform requirements of the employer. 0

1.2.3 Failure to perform their tasks and job responsibilities diligently, carefully and to the best of their ability. 2

1.2.4 Failure to obey all lawful and reasonable instructions given by a person having authority to do so. 11

1.2.5 Failure to conduct themselves with honesty and integrity. 11

1.2.6 Failure to request permission in advance for any leave of absence whenever possible. 15

1.2.7 Failure to refrain from being absent from duty without leave or permission, except on good cause. 13

Disciplinary Cases – CSW Operations Department - July 2011 – June 2012

CLAUSE DESCRIPTION OF OFFENCE NO.

1.2.8Failure to refrain from accepting other employment outside of normal working hours without the prior permission of the Department Head or Municipal Manager, which permission shall not be unreasonably withheld.

0

1.2.9 Failure to refrain from any rude, abusive, insolent, provocative, intimidatory or aggressive behaviour to a fellow employee or member of the public. 10

1.2.10 Failure to refrain from wilful or negligent behaviour, which may result in the damage of property. 4

1.2.11Failure to refrain from participating, either individually or with others, in any form of action, which will have the effect of disrupting the operations of the employer, other than actions contemplated by the Labour Relations Act.

3

1.2.12 Failure to refrain from wrongfully disclosing privileged information. 1

1.2.13 Failure to refrain from consuming alcohol or using intoxicating drugs whilst on duty. 8

TOTAL 89

Disciplinary Cases – CSW Operations Department - July 2011 – June 2012

SANCTIONS/OUTCOMESCSW Operations Department

July 2011 – June 2012

Arbitrations Cleansing & Solid Waste

July 2011 – June 2012

Arbitrations Cleansing & Solid Waste

July 2011 – June 2012

Outcome of Arbitrations Cleansing & Solid Waste

July 2011 – June 2012

Outcome of Arbitrations Cleansing & Solid Waste

July 2011 – June 2012

• Most of the ACO’s have attended the Initiating Disciplinary Hearings course.

• Custom vs. Practice: Managers are usually appointed as Employer Representatives/ Presiding Officers.

Clause 6.6.2 of Disciplinary Procedure and Code Collective Agreement:– “A person appointed to serve as the Presiding

Officer should be at a level more senior than the employee(s) who is/are being charged...”

Clause 5.3 of Disciplinary Procedure and Code Collective Agreement:

“The maintenance of discipline is the responsibility of management and falls within the control function of any supervisory position.”

Clause 8.7 of the Organisational Rights Agreement -

Meetings and Facilities 8.7.1 Meet with members in constituencies for

2 hours per month (Depots).

8.7.2 Four general meetings per year of 2 hours (Centralised venues).

Clause 8.7 of the Organisational Rights Agreement -

Meetings and Facilities 8.7.3 Shop steward committee 2 hours per month

(Union Office).

8.7.4 Where possible, access to an office equipped with suitable facilities to carry out shop steward duties.

8.7.5 Access to notice boards to display notices.

Clause 8.8 of the Organisational Rights Agreement –

Time off for Trade Union Activities and Training

8.8.1 15 days per year for trade union activities and training (outside workplace) - Different to shop steward duties (Clause 8.1). - Must submit leave application. - Specify “shop steward leave” under “ Other” block. - Submit to HR Shared Services to debit 15 days.

Clause 8.8 of the Organisational Rights Agreement –

Time off for Trade Union Activities and Training

8.8.2 6 days can be pooled and re-allocated - Practice is that 15 days very seldom used.

• Basic Conditions of Employment Act

• Conditions of Service– Covers the areas of time and payments.

• Standardization/ Custom & Practice across all Regions – eg. If employees do not report for work on Thursday/ Friday, they will not be

allowed to work the weekend.

• Latest submission by Labour regarding Night Shift allowance on Weekends

High Absenteeism Rate Sick LeaveThe high absenteeism rate in the organisation is

related to the amount of sick leave that employees are taking.

• Medical Boarding/ Temporary Disability – Procedures – Roles and Responsibilities of Stakeholders • HR, Line Management, Employee, OCH and

Pension Fund

Return to Work Interviews• Not punitive

• Not to determine diagnosis & medication

• Not a fishing expedition

• To be encouraged

• To show you care

• To determine fitness for duty

• Substance Abuse – Alcohol, Drugs, etc.

• EAP Service Providers – ICAS, SANCA, etc.

• Light Duty/ Incapacity

• SLM Guidelines

• Medical Boarding – Procedure

Pension Payments – Consistency/ Inconsistency

– Possible Reason for Delays • Bottlenecks • Personal Details not updated eg. Contact

numbers/ nomination of beneficiaries • Communication/ Lack of Communication• Importance Of Tax Reference Numbers • Incorrectly completed forms

• Its not all doom and gloom though, there have been recent achievements.

• A new Liaison Officer is in the office.

• The previous backlog has been dealt with.

• Local Pension Funds have been established.

• Blue Slips

• Loan Sharks

• Pension Funds

• IMATU & SAMWU

• ICAS – Financial Planning – Counselling, etc.

• Induction Programmes– Implementation of an Induction DVD – Also available in isiZulu – Use of the Council-wide and/or DSW Staff

Handbook

• Non-appointment forms–Who signs the form

• HRO’s are taking a long time to schedule events, sometimes even after confirming dates with relevant parties.

• Uncoordinated activities sometimes pose problems.

• Some HRO’s lack knowledge of some important aspects like ORA, Collective Agreements , etc.

THANK YOU!