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SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED QUALIFICATION THAT HAS PASSED THE END DATE: 

National Certificate: Labour Relations Practice 
SAQA QUAL ID QUALIFICATION TITLE
74570  National Certificate: Labour Relations Practice 
ORIGINATOR
Task Team - Labour Relations 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY NQF SUB-FRAMEWORK
SERVICES - Services Sector Education and Training Authority  OQSF - Occupational Qualifications Sub-framework 
QUALIFICATION TYPE FIELD SUBFIELD
National Certificate  Field 03 - Business, Commerce and Management Studies  Human Resources 
ABET BAND MINIMUM CREDITS PRE-2009 NQF LEVEL NQF LEVEL QUAL CLASS
Undefined  120  Level 6  Level TBA: Pre-2009 was L6  Regular-Unit Stds Based 
REGISTRATION STATUS SAQA DECISION NUMBER REGISTRATION START DATE REGISTRATION END DATE
Passed the End Date -
Status was "Reregistered" 		 SAQA 06120/18  2018-07-01  2023-06-30 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2024-06-30   2027-06-30  

In all of the tables in this document, both the pre-2009 NQF Level and the NQF Level is shown. In the text (purpose statements, qualification rules, etc), any references to NQF Levels are to the pre-2009 levels unless specifically stated otherwise.  

This qualification does not replace any other qualification and is not replaced by any other qualification. 

PURPOSE AND RATIONALE OF THE QUALIFICATION 
Purpose:

The purpose of the Qualification is to develop people who will be able to manage, resolve and help prevent labour disputes.

A large number of the competencies developed in the Qualification are rooted in actual workplace practice and should lead to greater productivity resulting from the improved performance by the learner, due to the integration of the knowledge mastered with workplace practice. Learners will be able to:
  • Facilitate fair and just labour relations in an organisation.
  • Manage and resolve labour disputes.
  • Initiate actions that could prevent labour disputes.
  • Implement management practices.
  • Consider and apply relevant legislation and Jurisprudence.

    The purpose of this Qualification is to:
  • Equip learners to understand and develop the ability to apply the underlying principles of the Labour Relations sector and associated Human Resource Development legislation.
  • Equip learners to become effective employees, employers and/or self-employed members of society.
  • Improve the Labour Relations skills of employees in the sector.
  • Enable the learner to assist within his/her community with labour related issues and thereby ensure social and economic transformation.
  • Ensure the development of competence in the Labour Relations field.

    Rationale:

    With the advent of democratic government in South Africa in 1994 an entirely new approach to Labour Relations Practice (LRP) in South Africa has emerged. There has been the establishment of new statutory structures with implications for every level of labour relations in the country. Their purpose is to advance economic development and social justice, to reduce labour unrest and to advance the democratisation of the workplace by fulfilling the primary objective of the Labour Relations Act. The Qualification will help to transform the labour market and workplace by promoting sound and improved employment relationships.

    The National Certificate: Labour Relations Practice, NQF Level 6 provides learners with specific learning and skills related to labour disputes, mediation, conciliation and arbitration as regulated by Labour Law. This learning will deepen their understanding of the South African Labour Relations field and will underpin their ability to use this learning in various workplaces. The development of competence in this field can lead to better service delivery, institutional longevity and the promotion of job creation and security. Application of the learning in this Qualification will also assist parties in labour disputes to enforce their labour rights, while at the same time enabling them to become aware of their obligations as active and responsible participants in society and the economy.

    This Certificate is thus designed to enable individuals to develop the theoretical competencies and the practical skills to operate effectively in the labour relations field.

    This qualification would be applicable to the following people and organisations:
  • The Commission for Conciliation, Mediation and Arbitration (CCMA).
  • The Department of Labour.
  • Labour consultants.
  • Bargaining and statutory councils.
  • Private agencies.
  • Advice offices.
  • Law firms, particularly labour lawyers.
  • Human Resource Practitioners.
  • Trade unions and federations.
  • Employer organisations and federations. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    It is assumed that learners have knowledge of general Human Resource principles and theory, and of South African Labour Relation structures at NQF Level 5.

    It is also assumed that the learner is able to interpret financial statements and use information in the statements to make informed decisions.

    Recognition of Prior Learning:

    This Qualification may be achieved wholly or in part through the Recognition of Prior Learning. The Qualification may be granted to learners who have acquired the necessary skills and knowledge without attending formal courses, providing they can demonstrate competence in the outcomes of the individual unit standards as required by the Fundamental, Core and Elective components as stipulated in the Qualification and encapsulated by the Exit Level Outcomes.

