Industrial relations
Every disciplinary and grievance case, handled by the book
Record cases, run hearings in the order your procedure requires, and keep outcomes, warnings and costs on the employee's record, from the first meeting to the Labour Court.
Why it matters
Consistent cases, defensible records
Your procedure, followed
Each type of case sets the hearings it goes through and their order. A required hearing must be completed before the next one can start.
Hearings in the order your procedure sets
Confidential where it counts
Sensitive categories can be limited to a security group, so only the people handling them can see those cases.
Sensitive cases for the right eyes only
The cost of disputes, known
Company and legal reserves, legal fees and settlements are recorded per case, so the financial exposure is never a guess.
Reserves, fees and settlements per case
What it does
A complete case register
The case register
Each case records the incident date, a reference number, its type and category, priority and severity, who reported it and when, a subject and the full details. The case lives on the employee's record.
- Reference numbers generated per case type
- Priority and severity levels on every case
- Documents attached to the case
- Opened straight from the employee's related records
Case types and categories
Set up the kinds of case you handle, such as disciplinary actions, grievances and investigations. Each case type has its own numbering, default status, priority and duration, and is marked formal or informal.
- Categories and sub-types with their own default priority and duration
- Categories aligned with Department of Labour categories for Employment Equity reporting
- Sensitive categories limited to a security group
Hearings in sequence
A case moves through the hearings its type allows, in the order your procedure sets, from an internal meeting all the way to the courts. Each hearing type occurs once per case.
- Disciplinary hearings, counselling sessions and grievance meetings
- Internal and external mediation, and appeal hearings
- CCMA conciliation and arbitration
- Labour Court, Labour Appeal Court and Constitutional Court
Every hearing recorded
Each hearing records when it was referred, scheduled and when notice was issued, the institution and its reference, the chairperson, the union, legal and internal representatives, any in limine points and the outcome.
- Outcome categories set per hearing type
- A "valid until" date on each outcome, for warnings that lapse
- Internal or external chairpersons
- Comments and a change history on every hearing
Costs and reserves
Keep the money side of each case with the case itself. Reserves can be captured as an amount or a percentage, next to what was actually spent and settled.
- Company and legal reserves
- Legal fees per case
- Settlement amounts recorded
Status and audit trail
A case moves through clear statuses, from intake to its final resolution, and every change is logged with who made it and when.
- New, intake review, in progress and investigating
- Hearing scheduled, hearing completed, awaiting approval and approved
- Closed, cancelled, declined or withdrawn, with a reason
- A full change log on every case and hearing
Case types
Three kinds of case, one register
Each one is a case type you configure, with its own hearings, numbering and defaults.
Disciplinary action
Discipline
Misconduct or poor performance, from a counselling session or disciplinary hearing through appeal, mediation and the CCMA.
Grievance
Employee concerns
A complaint raised by an employee, handled through grievance meetings and mediation, with the outcome on record.
Investigation
Fact-finding
The facts gathered before a decision is made, kept with the case it leads to.
Works with
Part of one HR system
People management
Every case on the employee's record.
Workflows
The steps of your disciplinary procedure as a workflow.
Document signing
Notices and outcome letters signed and tracked.
Reporting & BI
Cases, outcomes and costs in reports.
HR Manage is a great system that has brought a simple and convenient way of managing our people within the various HR disciplines and legislative requirements and has a variety of reports that can be pulled at a click of a button.
Does HR Manage cover CCMA and Labour Court matters?
Yes. CCMA conciliation and arbitration, the Labour Court, the Labour Appeal Court and the Constitutional Court are hearing types, each with its institution, dates, representatives and outcome.
Can we keep sensitive cases confidential?
Yes. Limit a case category to a security group, and only its members can see the cases in it.
Can we enforce our disciplinary procedure?
Yes. Each case type sets the order of its hearings, and a required hearing must be completed before the next one starts.
Do warnings lapse?
Each hearing outcome can carry a "valid until" date, so you always know whether a warning still applies.
Book a demonstration
Handle every case consistently, and keep the record that proves it.
See a case through its hearings in HR Manage, with the people who build it.
- A demonstration takes about 45 minutes, online or on site
- We answer the pricing and implementation questions on the call
- Prefer e-mail or phone? All contact details →
Book a demo or ask a question
We get back to you within one working day.