188A Inquiry by Arbitrator

This is a final and binding arbitration conducted in terms of the Labour Relations Act (LRA) in the place of a disciplinary or incapacity (performance/ ill health) hearing.

Section 188A of the LRA.

No, will need to be developed

Toka & Ass is a CCMA accredited private agency in terms of section 127 of the LRA. In terms of its accreditation, it may conduct Inquiry by Arbitrator processes (s18BA(10}}.

The Inquiry will be conducted in accordance with:

• Section 188A of the LRA;
• Toka and Ass LRA Rules (to be developed);
• any applicable collective agreement between the parties;
• any applicable company policy and procedure;
• any applicable provision in a contract of employment; and
• any applicable agreement reached between the parties in relation to the process.

Parties must provide the Inquiry arbitrator with any collective agreement, policy, contract or agreement that is applicable.

All communication must be directed through Toka & Ass and copied to the other party, including any closing arguments. Where a party communicates with the panellist through Toka & Ass about the case before that panellist, Toka & Ass shall copy both/all parties on any response. This maintains the independence and transparency of the process.

It is the employer who refers the Inquiry to Toka & Ass. The employer is the applicant in the case.

When an employer intends bringing allegations against an employee for misconduct or incapacity, the Inquiry can be initiated.

Yes. The consent requirements are:

• If the employee earns below the annual threshold (currently 211 596.30 per annum), the employee must agree to the Inquiry at the time or after the employee has been advised of the allegations against them (s1BBA(4}}.
• If the employee earns above the annual threshold, the employee can agree in their contract of employment to the Inquiry or at the time they are advised of the allegations {s188A(5}}.
• A collective agreement provides for the Inquiry and the employee is bound to that collective agreement (individual consent is then not required) (s18BA(1)).

Toka & Ass appoints the arbitrator, unless parties agree to an arbitrator, from its list of panellists.

Toka & Ass shall only appoint a commissioner accredited by the CCMA. The parties may agree to an arbitrator from Toka & Ass’s broader panel.

The employer must pay Toka & Ass for the Inquiry. Toka & Ass will in turn pay the Inquiry arbitrator. Electronic payment to Toka & Ass will be required before the Inquiry is confirmed.

Parties need to complete the form on the Toka & Ass Website (to be developed) and submit it with proof of the employee’s consent. If the parties have agreed to an arbitrator, this can be confirmed on the form. Otherwise, Toka & Ass will appoint a panellist on receipt of the form and send an invoice to the Employer to pay before the notice of set-down is sent to the parties.

Yes

Yes. The subpoena is issued in an identical manner to the CCMA. The Director of Toka & Ass will sign the subpoena form. The form (referred to as form 7.16) must be completed and submitted to Toka & Ass, accompanied with a motivation for why the evidence is necessary. (s142{1), Rule 37)

It can be held at the employer’s premises, or another venue in the geographical area where the employee works. Toka & Ass can assist in arranging a venue. Toka & Ass may assist in arranging the online process or a physical venue.

The parties may agree the date and time of the Inquiry, otherwise Toka & Ass shall determine the date and time in consultation with the parties.

The parties must be given at least three days’ notice of the hearing. Toka & Ass will schedule the matter within two days from receiving the notice and payment for the Inquiry.

The outcome is an award which is final and binding on the parties. The Inquiry arbitrator may issue one award addressing both the merits, and if guilty the appropriate sanction, alternatively two separate awards for merits of the allegations, and if found guilty, the sanction.

The award/s will be sent to the parties and/or their representatives simultaneously within 14 days following the completion of the Inquiry. The Inquiry arbitrator may issue two parts to the award – one on the merits of the case, and if the employee is found guilty of any of the allegations, then an award on the appropriate sanction.

The award is final and binding on the parties. Either party may review the award at the Labour Court. The employee cannot refer the case to the CCMA.