REGTE VAN OPVOEDERS Opvoeders huldig die standpunt dat alle ander rolspelers in die onderwys regte het, maar dat die regte van die opvoeder negeer word. Daar bestaan egter n baie ferm statutêre basis waarvolgens opvoeders nie alleen hulle regte kan uitoefen nie, maar ook kan afdwing, indien die omstandighede dit vereis. Die regte van opvoeders kan in die werksplek hoofsaaklik geskend word deur die handelinge van leerders (direk of indirek), mede-kollegas, die skoolbeheerliggaam en/of die werkgewer. Die regte van opvoeders in die werksplek word onder andere beskerm deur die Suid- Afrikaanse Grondwet van 1996, die Wet op Indiensneming van Opvoeders, Wet 76 van 1998, die Suid-Afrikaanse Skolewet, Wet 84 van 1996, die Strafproseswet, Wet 51 van 1977 en die Wet op Arbeidsverhoudinge, Wet 66 van 1995. Die Suid-Afrikaanse Grondwet van 1996 In terme van die SA Grondwet is enige persoon geregtig op die regte soos vervat in die Handves van Regte. n Opvoeder kan dus in sy/haar werksplek aanspraak maak op sy/haar individuele regte ten opsigte van Gelykheid, Menswaardigheid, Vryheid van Godsdiens, Oortuiging en Mening, Vryheid van Assosiasie, Politieke Regte, Arbeidsregte, Taal en Kultuur asook Regverdige Administratiewe Optrede. Geen reg is egter n absolute reg nie en alle regte is onderhewig aan bepaalde beperkings, soos omskryf in die SA Grondwet. Die aanspraak op regte word dus altyd in redelike terme uitgeoefen. Die Wet op Indiensneming van Opvoeders, Wet 76 van 1998 Die Wet en bylaes reguleer die bepalings met betrekking direkte dienslewering en gedrag van die opvoeder in die werkplek. n Opvoeder het die reg om daarop aan te dring dat die volgende ooreenkomstig die bepalings van die Wet of Kollektiewe Ooreenkomste sal plaasvind : i. Indiensneming, promosie en verplasing ii. Diensbeëindiging iii. Billike prosedure tydens dissiplinêre optrede teen die opvoeder iv. Billike prosedure tydens grieweprosedure deur opvoeder verklaar v. Administrasie van die beroep ooreenkomstig die PAM vi. Grieweprosedure ooreenkomstig Hoofstuk H van die PAM Die Suid-Afrikaanse Skolewet, Wet 84 van 1996
Die Wet en toepaslike regulasies bepaal die funksionering van openbare skole. n Opvoeder in diens by n openbare skool het die reg om aanspraak daarop te maak dat i. die skoolhoof en skoolbeheerliggaam hul werksaamhede en verantwoordelikhede ooreenkomstig die bepalings van die Wet sal uitvoer ii. Veiligheidsmaatreëls ooreenkomstig die toepaslike regulasies in werking gestel is. iii. Leerderoptrede ooreenkomstig die betrokke skool se gedragskode en dissiplinêre beleid sal plaasvind iv. Die skoolbeheerliggaam in die beste belang van opvoeding en die skool as instansie, sal optree. Die Strafproseswet 51 van 1977 In die uitoefening van hul bevoegdhede moet amptenare (SAPD/hof ens) te alle tye die individu se regte handhaaf. Die Grondwetlike Regte hier van toespassing is Menswaardigheid, Vryheid en Sekerheid van Persoon, Privaatheid, Eiendom, Gearresteerde, aangehoudende en beskuldigde persone se regte in terme van artikel 35 en die Beperking van Regte, soos vervat in artikel 36 van die Grondwet. Algemeen U is verplig om u naam en adres aan die SAPD te verskaf. U het die reg op regsbystand. Hierdie fundamentele reg van n beskuldigde is onderliggend aan die beginsel dat n beskuldigde n billike verhoor moet hê: i. n beskuldigde moet ingelig word van sy reg op regsverteenwoordiging ii. n beskuldigde moet die geleentheid gebied word om regsverteenwoordiging te bekom U het die reg om te swyg (insluitende die priviligie teen selfinkriminasie) U moet onverwyld verwittig word van u swygreg asook die gevolge daarvan indien u nie u swygreg uitoefen nie. Geen verklaring, bekentenis of erkenning moet afgelê word sonder die bystand van n regsverteenwoordiger nie. Slegs mededelings aan u regsverteenwoordiger is gepriviligeerd (regsprofessionele privilegie). Waak dus daarteen om enige mededeling teenoor ander persone te maak. Arrestasie Inhegtenisneming is een van die mees drastiese inbreukmakings op die regte van die individu. n Persoon het die reg om nie arbitrêr of sonder gegronde rede van sy vryheid of