    A Recognition of Prior Learning process may also be used to credit learners with the relevant unit standards in which they have developed the necessary competencies as a result of workplace and experiential learning.

    Recognition of Prior Learning may also be applied for learners who are not in possession of a Further Education and Training Certificate or equivalent in order to gain access to the Qualification.

    Learners submitting themselves for Recognition of Prior Learning should be thoroughly briefed prior to the assessment, and will be required to submit a Portfolio of Evidence in the prescribed format to be assessed for formal recognition. While this is primarily a workplace-based Qualification, evidence from other areas of endeavour may be introduced if pertinent to any of the Exit Level Outcomes.

    Access to the Qualification:

    Access to this Qualification is open to all learners in possession of a Higher Certificate in Labour Relations, NQF Level 5 or equivalent Qualification. Because of the very practical nature of the learning, it is preferable for learners to be employed in the Labour Relations sector or to have access to such a workplace to be able to practically apply the competencies developed through the unit standards. 

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    The Qualification is made up of a combination of Fundamental, Core and Elective components, totalling a minimum of 120 Credits.

    Fundamental component:
  • All unit standards to a total value of 7 credits are compulsory.

    Core component:
  • All unit standards to a total value of 93 credits are compulsory.

    Elective component:
  • The learner is required to select unit standards to a total value of at least 20 credits for this component, in order to complete the Qualification.

    The Elective Unit Standards relate to the range of areas in which the Labour Relations Practitioner might work. The range of possibilities embodied in the Electives applies to both individual and workplace. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Facilitate fair and just labour relations in an organisation.

    2. Manage and resolve labour disputes.

    3. Initiate actions to prevent labour disputes.

    4. Implement management practices.

    5. Consider and apply relevant legislation and Jurisprudence.

    Critical Cross-field Outcomes:

    This Qualification addresses the following Critical Cross-field Outcomes:
  • Identifying and solving problems pertaining to the facilitation and managing of various labour relations assignments which may have an impact on both the employer and employees.
  • Working effectively with others to build and maintain relationships related to labour relations needs, responses and situations in the workplace.
  • Organising and managing oneself and one's activities when supporting labour relations initiatives/processes.
  • Collecting, analysing, organising and critically evaluating information which has an impact on any labour relations issue in a specific context.
  • Communicating effectively when dealing with parties/stakeholders and facilitating and responding to any labour relations issue.
  • Using science and technology effectively and critically when preparing, processing and distributing information based on the needs and requirements of a specific labour relations initiative.
  • Demonstrating an understanding of the world as a set of related systems where meeting the needs of the parties involved in labour relations, has a positive impact on the creation of a better work life for both employers and employees.
  • In order to contribute to the full personal development of each learner and the social and economic development of society at large, it must be the intention underlying any programme of learning to make an individual aware of the importance of:
    > Reflecting on and exploring a variety of strategies to learn more effectively.
    > Participating as responsible citizens in the life of local, national and global communities.
    > Being culturally and aesthetically sensitive across a range of social contexts.
    > Exploring education and career opportunities.
    > Developing entrepreneurial opportunities when dealing with any and all labour relations related issues in a specific context.

    All of the above contribute to the full personal development of each learner and the social and economic development of society at large by ensuring participation as responsible citizens in the life of local, national and global communities, in terms of community development issues. 
    		•

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcome 1:
  • An understanding of labour market principles, policies and economics is applied in the workplace.
  • Labour legislation and regulations are applied where applicable in the workplace.
  • Sustainable relations between the various parties involved in labour are established and maintained through good communication.
  • Facilitation between parties is conducted on labour disputes to the mutual benefit of all parties involved.

    Associated Assessment Criteria for Exit Level Outcome 2:
  • Statutory time limits are adhered to achieve effective and expeditious dispute resolution.
  • An agreement is reached that a dispute needs to be resolved and/or a deadlock broken.
  • An appropriate dispute resolution process is selected and conducted.
    > Range: Dispute resolution process may include, but is not limited to, complex conciliation, mediation, facilitation, arbitration, pre-dismissal arbitration and In Limine hearings.
  • The review process is understood and managed.

