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 The Labour Consultancy. THIS week, Rael Solomon examines what happens when a dispute is referred to the CCMA and gives contacts for your local CCMA.
Labour Guides has received a number of queries from readers asking for advice on what they will encounter and what procedures to follow when referring a dispute to the CCMA. We'll use the hypothetical example of an unfair dismissal dispute referred by an employee in Gauteng, to take you through the process step-by-step.
Step 1
If the employee is not sure if the dismissal was unfair, he should contact the local branch of the CCMA or seek professional advice.
Step 2
Step 3 1) DETAILS OF PARTY REFERRING THE DISPUTE Tick the box As the referring party are you: x an employee o a union official or representative o an employer o an employers organisations' official or representative If you are an employee fill in (a) below and if you are a union official or representative, an employer or an employers organisations' official or representative fill in (b). a) If the referring party is an employee Your name:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Address: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Tel: . . . . . . . . . . . . . Fax: . . . . . . . . . . . . . . . Alternative contact details of employee (eg a relative or a friend): Name: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Address: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Tel: . . . . . . . . . .. . . .Fax: . . . . . . . . . . . . . . . . . b) If the referring party is an employer, an employers' organisation or union Your contact details Name: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Address: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Tel: . . . . . . . . . . . . . Fax: . . . . . . . . . . . . . . . . . Contact person: . . . . . . . . . . . . . . . . . . . . . . . . . . . CCMA Ref. No. . . . . . . . . . . . . . . . . . . . . . . . . . . . . If more than one party is referring the dispute, write their details on a separate page and staple it to this form. If a union or employers' organisation is helping you with the dispute give their details too. 2) DETAILS OF OTHER PARTY (THE OPPOSITE PARTY) Tick the box The other party is: o an employee o a union official or representative x an employer o an employers organisations' official or representative Name: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Address: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Tel: . . . . . .. . . . . . . . Fax: . . . . . . . . . . . . . . . . . Name of person dealing with the matter and other party's reference number (if known)[This is usually the mamanger or superior - LG]: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . If more than one other party is involved in the dispute, write their details on a separate page and staple it to this form. 3) NATURE OF THE DISPUTE a) The dispute is about: In our hypothetical case, unfair dismissal. To assist you, page 7 of this form has an extensive list to help establish the nature of the dispute. Any comments made need not be final and are not binding . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Describe the issues involved. The list on page 7 should help you. Your description will assist the CCMA in dealing with the matter. It is not meant to bind you. b) The dispute relates to section . .in our case, 191(1) [Note: 191(1) is a clause in the Labour Relations Act relating to unfair dismissal] . . of the Labour Relations Act, 1995. Look at the list of disputes and their corresponding sections on page 7. If you are unsure which is the appropriate section you may leave 3b blank. 4) SPECIAL FEATURES (IF ANY) I/we would like to bring the following special features of this dispute to the attention of the Commission: . [This may be completed if the referring party, in our case the employee, wishes to stop the employer from implementing the unilateral change within the next 30 days.]. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Special features might be the urgency of a matter, the large number of people involved, important legal or labour issues etc. Delete the box below if inapplicable: Dispute about unilateral change to terms and conditions of employment (s 64(4)) I/we require that the employer party not implement unilaterally the proposed changes that led to this dispute for 30 days, or that it restore the terms and conditions of employment that applied before the change. Signed: . . . . . . . . . . . . . . . . . . . . . . . . (party referring the dispute) 5) DATE OF DISPUTE The dispute arose on: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . [Note: All disputes should be referred in 30 days. If special circumstances prevented the timeous referral, an affadavit explaining the reasons should be given] . . . . . (give the date, or approximate date) 6) SECTOR AND AREA The dispute exists in the following sector: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Give a description of the industry, service or public sector concerned (eg the metal industry,tourist services, provincial hospital services etc). This will help the CCMA choose a Commissioner with experience in the particular sector or area. and in the following area: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Where did the dispute arise? Usually this will be the address of the workplace. 7) RESULTS OF CONCILIATION The outcome I/we would like: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .In our example, . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . i)12 months remuneration as compensation for unfair dismissal. . . . . . . . . . . . . . ii)Reinstatement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . iii)UIF Card - Blue card. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . iv)Outstanding holiday pay. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . v)Notice pay. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . vi)Wages owed. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . [Note: Compensation is in addition any monies owed arising directly from the employment] . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Describe the out-come or result you would llike from this conciliation. You are not bound by the proposals you make here. 8) INFORMING THE OTHER PARTY A copy of this form has been sent to the other party to the dispute. Proof of this is attached to this form. Signed at . . . . . . . . . . . . . . . . . . . . . . on . . . . . . . . . . . . . . . . . Proof that a copy of this form has been sent could be: * a copy of a registered slip from the Post Office; * a copy of a signed receipt if hand-delivered; * a signed statement confirming service by the person delivering the form; or * a copy of a fax confirmation slip. [Before handing in your completed LRA 7.11 form, you must atach proof that a copy has been sent to the other party, in our case the employer. To ensure a speedy hearing, a fax contact number for both parties is most efficient. Make a copy, including proof of delivery, for your records - LG] Conciliation Hearing Notification
If all runs smoothly, within 30 days the CCMA will advise both the employee and the employer of: Note: The employee should try to confirm that the employer has received the Advice. This may also be a good time to try to solve the dispute in-house. Next week we take a detailed look at the conciliation process and the following week, we will examine arbitration.
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