The Electrical Contractors’ Association (South Africa) [ECA(SA)] has continued to strengthen industry knowledge through its Managing Misconduct training programme, which has been presented in several regions across the country during 2026.
In a recent discussion with Adv. Desigan Pillay, National Industrial Relations Manager of the ECA(SA), he shared valuable insights into the motivation behind the training and the challenges employers continue to face when dealing with workplace misconduct.
According to Adv. Pillay, the need for the training became apparent through his interactions with ECA(SA) members who deal with disciplinary hearings in their businesses.
.Adv. Pillay stated that, “Its become apparent during disciplinary hearings that most employers were not prepared adequately, in terms of the preparation of witnesses & not enough preparation for anticipated questions during cross examination”
The training has been hosted in the Free State/Bloemfontein, KwaZulu-Natal, South/East and Highveld regions, providing employers and administrators with a clearer understanding of disciplinary procedures and the legal requirements surrounding workplace misconduct.
Adv. Pillay noted that misconduct remains one of the most significant industrial relations challenges facing employers.
“Misconduct is at the core of labour law. Most companies are not aware of the procedural aspects of what happens when an employee is dismissed or when a disciplinary hearing is held,” he said.
A key focus of the course is to provide attendees with practical resources that can immediately be implemented within their businesses. Participants receive a comprehensive training manual, prepared by Daryl Whitaker, Regional Director – Cape Town, together with templates for warning letters, notices to attend disciplinary hearings and other documents used throughout disciplinary processes.
When asked where employers typically go wrong, Adv. Pillay pointed to a tendency to underestimate the importance of proper preparation and procedure.
“Most employers believe disciplinary matters have too much admin work. They want to see the bottom line increasing and will spend as little time as possible on it. This leads to cases being declared as unprocedural,” he said.
He added that many attendees were surprised by the amount of preparation required before a disciplinary hearing should even be scheduled.
The course attracted a diverse audience, including HR practitioners, employers and administrators, all seeking a better understanding of disciplinary processes and labour legislation.
One topic in particular generated considerable discussion among participants.
“The biggest concern was how to journey through the CCMA as an employer and how to win cases the right way,” Adv. Pillay noted.
For employers operating within the electrical contracting industry, his advice was straightforward:
“Join the ECA(SA) and make use of the services they provide. Make use of the IR specialists they employ at the association.”
Looking ahead, Adv. Pillay believes artificial intelligence may have a role to play in supporting employers with disciplinary procedures, although he cautions that technology has limitations.
“AI can probably assist in the procedural aspects of managing misconduct; however, it will be challenging to navigate the substantive aspects of the case. Each case has its own unique merits,” he said.
The strong engagement seen throughout the Managing Misconduct training sessions highlights the industry’s need for practical industrial relations guidance. Through initiatives such as these, the ECA(SA) continues to equip employers with the knowledge and tools required to manage workplace challenges effectively and in accordance with labour legislation.