    Associated Assessment Criteria for Exit Level Outcome 3:
  • Statistical data is read and interpreted to establish trends so as to anticipate possible labour disputes.
  • Interventions are conducted with stake holders to foster positive workplace relations and to forestall future labour disputes.
  • Education and training interventions are designed, developed and presented in line with best practice to interested stakeholders to advance understanding of labour issues and alternative ways of dealing with them to avoid disputes.
    > Range: Interventions may include but are not limited to, road shows, exhibitions, workshops, user forums, awareness campaigns, out-reach programmes, capacity building programmes.

    Associated Assessment Criteria for Exit Level Outcome 4:
  • Diversity in the workplace is acknowledged and managed.
  • Best Practice guidelines for the prevention and resolution of labour disputes are identified and interpreted for a team, department or division.
  • Hearings are conducted according to convention and standard practice.
  • Meetings to address conflicts and/or disputes are chaired according to convention.

    Associated Assessment Criteria for Exit Level Outcome 5:
  • Relevant legislation relating to strikes, lock-outs and picketing is interpreted and applied.
  • An advanced understanding of the South African Constitution as it relates to the dispute resolution process is demonstrated using examples of real situations.
  • Case law is applied to comply with judicial precedents and to ensure consistency of decisions.
  • The relationship between the International Labour Organisation (ILO) Conventions and South African Labour Law is understood and examples are given of those clauses/sections that have been ratified by the South African Government and are contained in South African legislation.

    Integrated Assessment:

    The Qualification and its associated assessment criteria have been designed so that assessment is fully integrated with the learning. The learner must, in an authentic setting:
  • Demonstrate competence by means of the practical application of the embedded knowledge in a manner that meets the required performance standard required.
  • Illustrate a clear understanding of the concepts, theory and principles that underpin the practical actions taken.

    The emphasis throughout the Qualification should be on continuous, formative assessment. Much of this is achieved in "sites of application" and involves a range of assessment tools, which will include a degree of self and peer assessment. A number of appropriate summative assessments should be planned at specific times by the assessor/s, keeping the learner well-informed of all aspects of assessment principles.

    As a result of a range of ongoing assessment approaches in terms of testing and evaluating the fundamental, practical and reflexive competence of the learner, a skills matrix should be produced. This will clearly indicate not only the knowledge gaps and skills deficits of the individual, but also highlight the learner's strengths and weaknesses related to the other elements of applied competence, namely:
  • Information processing and the power of analysis.
  • Problem solving and a decision making capacity.
  • Communication skills.

    The assessment process should also be able to be used for Recognition of Prior Learning, subject to the rules and criteria of the relevant Education and Training Quality Assurance (ETQA) body. 
    		•

    INTERNATIONAL COMPARABILITY 
    This Qualification has been compared with international practice in Labour Relations. However, it needs to be recognised that the South African Labour Legislation deals pointedly with the legacy of the past and the introduction of new, democratic structures, systems and practices in the Labour Relations field. This Qualification deals explicitly with those elements. Labour Relations is based on domestic legislation and therefore will only relate locally.

    Japan:

    JILAF - Japan International Labour Foundation:

    Course Title: Present Issues of the Trade Union Movement in Japan:
  • Current and political conditions in Japan.
  • Status and activities of the trade union movement in Japan.

    Course Title: Labour-related legislation and the social security in Japan:
  • History and special characteristics of current labour-related legislation in Japan and the social security system for workers and working women.
  • The main benefits under employment insurance and social insurance.
  • Legislation relating to childbirth.
  • Child care.
  • Nursing care.
  • Related labour statistics.

    Course Title: History of the Labour Movement in Japan:
  • Japanese economy and society.
  • Japanese culture.

    Course Title: Trade unions and industrial relations in Japan:
  • Characteristics of the organisational structure of the Japanese labour movement and the content of its activities.
  • Functions, roles and mutual relations of RENGO (Japanese Trade Union Confederation).
  • Industrial federations.
  • Company-based unions.
  • Policy system demands.

    Course Title: Industrial Relations:
  • Broad explanation of basic principles and methods of labour relations.
  • Describing the mechanism of the spring labour offensive.
  • Specific examples of labour-management relations.
  • Collective bargaining and the management consultation system.

    Course Title: RENGO (Japanese Trade Union Confederation):
  • Outline and explanation of RENGO.
  • Constituent organisations.
  • Organisation efforts.
  • Policy system demand.
  • Proposal activities.
  • Involvement in politics.
  • Role in election campaigns.

