Employer documents that hold up at the CCMA

Why this, not a free template?

• Built to survive scrutiny. Every document is drafted the way we’d want it if we had to defend it at arbitration — because we do.
• Kept current. When the BCEA, LRA or case law shifts, the library is updated. A template you downloaded once goes stale; this doesn’t.
• Backed by real practitioners. Buy a pack, and if it goes wrong you have someone to call. Practising in labour law and IR since 2010.
• Sector-specific. Contracts for Metal & Engineering, Motor, Road Freight, Security, Retail, Hospitality, Cleaning and Civil — not one generic template stretched to fit.

What you are actually buying

Every document in this library is one we would be comfortable defending at arbitration, because that is the work we do. They are drafted in plain, usable language, formatted on a clean letterhead you can brand, and supplied as editable Word files — not locked PDFs. Placeholders are marked, so filling one in takes minutes rather than requiring a rewrite.

Just as importantly, they are drafted as a system rather than a pile of separate files. The disciplinary code cross-references the warning letters; the warnings feed the notice of hearing; the notice feeds the outcome letter and the record. Follow the pack in order and you end up with the paper trail a commissioner expects to see, in the order they expect to see it.

How employers typically use the library

• Fixing the foundation. Most businesses that come to us have no signed contracts and no disciplinary code. The Contracts Pack and Policy Library close that gap in an afternoon.
• Handling a live problem. An employee has done something serious and a hearing needs to run this week — the Disciplinary Pack has every document that process needs.
• Staying current. On subscription the library is updated as the BCEA, LRA, national minimum wage and case law move, so you are not relying on a template that was correct three years ago.

Where a template is not enough

We would rather tell you this up front than sell you the wrong thing. A template is the right answer for standard, everyday situations: appointing someone, issuing a warning, adopting a policy, running a straightforward hearing. It is not the right answer when the facts are already contested or the exposure is significant — a senior employee, a retrenchment affecting a large group, a matter already referred to the CCMA, a union dispute, or an allegation of harassment or discrimination.

In those situations the process matters more than the paperwork, and a wrong step early is expensive to unwind. If you are in one of them, speak to us instead — that is what the CCMA representation and disciplinary hearing services are for. If you would rather your own managers ran these processes properly in-house, our training covers exactly that.