Some of those in the photograph have been seen on the rugby fields of the world, plying their trade as prominent South Africans. Owen Adendorff are proud to be of service to this Globally recognized body.

The EE Act requires employers to compile an EE Plan.  The Act compels the employer to put in writing exactly what the employer will do to make the gender and racial profile of the work place reflective of the South Africa population. The employer is required to “consult” with employees on/or representatives.

The consultation must be on the following:

(i.)            An analysis of the racial and gender profile of the employees;

(ii.)            The drafting of an EE plan;

(iii.)            The completion of the EE Report;

We have noted increased activity from the Department of Labour as inspectors have paid visits to numerous companies over the past few months.  Those not fully complying with the legislation have been given compliance orders.

Your EE Plan is a public document that may be viewed by customers, employees and even Union Officials.  Public companies must publish a summary of their EE Plan in their Annual Statements.

If you require assistance in completing your EE Reports or in compiling an EE Plan we can assist.  Remember the Minister of Labour has the power to fine you if you do not apply his Act.  The fines range from R500 00.00 to R900 000.00.

1. 1. The Task

It was initially envisaged that the P&I Team would have to select, train and deploy 900 volunteers from over 5000 applicants. These volunteers were to man the Airport, the Park and Rides, the Fan Fests, Fan Parks, Public Viewing Areas, the Beach Front, Florida Road amongst other areas in Durban. All had to be clothed and fed as well.

By the middle of June, the P&I Team found themselves responsible for the deployment, catering and co-ordination of 950 general Volunteers, 50 Child Minders, 50 Translators and 300 Stadium Volunteers: 1300 people in all. This was only possible through numerous sleepless nights and some incredible levels of focus, planning and motivation.

1. 2. O&A Strategic Involvement

Before the project commenced, Les Owen facilitated an intensive Visioning session for the senior team responsible for the successful co-ordination of the Host City Volunteer programme. Due to the time constraints on the team, the Visioning session had to be completed within a three-hour session, commencing at 7am and ending at 10am. This enabled the team to:

(i.)            Identify key success factors;

(ii.)            Define a vision and mission statement for the programme

(iii.)            Identify key values, principles and “catch phrases” to be used in guiding the Volunteers in discharging their duties; and

(iv.)            Identify priority actions, such as media liaison and managing volunteer expectations.

This was all achieved within the session.

1. 3. O&A Motivation

Using the material from the Visioning session, Winston Owen prepared two hard hitting addresses for the groups of volunteers. The first was an educational on key “people skills”. For this, Winston used the material of Anna Maravelas (www.TheraRising.com ).   The concepts and techniques of how to handle situations of conflict and offence have proved extremely helpful to the volunteers  in their interaction with visitors and one another.

The second address was motivational entitled, “Its Your Time to Shine.” This address was enjoyed by the groups of volunteers.  It ended in Winston leading them in a rendition of “This Little Light of Mine” at the conclusion of each session.

Such was Winston’s popularity amongst the volunteers and the P&I Projects staff that he was later asked to be an honorary volunteer at one of the matches. The pictures on the website of the Moses Mabida Stadium were taken by Winston.

1. 4. Moses Mabida Call Up

That the Host City Volunteers worked in and around the Moses Mabida Stadium was an indication of the excellence with which Ronel Mitchell and her team led the Volunteers.  Ronel was asked if she and her team could arrange for volunteers to assist in the stadium at that match, and in certain matches to follow.  With her exemplary “Can Do!” attitude, Ronel agreed.

P&I Projects team rounded up 300 “stadium” volunteers at very short notice, ready to serve their city.

1. 5. Conclusion

Volunteers, we salute you!

Ronel, Magash, Archel, Alison and Clinton, you have our greatest respect. Owen, Adendorff & Associates (Pty) Ltd is immensely proud to be associated with you.

However employers should be very careful before suspending such an employee.

Our Labour Court has made clear that such a suspension must have good valid reasons before the court will recognize that it is legitimate.  In addition the principle of Audi Alteram Partem must be observed by the employer.  The Audi Alteram Partem principle means that the accused employee must be able to give his version before a decision is made to suspend.

Simply put the employer must do the following before suspending an employee pending  a Disciplinary Hearing:-

a)         have a good valid reason for wanting to apply the suspension.

b)         clearly inform the employee of this valid good reason.

c)         allow the employee time to consider the reason.

d)         obtain a response from the employee as to why the employee believes he/she     should not be suspended.

In addition after following these steps, the employer still intends suspending the employee, this should be done in such a way that the employee’s dignity is preserved.

To quote from the Labour Court:-

“the prejudice that an employee may suffer in a case of suspension is not limited to financial prejudice in the case where the suspension is without pay.  Suspension with pay also has substantial prejudicial consequences relating to both social and personal standing of the suspended employee.  In my view any suspension with or without pay has to bring into question the integrity and dignity of the suspended person particularly where the suspension is based on allegations of dishonesty.”

“Dince & Others v the Department of Education, North West Province & Others (2010) 31 ILJ 1193 (LC”.

The picture above show some of the delegates that attended.

Some of the comments from the delegates include the following: -

• Thoroughly entertaining and enjoyable
• A wonderful learning experience
• Practical skills which can be transferred into the business world

Dates: 9th – 10th September 2010

Venue: Endless Horizons Boutique Hotel, Umhlanga Rocks Drive.

