The Deputy Director for Employee Relations discusses new and recently amended guidelines and policies.

Tukkievaria talked to UP’s Deputy Director for Employee Relations (ER) and Wellness, Advocate Motshegwa Molefe, about guidelines introduced, as well as important amendments that have been made to some of the University’s existing employee relations policies.

What are employee relations (ER) policies?

ER policies entail the standards, principles, rules, and procedures drafted to ensure harmonious working relations between management and employees. They set the standard of discipline and procedures to be followed by either the employee or the employer in the event of a violation of the standard set.

What does the Disciplinary Code refer to?

A set of rules drafted to regulate standards of conduct of employees within an organisation.

What do the Guidelines for an Alternative Dispute Resolution refer to, and what changes have been introduced? 

These are guiding principles on how to implement alternative dispute mechanisms outside a formal hearing or Grievance Procedure. The guidelines are new and aim to provide clarity on (already implemented) alternative mechanisms such as mediation and conciliation.

What is a Grievance Procedure (R48/23), and have there been any amendments?

It provides a clear procedure to be followed when an employee feels aggrieved about the conduct of a manager or co-worker. The recently published procedure is an amendment of the procedure document drafted in 2008.

The content in terms of the procedure to be followed during grievances is basically the same. Three main changes have been made: the structure of the union to align with the approved standard in terms of the Policy on Policies; Latin terms and legalese have been removed to ensure that all employees understand the policies; and the wording has been made gender-sensitive.

Why are employee relations policies needed in workplaces?

So that both management and employees are made aware of their obligations and rights. These policies also define procedures to deal with violations of the right to fair labour practice. The following applies in terms of the protection that these policies afford employees:

• Employees become aware of the set standards for behaviour and discipline; this assists in correcting behaviour.
• If employees’ rights to fair labour practice, dignity, or respect are violated, they are advised by the policies on which processes to follow to remedy their challenges.
• They give employees mechanisms and platforms to manage and improve their relations with fellow employees and management.

Why should UP staff familiarise themselves with these policies?

It is imperative for staff members to familiarise themselves with ER policies. This is to make them aware of the standard of behaviour and discipline that they should uphold, as set out by UP; this will improve the efficiency of the University. It will also make them aware of procedures and remedies available to them if their rights to fair labour practice, dignity, or respect are violated.

Is there anything else you wish to add?

The ER policies are not written to be utilised as a management tool to oppress or ill-treat employees. The standards, principles, rules, and procedures included in them are meant to assist in ensuring a healthy relationship between management and employees.

Read the new and updated ER policies:

• Disciplinary code – R47/23
• Guidelines for an alternative dispute resolution – R49/23
• Grievance procedure  – R48/23