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In May 2019, two student information sessions took place at the SRC Chambers on South Campus. Attended by over 80
students from across South Africa, the information sessions aimed to equip students going back home during the recess period
with information relating to the Admissions Score, Online application procedure as well as NSFAS and bursary information.
Through this initiative, the University’s national footprint is being expanded. Many of the students who attended the session
were from rural communities and these sessions provided them with an opportunity to obtain pertinent information which
they were able to share with their communities. In 2020, due to the COVID-19 pandemic, these initiatives did not take place.

6. Foster a Positive Transformative Culture and Employee Relations Environment

The HR Customer Relationship Management system went live on 27 August 2018 with the aim of improving the responsiveness
of our HR systems and processes. Cases are automatically routed to predetermined work teams, ensuring appropriate levels
of expertise, supported through self-help manuals and FAQs thereby improving HR responsiveness. This collaborative project
with ICT Services uses technology to empower line managers with consistent, reliable advice and provides incident information
regarding employees, placing less reliance on HR intervention for self-help items. HR Technology Strategy aims at driving a
data-driven culture for the University to improve people analytics for the benefit of both the employees and the institution.

The ongoing Building Workplace Relationship (BWR) workshops facilitated by the Commission for Conciliation, Mediation, and
Arbitration has had a positive impact in repairing damaged relationships between management and trade unions, creating a
fresh path for the new engagement strategy with trade unions and employees.
Out of the BWR workshops, a master plan was agreed upon to implement the following engagement instruments to ensure
the creation of a positive employee relations environment:
• Conclusion of the new Conditions of Service and Benefits Agreement.
• Review of the Recognition Agreement between the University and the recognised Organised Labour Unions
(Nehawu and NTEU).
• Minimum Service Level Agreement in line with the Essential Services Commission determination for members of
protection services.
• Appointment of one Full-time Shop Steward for each trade union.

• Review of the Employee Disciplinary Procedures and Code, Grievance Procedure Policy.
• Form a Disciplinary Screening Committee to discuss all pending cases in order to ensure transparency and union
participation in the handling of disciplinary matters.
• Co-Create the Employee Relations Strategy and Philosophy with trade unions to ensure buy-in by all stakeholders
during the implementation of the strategy.
• Commission for Conciliation, Mediation and Arbitration training for trade union representatives to ensure role clarity
amongst all stakeholders.

Ongoing engagements and consultation with Organised Labour continue. The relations have improved to a point where
solutions are collaboratively determined, even during the 2020 COVID-19 pandemic.

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