Our training will also assist you in claiming money back on the Skills Development Levies you pay. You will also be able to complete a thorough Employment Equity Plan should you use our training. SEESA believes in providing training which is not of an academic nature but rather practical so as to provide attendees with workable information.

PAGE 1 OF 2

Professional Training by Qualified Attorneys and Advocates

SEESA Presents:Professional Business TrainingFor The Smart Business Owner

Since SEESA was established in 1998 approximately 80% of its Labour Services to clients consisted of the chairing of disciplinary hearings. During this time it became evident that the key to a successful disciplinary hearing and subsequent arbitration (at the CCMA or Bargaining Councils) is having an experienced and knowledgeable chairperson and initiator.

As such SEESA developed a comprehensive training programme with the main purpose of empowering company chairpersons and initiators with the required knowledge and skill, on both a strategic and practical level to chair and initiate a successful disciplinary hearing.

4. Deciding what action to take. a) When to issue a warning and when to hold a disciplinary hearing b) How does the Labour Relations Act, Schedule 8: The Code of Good Practise for Dismissals, the Employer’s Code of Conduct and Policies in the workplace impact on the disciplinary process.

5. Taking Action. a) How to issue a warning b) How to plan the presentation of your case c) What are the legal requirements of serving a notice of disciplinary hearing on the accused employee d) How to select and draw up the charges correctly e) What rights does the accused employee have f) How to select and prepare witnesses g) How to compile a bundle of evidence to be presented h) What preliminary points may be raised and how to address these points i) Who may represent the accused employee at the disciplinary hearing j) How to make an opening statement k) How to lead evidence l) How to cross-examine a witness m) How to re-examine a witness n) How to summarise your case effectively o) How to present the chairperson with aggravating factors p) Does the employee have a right to Appeal a decision q) How to deal with an appeal application r) What documentation to issue to dismissed employees. 6. Chairing a) Insuring correct procedures in terms of the Code of Good Practice(Schedule 8) b) Evaluating the evidence presented. c) How to make a finding of guilty or not guilty. d) Considering mitigating and aggrevating factors. e) Sanctioning.

The training courses are presented by qualified attorneys and advocates who have been dealing with these issues on a day to day basis. Through their extensive practical experience they will be able to provide attendees with handy tips and examples in simplifying complex principles.

Our aim is to leave attendees with a sense of confidence that they will have a definite understanding pertaining to the following aspects:

1. Gathering of information. a) How to interview witnesses c) What are the requirements of video footage, documentation, polygraph tests, objects, breathalyser tests and circumstantial evidence to be admissible as evidence with reference to relevant case law.

2. Substantiating the information gathered. a) Who has the burden of prove b) What is the burden of prove in disciplinary hearings.

3. Applying the facts on the disciplinary code of the employer. a) How to establish the existence of a rule in the workplace b) How to establish the employee’s awareness of the rule c) How to prove that the rule in the workplace is objectively fair d) How to prove that the rule is consistantly applied.

Initiator and Disciplinary Training

Successfully prepare, present and chair a case.

Time: 09:00-16:00 (light lunch included)

PLACE: Click to View Google MapCasa Labore Building 182 Watermeyer Street Val de Grace

CONTACT:Loryn Bester | TEL: 012 810 2000 | FAX: 012 810 2207 | E-MAIL: loryn@seesa.co.za

Due to limited seats only 3 persons per company can register.

Initiator and Disciplinary Training

Successfully prepare, present and chair a case.

Time: 09:00-16:00 (light lunch included)

PLACE: Click to View Google MapCasa Labore Building 182 Watermeyer Street Val de Grace

CONTACT:

Loryn Bester | TEL: 012 810 2000 | FAX: 012 810 2207 | E-MAIL: loryn@seesa.co.za

Due to limited seats only 3 persons per company can register.

PAGE 2 OF 2

Our highly-affordable and tax-deductible services include: Labour Law, BEE, Skills, Occupational Health & Safety, UIF and Consumer Protection for businesses

SEESA Labour assists businesses with all labour law matters by providing on-site consultations, facilitating access to representation at the CCMA or other bargaining councils, and guaranteeing its legal services. SEESA Labour services include: drafting of employment contracts, chairing disciplinary hearings and incapacity inquiries, facilitating retrenchments, union negotiations etc.

SEESA Consumer Protection assists business owners and suppliers with all consumer related matters by providing advice and draft amendments to consumer related documentation including marketing and sales documentation. SEESA Consumer Protection also provides clients with assistance upon receipt of compliance orders, during tribunal proceedings or with general complaint procedures.

SEESA BEE guides businesses in BBBEE (Broad Based Black Economic Empowerment) compliance, verifications and requirements in order to benefit from this legislation.

SEESA Skills acts as an external skills development facilitator and assists businesses with their workplace skills plans and annual training reports. SEESA also helps clients to reclaim up to 40% of the levies already paid to the relevant SETA's.

The course is presented by SEESA’s professional and experienced facilitators.

www.seesa.co.za | Toll Free Number: 086 117 3372

Since SEESA was established in 1998 approximately 80% of its Labour Services to clients consisted of the chairing of disciplinary hearings. During this time it became evident that the key to a successful disciplinary hearing and subsequent arbitration (at the CCMA or Bargaining Councils) is having an experienced and knowledgeable chairperson and initiator.

As such SEESA developed a comprehensive training programme with the main purpose of empowering company chairpersons and initiators with the required knowledge and skill, on both a strategic and practical level to chair and initiate a successful disciplinary hearing.

4. Deciding what action to take. a) When to issue a warning and when to hold a disciplinary hearing b) How does the Labour Relations Act, Schedule 8: The Code of Good Practise for Dismissals, the Employer’s Code of Conduct and Policies in the workplace impact on the disciplinary process.

5. Taking Action. a) How to issue a warning b) How to plan the presentation of your case c) What are the legal requirements of serving a notice of disciplinary hearing on the accused employee d) How to select and draw up the charges correctly e) What rights does the accused employee have f) How to select and prepare witnesses g) How to compile a bundle of evidence to be presented h) What preliminary points may be raised and how to address these points i) Who may represent the accused employee at the disciplinary hearing j) How to make an opening statement k) How to lead evidence l) How to cross-examine a witness m) How to re-examine a witness n) How to summarise your case effectively o) How to present the chairperson with aggravating factors p) Does the employee have a right to Appeal a decision q) How to deal with an appeal application r) What documentation to issue to dismissed employees. 6. Chairing a) Insuring correct procedures in terms of the Code of Good Practice(Schedule 8) b) Evaluating the evidence presented. c) How to make a finding of guilty or not guilty. d) Considering mitigating and aggrevating factors. e) Sanctioning.

The training courses are presented by qualified attorneys and advocates who have been dealing with these issues on a day to day basis. Through their extensive practical experience they will be able to provide attendees with handy tips and examples in simplifying complex principles.

Our aim is to leave attendees with a sense of confidence that they will have a definite understanding pertaining to the following aspects:

1. Gathering of information. a) How to interview witnesses c) What are the requirements of video footage, documentation, polygraph tests, objects, breathalyser tests and circumstantial evidence to be admissible as evidence with reference to relevant case law.

2. Substantiating the information gathered. a) Who has the burden of prove b) What is the burden of prove in disciplinary hearings.

3. Applying the facts on the disciplinary code of the employer. a) How to establish the existence of a rule in the workplace b) How to establish the employee’s awareness of the rule c) How to prove that the rule in the workplace is objectively fair d) How to prove that the rule is consistantly applied.