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In the run-up to CCMA conciliation you must hold an internal management meeting to check the following...

by , 17 September 2014
CCMA Conciliation is a negotiation process between you and your employee. During this process, you try to reach a settlement agreement to resolve the dispute with the help of a CCMA commissioner (Conciliator.)

You can't afford to take this process lightly, you must prepare for it so it goes smoothly.

In fact, one of the things you must do in the run up to CCMA Conciliation is to hold an internal management meeting to check the following things...


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You can't afford to ignore holding an internal management meeting in the run-up to CCMA conciliation


'You must get the ball rolling by holding an internal management meeting to check your procedures leading up to the dismissal,' says the report CCMA for Managers.

You must get in touch with the Chairperson who conducted your employee's disciplinary hearing, the Complainant, the Investigator and the Chairperson who conducted your appeal hearing and arrange to meet with them as soon as possible.

Before you hold the meeting, you must put together folders containing copies of each of the following documents. You'll then have to distribute the folders to each participant and ask them to study the contents as preparation for an internal management meeting.

You must give them:
 
  • The minutes of the disciplinary hearing;
 
  • The minutes of the appeal hearing;
 
  • The Chairperson's finding;
 
  • The investigation diary or Investigator's notes;
 
  • Each witness's written statement;
 
  • The accused's written statement;
 
  • The Chairperson's handwritten notes made at the disciplinary hearing;
 
  • Handwritten notes by the Chairperson of the appeal hearing;
 
  • The original written complaint; and
 
  • All documents entered into evidence at the disciplinary and appeal hearings.
 
There's no greater asset in the process of dispute resolution than proper and complete preparation. So in the run up to CCMA conciliation, make sure you hold an internal management meeting to check your procedures leading up to the dismissal. This'll help you see whether you have a weak or strong case.



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