    Course Title: Ministry of Health, Labour and Welfare:
  • Outline of labour administration.
  • Explanation of employment policy.
  • Explanation of support systems.
  • Explanation of industrial relations and the government.
  • Explanation of the labour legislation.

    Course Title: Japan Productivity Centre (JPC):
  • Explanation of the establishment and history of the Japan productivity centre (JPC).
  • The explanation of the relationship between the productivity development movement and the labour movement.
  • The explanation of the process and background of productivity development.
  • The explanation of the relationship with the maintenance and securing of employment.

    The above set of short courses offered by the Japan International Labour Foundation (JILF) contains some elements of the learning in the National Certificate: Labour Relations Practice, Level 6. It must be noted however, that they include additional issues like culture and productivity, which are not included in the South African Qualification.

    Brazil:

    The National Training and Vocational Development Secretariat (SEFOR).

    Course Title: Labour Relations and Industrial Performance:
  • The industrial workforce and the labour market.
  • The structure of the labour market.
  • Shaping the labour market.
  • Basic economic and labour statistics.
  • Working conditions.
  • The factory environment.
  • Shaping the factory environment.
  • Factory conditions in São Paulo.
  • Industrial performance.
  • Industrial capabilities.
  • The political economy of production performance.

    Conclusion:

    The course offered by The National Training and Vocational Development Secretariat (SEFOR) in São Paulo, Brazil, covers very broad subject areas which seem more of an overview of the labour market and therefore it does not align with this Qualification.

    USA:

    Cornell University - Industrial and Labour Relations (ILR) School:

    Course Title: Increasing Effectiveness in arbitration:
  • How to select an arbitrator.
  • Assessing the strengths and weaknesses of your case.
  • Evidence and testimony necessary to win an arbitration.
  • How to frame an issue for arbitration.
  • Techniques for presenting an opening statement.
  • Guidelines for developing the theory of your case.
  • Approaches to identifying and preparing witnesses.
  • Key points in preparing an opening statement.
  • Understanding important evidentiary concepts.
  • Approaches to evidentiary problems.
  • Oral closing arguments and written briefs.

    Course Title: Collective Bargaining Immersion Programme:
  • Preparation for collective bargaining.
  • Effective collective bargaining.
  • Dynamics of labour negotiations.

    Course Title: Contract Administration:
  • Contract Language.
  • Working within it, making it work for you.
  • Effective Discipline.
  • Best practices for a unionised environment.
  • Effective Grievance Handling.
  • From one step to arbitration.
  • Investigation tools and techniques.
  • Labour relations for managers.
  • Managing effectively in a unionised environment.

    Course Title: Collective Bargaining:
  • Contemporary issues in collective bargaining: In focus and in context.
  • Effective collective bargaining skills and strategies.
  • Interest based bargaining.
  • Preparation for collective bargaining.

    Course Title: Labour-Management Cooperation:
  • Labour-management strategies for organisational change.
  • The dynamics of labour negotiations.

    Course Title: Legal Issues:
  • Labour-relations law.

    Course Title: Certificate: Collective Bargaining Studies:
  • Labour relations law.
  • Preparation for collective bargaining.
  • Effective collective bargaining.
  • Contract language.
  • Working within it, Making it work for you.
  • Dynamics of labour negotiations.
  • Interest-based bargaining.
  • Labour-management strategies for organisational change.
  • Labour Relations Forum.
  • Contemporary issues in collective bargaining.

    These American courses compare favourably with the South African Certificate: Labour Relations Practice, Level 6. The local Qualification offers all the same basic subjects, in both the Core and Elective components.

    Ireland:

    Labour Relations Agency - Belfast.

    Course Title: Written Statement of Main Terms and Conditions of Employment:
  • Employment rights.

    Course Title: Disciplinary Rules and Procedures:
  • Disciplinary rules and procedures to promote fairness, consistency and order.

    Course Title: Grievance Procedures:
  • Deal with grievances fairly, consistently and speedily.

    The three courses offered by the Labour Relations Agency in Belfast do not compare well with the South African Certificate: Labour Relations Practice, Level 6. The only similarity is the Grievance Procedures Course, which is included in this Qualification's Elective component.

    India:

    XLRI Jamshedpur - School of Business and Industrial Relations.

    Course Title: Personnel Management and Industrial Relations:
  • Human resource planning.
  • Human resource information systems.
  • Selection.
  • Performance management.
  • Training and development.
  • Compensation administration.
  • Industrial relations.
  • Labour relations.
  • Personnel management.

