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WHAT IS THE CCMA?
The Commission for Conciliation, Mediation and Arbitration (CCMA) was established as an independent, apolitical dispute resolution body in terms of the Labour Relations Act (LRA). It aims to promote fair labour practices and resolve labour disputes in the workplace. An employee can refer a dispute to the CCMA on the basis of dismissal, wages and working conditions, unfair labour practice, workplace changes and discrimination.
Most cases referred to the CCMA relate to unfair dismissal. Generally, arbitration awards in favour of the employee are due to incorrect procedures on the employer’s behalf.
WHEN CAN AN EMPLOYEE APPROACH THE CCMA?
- “Unfair dismissal”: must be referred to the CCMA within 30 days after the date of dismissal.
- “Unfair labour practice”: must be referred to the CCMA within 90 days after the unfair incident, or within 90 days after the employee becomes aware of the unfair labour practice.
- “Discrimination”: must be referred to the CCMA within six months of the act or omission that constituted the discrimination complained of.
REPRESENTATION: WHO CAN REPRESENT THE EMPLOYER AT THE CCMA?
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3 MAIN CCMA PROCESSES AND WHAT EMPLOYERS SHOULD KNOW
- Conciliation – This is an informal process where a commissioner is appointed to meet with the parties to a dispute within 30 days after the referral and explore ways to resolve the dispute by mutual agreement. Separate meetings between the commissioner and each party may also be held. If the case is settled, a settlement agreement is signed and the dispute is resolved.
2. Arbitration – This is a hearing process where the parties have the opportunity to state their case. During the process, oral evidence is presented as well as any other forms of evidence in support of a party’s case. Thereafter the commissioner will issue an arbitration awards within 14 days. An arbitration award is binding and the equivalent of a court ruling.
3. Conciliation/Arbitration (“Con/Arb”) – This is an ongoing process where conciliation and arbitration follow directly after each other on the same day. If conciliation (settlement) is not reached, arbitration will take place on the same day. Both the employer and employee can object to the ongoing process on the same day. However, the ongoing process is mandatory in matters concerning:
- dismissal for any reason relating to a probation period;
- any unfair labour practice relating to a probation period;
- the failure of any payment in respect of the national minimum wage.
THE CCMA: PENALTIES, AWARDS AND THE CALCULATION OF COMPENSATION
Penalties and awards that an employer can face may include the following:
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BEWARE!
If an employer fails to attend the arbitration proceedings without a valid reason, the proceedings will continue in their absence and a default award could be issued against their name.
An employer should never ignore any documentation, emails or messages received directly from the CCMA, or a CCMA referral form received from a dismissed employee. Within a few weeks of receiving such a referral form, the CCMA will provide the employer with a set down date. If the employer does not receive a set down date, it is advisable to contact the CCMA in order to follow up on the set down date. The matter will be set down for Con/Arb. This means that the arbitration will commence immediately after the conciliation. In most cases, the employer may object to Con/Arb, which means that the CCMA will split the proceedings to be heard on separate occasions.
Representation is important. Make sure you have the LWO in your corner to make sure your rights as employer are protected.