Contact details : 031 700-3151

E-mail : owenadeninfo@mweb.co.za

These are:

-The world cup

-The decrease in the inflation rate

-The decrease in the interest rate

The following wage settlements have been entered into:

(i) SACCAWU and Tsogo sun/Sun international 8.75%

(ii) FAWU and SAB 7.8%

(iii) SACCAWU and entertainment employers 8.5%

(iv) UASA and diamond cutting industry 10%

For more information please contact us Tel: 031 7003151

Presented by: Mr. Les Owen of Owen Adendorff & Associates (Pty) Ltd

Introduction

The ability to be a good negotiator is an essential skill in business. Most of us negotiate several times a day without realizing it.

However, when we negotiate in a formal or business setting, we often find this experience quite stressful. As a consequence, we lose confidence in our ability to negotiate and this negatively affects our ability to get what we want.

This course will help delegates to improve their negotiation skills in a non-threatening environment.

Objectives and Outcomes of this Training programme

1. To understand the various theoretical approaches to the skill of negotiating.

2. To identify one’s preferred style of negotiating.

3. To clearly identify those behaviours that assist in the process of negotiation.

5. To understand the variety of tactics and techniques used in negotiations.

6. To understand and practice how to prepare and planning for the negotiating encounter.

Benefits

The delegates’ will increase their ability to achieve what they want, whilst at the same time allowing the other party to maintain dignity. The verbal and non-verbal communication skills of delegates will increase, benefitting then in all negotiating and conflict handling settings, whether in their business or personal lives.

Who Should Attend

Staff that have to negotiate, including people who buy and sell on behalf of the company, departmental heads that have to deal with difficult colleagues or staff, and anyone else that has to enter into any form of contract negotiations, be it on an individual or group basis.

Course Methodology

This course is interactive, allowing for active participation and sharing of experiences during sessions. Our methodology is based upon adult learning principles, namely that adults learn best from each other and when they actively practice the skills taught in a non-threatening situation.

Extensive use is made of role plays where the delegates are recorded on camera. These recordings are played back to the delegates to facilitate the learning experience. This allows the delegates to be “self-assessing” and at the same time this becomes an enjoyable experience for them.

Pre-course reading is also provided. The delegates are expected to read this material before attending the programme.

Course Facilitator

Les Owen is a Director of Owen, Adendorff & Associates (Pty) Ltd. He has also served on the Board of Belgotex Floorcoverings (Pty) Ltd and Isiqwayi People Management (Pty) Ltd.

Les practices as a professional negotiator and mediator with the Association for dispute Resolution and Tokiso. He is also one of only ten part-time Senior Commissioners for the CCMA. He is an accredited trainer of International Mediators with the Centre for Conflict Resolution, University of Cape Town.

Les founded his career on conducting negotiations and training in negotiations. He commenced his career as a consultant by negotiating wage disputes and settling industrial action. Over the past five years, he has successfully facilitated joint ventures and ownership transactions between a variety of black economic empowerment entities and white owned businesses.

Over the past fifteen years, more than 2,000 people have attended his training courses, half of whom have participated in his Negotiation Skills course. Over the past two and a half decades Les has run both the Commercial Negotiation and Labour Negotiation programmes. Les has facilitated this training throughout South Africa and abroad. Recently he trained a delegation of Arabs in the UAE. See the story by clicking on http://www.owenaden.co.za/2009/06/

DAILY OUTLINE

Day One

1. Introduction

2. Lessons from the Red/Blue Game

3. Definitions

4. Common or Core Themes in Negotiations

5. Principles in Negotiation

6. Distributive / Positional Bargaining

7. Integrative, “Problem Solving” Approach

8. Interest or Merit Based Approach

9. Positions and Interests

10. Our Settlement Targets and BATNA

11. Possible Negotiating Results

12. Individual Styles & Assessment of Negotiating Styles

Role Play

Day Two

13. Structuring the Encounter

14. The Negotiation Climate

15. Preparing and Planning for the Negotiating Encounter

16. How to use the Merit Based Approach

17. The Behaviours of a Good Negotiator

18. Deadlock

19. The Benefits of Seeking Information

20. Face-to-Face Skills

21. What not to do

22. Testing, Understanding and Summarising

Role Play

References

1. Shell Energy Corporation

2. B.P Southern Africa

3. Toyota SA Ltd

4. Graduate School of Business University of KZN

5. S.A. Greetings (Pty) Ltd

Details:

Title: Negotiation Skills

Facilitator: Les Owen

Date: 25^th and 26^th March 2010

Venue: Endless Horizons Boutique Hotel, Umhlanga Rocks Drive

Time: 8.30 to 16.15

Fee: R3600 excluding VAT per delegate.

Discount: 5% for registering 2 or more delegates.

Tel: 031 7003151 Eleanor or Kim

Fax: 031 7003190

Email: owenadeninfo@mweb.co.za

These are the delegates who attended our Employment Equity Committee Training at Richards Bay Minerals.

The course is highly interactive.  it is an essential component of the development of successful Employment Equity Committee.  In terms of the Employment equity Act members of the Committee have specific obligations and duties to perform.  These obligations include the signing off of the Annual Employment Equity Plan and the Employment Equity Report.  The Employer is also obliged to consult with the Committee when compiling a Plan and the Report.