    The course offered by the School of Business and Industrial Relations in Jamshedpur, India deals with very broad subjects with little detail. The learning in terms of subject areas is similar but not in terms of subject detail. Many of the Modules are Personnel Management related.

    UK (United Kingdom):

    Central London - Employee Relations, Trade Unions and the Law:

    Course Title: Training and Development:
  • A Thorough understanding of rights and responsibilities.
  • Collective side of employment law and employee relations.
  • Explain essential elements of trade union.
  • Describe key elements of union recognition.

    Course Title: Employee Relations:
  • Employment relationship.
  • Processes used to resolve conflicts and manage the relationship.

    Course Title: European Union:
  • Managing employee relations.
  • Employee relations processes and procedures.

    The above three course show a close relationship to the Unit Standards in the South African Certificate: Labour Relations Practice, Level 6. The one major difference is the inclusion of 'trade union element' in the above course.

    Labour Relations Agency - United Kingdom:

    Course Title: Advisory Workshops:
  • Assist employers and develop and maintain effective employment practices and procedures that best meet their needs and which comply with statutory requirements.
  • Raise awareness of the provisions of employment legislation and to promote and develop good practice.
  • Update participants on a range of relevant issues which could affect the content of their employment documentation.

    The above course does not compare all that favourably with the South African Certificate: Labour Relations Practice, Level 6 as it only covers issues related to informing the learners about basic labour relations issues.

    Australia:

    Seek Learning - Open Universities Australia.

    Course Title: Graduate Certificate in Industrial Relations:
  • Effectively manage people in organisations.
  • Current Industrial Relations theory.
  • Practices within people management.

    This Graduate Certificate in Industrial Relations does not compare well as it focuses mainly on Management subjects and the human resource side dealing with people at work. It does not cover the real core issues related to Industrial Relations.

    In conclusion it can be said that the Certificate: Labour Relations Practice, Level 6 does not seem to be similar to any other qualification on labour relations offered at this level in any other country. It is a product of the need for transformation in the labour relations field in South Africa and of the introduction of new procedures and structures to deal with labour relations and labour issues in South Africa and therefore is unique to South Africa. 
    		•

    ARTICULATION OPTIONS 
    Horizontal articulation is possible with:
  • ID 57206: Certificate: Management Studies; NQF Level 6.

    Vertical articulation is possible with:
  • ID 48920: National Certificate: Attorneys Practice; NQF Level 7. 
    		•

    MODERATION OPTIONS 
  • Anyone assessing a learner, or moderating the assessment of a learner, against this Qualification must be registered as an assessor with the relevant ETQA, or with an ETQA that has a Memorandum of Understanding (MOU) with the relevant ETQA.
  • Any institution offering learning that will enable the achievement of this Qualification must be accredited as a provider with the relevant ETQA, or with an ETQA that has an MOU with the relevant ETQA.
  • Assessment and moderation of assessment will be overseen by the relevant ETQA according to the policies and guidelines for assessment and moderation of that ETQA, in terms of agreements reached around assessment and moderation between various ETQAs (including professional bodies), and in terms of the moderation guideline detailed immediately below.
  • Moderation must include both internal and external moderation of assessments at all exit points of the Qualification, unless ETQA policies specify otherwise. Moderation should also encompass achievement of the competence described both in individual unit standards as well as the integrated competence described in the Exit Level Outcomes of the Qualification.
  • Anyone wishing to be assessed against this Qualification may apply to be assessed by any assessment agency, assessor or provider institution that is accredited by the relevant ETQA, or with an ETQA that has an MOU with the relevant ETQA.

    The options as listed above provide the opportunity to ensure that assessment and moderation can be transparent, affordable, valid, reliable and non-discriminatory. 
    		•

    CRITERIA FOR THE REGISTRATION OF ASSESSORS 
    For an applicant to register as an assessor or moderator of this Qualification the applicant needs to be:
  • Registered as an assessor with the relevant ETQA.
  • In possession of a Qualification in Labour Relations or Labour Law at NQF Level 7 or higher, whether achieved by Recognition of Prior Learning or not. 
    		•

    REREGISTRATION HISTORY 
    As per the SAQA Board decision/s at that time, this qualification was Reregistered in 2012; 2015. 

