KEEPING EVERYONE ON THE SAME PAGE by Christo Bester

Consultation requires open and honest two-way discussions between employers and employees. Consultation can be a powerful tool that employers can use to establish a productive and positive working environment when employees realise that their employer is prepared to listen to constructive suggestions. Involving employees in decision making also ensures that they have a better understanding of the employer’s operational requirements and the effect sustainability can have on job security for employees.

TYPES OF CONSULTATION IN THE WORKPLACE

• Regular consultations with employees (individually or in a group)

Such consultations create a platform for employees to voice their thoughts and ideas, as well as to discuss any specific needs. During these meetings the employer has the opportunity to communicate his or her expectations and fixed workplace standards. The employee’s performance, role in the business, and impact on the business as a whole are all matters that need to be aired.

• Progressive discipline and changes in behaviour

The aim of discipline in the workplace is to correct and improve behaviour rather than to punish or dismiss an employee. When the employer notices a change in an employee’s behaviour, the first step is to consult with the employee and make it clear what the desired behaviour is. It is important to give the employee the opportunity to present more information and explain the situation from his/her point of view.

• Formal consultations in line with labour legislation

Various pieces of labour legislation create forums which make it compulsory for the employer and employees to engage in consultations. These formal consultations include:

• any changes made to an employee’s terms and conditions of employment, including the restructuring of responsibilities, working hours, remuneration, etc.;
• retrenchment;
• poor work performance;
• incapacity;
• implementing short time;
• exemptions from any collective agreement or any law;
• compliance with the Occupational Health and Safety Act; and
• compliance with the Employment Equity Act.

Apart from workplace forums, employees have no means other than through line managers and supervisors, to bring their concerns, ideas or suggestions to the attention of the employer. If properly constituted, workplace forums can play a vital role in the workplace.