    NOTES 
    N/A 

    UNIT STANDARDS: 
      ID UNIT STANDARD TITLE PRE-2009 NQF LEVEL NQF LEVEL CREDITS
    Core  337082  Apply labour dispute prevention approaches  Level 6  Level TBA: Pre-2009 was L6  16 
    Core  264403  Apply problem-solving techniques to make decisions on a multi-faceted problem  Level 6  Level TBA: Pre-2009 was L6  5 
    Core  337120  Conduct fact finding and investigation processes  Level 6  Level TBA: Pre-2009 was L6  8 
    Core  337121  Demonstrate an understanding of collective agreements and bargaining councils  Level 6  Level TBA: Pre-2009 was L6  12 
    Core  337080  Demonstrate an understanding of labour market economics and statistics  Level 6  Level TBA: Pre-2009 was L6  6 
    Core  337079  Facilitate a mass retrenchment process  Level 6  Level TBA: Pre-2009 was L6  8 
    Core  337081  Interpret and apply labour legislation relating to strikes, lock-outs and picketing  Level 6  Level TBA: Pre-2009 was L6  5 
    Core  337084  Interpret the implications for South Africa of Conventions of the International Labour Organisation which have been ratified by the South African government  Level 6  Level TBA: Pre-2009 was L6  6 
    Core  376119  Interpret unfair dismissal in terms of Labour Relations Legislation  Level 6  Level TBA: Pre-2009 was L6  10 
    Core  119929  Manage and conduct an in limine hearing  Level 6  Level TBA: Pre-2009 was L6  6 
    Core  264409  Use negotiation in multi-faceted situations to achieve the objectives of a function  Level 6  Level TBA: Pre-2009 was L6  5 
    Core  337119  Write advisory awards in labour disputes  Level 6  Level TBA: Pre-2009 was L6  6 
    Fundamental  337085  Demonstrate an understanding of labour market dynamics  Level 6  Level TBA: Pre-2009 was L6  4 
    Fundamental  264408  Manage and improve communication processes in a function  Level 6  Level TBA: Pre-2009 was L6  3 
    Elective  119935  Apply the Arbitration Act in dispute resolution  Level 5  Level TBA: Pre-2009 was L5  4 
    Elective  119946  Conduct a labour conciliation process  Level 5  Level TBA: Pre-2009 was L5  12 
    Elective  119939  Conduct negotiations in labour mediation  Level 5  Level TBA: Pre-2009 was L5  6 
    Elective  119500  Conduct research in a paralegal context  Level 5  Level TBA: Pre-2009 was L5  10 
    Elective  114228  Demonstrate and apply an understanding of bargaining council rules  Level 5  Level TBA: Pre-2009 was L5  3 
    Elective  115326  Identify and apply the principles of law of evidence  Level 5  Level TBA: Pre-2009 was L5  6 
    Elective  119941  Manage and conduct an arbitration process  Level 5  Level TBA: Pre-2009 was L5  12 
    Elective  119933  Write arbitration awards  Level 5  Level TBA: Pre-2009 was L5  8 
    Elective  365185  Apply the Promotion of Access to Information Act 2 of 2000 in Public Bodies  Level 6  NQF Level 06  5 
    Elective  337083  Demonstrate an understanding of legislation, regulations and dispute resolution institutions in the public service  Level 6  Level TBA: Pre-2009 was L6  10 
    Elective  337101  Interpret and apply the provisions of the Promotion of Administrative Justice Act (PAJA)  Level 6  Level TBA: Pre-2009 was L6  8 
    Elective  337086  Interpret and apply the South African Constitution as it relates to the dispute resolution process  Level 6  Level TBA: Pre-2009 was L6  5 
    Elective  337100  Tax a bill of costs  Level 6  Level TBA: Pre-2009 was L6  5 


    LEARNING PROGRAMMES RECORDED AGAINST THIS QUALIFICATION: 
     
    NONE 


    PROVIDERS CURRENTLY ACCREDITED TO OFFER THIS QUALIFICATION: 
    This information shows the current accreditations (i.e. those not past their accreditation end dates), and is the most complete record available to SAQA as of today. Some Primary or Delegated Quality Assurance Functionaries have a lag in their recording systems for provider accreditation, in turn leading to a lag in notifying SAQA of all the providers that they have accredited to offer qualifications and unit standards, as well as any extensions to accreditation end dates. The relevant Primary or Delegated Quality Assurance Functionary should be notified if a record appears to be missing from here.
     
    NONE 


    All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.