sy reg op vryheid van beweging, ontneem te word nie. Enige arrestasie sonder n lasbrief wat nie uitdruklik deur wetgewing gemagtig is nie, sal onregmatig wees. Vereistes vir n regmatige arrestasie: i. Daar moet n wetsbepaling wees wat die arrestasie magtig. ii. Die arresteerder moet fisies beheer neem oor die persoon wat hy arresteer. Die mate van geweld wat vereis mag word, moet egter regmatig wees. iii. Die gearresteerde moet ten tyde van die uitvoering van die inhegtenisneming of onmiddellik nadat dit uitgevoer is, ingelig word aangaande die rede vir sy/haar inhegtenisneming. iv. Die gearresteerde moet so gou as moontlik na die voorgeskrewe owerheid (polisiekantoor) geneem word Aanhouding sal onregmatig wees indien daar nie aan bogenoemde vereistes voldoen word nie. v. n Gearresteerde mag nie vir langer as 48 uur (onderhewig aan bepaalde vereistes) aangehou word, tensy hy/sy voor n laer hof gebring word nie Aanhouding Die aangehoudende moet so gou as wat redelikerwys moontlik is, voor n hof gebring word, maar nie later nie as 48 uur na die arrestasie; of die einde van die eerste hofdag na die verstryking van die 48 uur, as die 48 uur buite gewone hofure, of op n dag wat nie n gewone hofdag is nie, verstryk. Borg Die grondwetlike reg op borg word bevestig deur SA Grondwet art 35(1)(f) en die Strafproseswet artikels 58-71 reguleer die vereiste uitoefening van hierdie reg. Elkeen wat weens n beweerde oortreding gearresteer word, het die reg om behoudens redelike voorwaardes, uit aanhouding vrygelaat te word indien die belang van geregtigheid dit toelaat. Die oogmerk van borgtog is om n balans te verseker tussen die belange van die gemeenskap (die beskuldigde moet by sy verhoor teenwoordig wees en die regspleging moet nie belemmer word nie) en die vryheid van n beskuldigde (wat hangende die uitslag van sy verhoor, onskuldig vermoed te wees.) Alhoewel die verlening, al dan nie, van borgtog n regterlike aangeleentheid is, kan die polisie in beperkte omstandighede borgtog toestaan.
Die doel van polisie-borg is nie om n regterlike beslissing te omseil nie, maar om te verseker dat invryheidstelling ten opsigte van relatiewe mindere misdade so spoedig moontlik kan geskied. n Skadevergoedingsaksie mag moontlik wees waar polisie-borg kwaadwillig geweier word of waar die gemagtigde polisiebeampte doodeenvoudig weier om sy diskresie uit te oefen As polisieborg geweier word of weens beperkende bepalings nie toegestaan kan word nie, het die beskuldigde die volste reg om by n laer hof aansoek om borgtog te doen Daar word nie meer voorsien vir formele na-ure borgaansoeke nie. Die Wet op Arbeidsverhoudinge, Wet 66 van 1995. Staking In terme van die artikel 23 van die SA Grondwet, het elkeen het die reg op billike arbeidspraktyke. Elke werker het die reg om te staak. Hierdie reg word omskryf deur artikel 64 die Wet op Arbeidsverhoudinge 66 van 1995. Hierdie reg is egter ook nie absoluut nie en word dus tans beperk deur die bepalings van artikel 65 van die Wet op Arbeidsverhoudinge 66 van 1995. Gegriefde lede by n skool kan dus kollektief staak, mits die regte prosedure gevolg word. ONAANVAARBARE LEEDER OPTREDE Leerderdissipline word toenemend as problematies deur opvoeders beleef. Dit gebeur van tyd tot tyd dat leerders opvoeders intimideer, beledig, en in sekere gevalle aanrand. Die SAOU keur sulke gedrag ten sterkste af en oordeel dat skoolhoofde en veral beheerliggame n plig het om opvoeders te beskerm en sulke wanpraktyke aan die hand van die skool se gedragskode te hanteer. Die gedragskode vir leerders van n skool moet voorsiening daarvoor maak dat daar van leerders verwag kan word om skool- en klasreëls te ken en daaraan gehoor te gee. Onkunde oor hierdie reëls is nie n aanvaarbare verskoning nie. Opvoeders en bewaarders van die orde moet dissiplinêre probleme wat nie ernstig genoeg is om na die skoolhoof te verwys nie, oplos. n Skakelmeganisme, of n objektiewe en onpartydige beoordelaar tussen leerders en opvoeders moet daargestel word om hierdie dispute op te los. In gevalle waar bendes betrokke is moet die skoolhoof hulle nie konfronteer nie, maar moet die beheerliggaam n onderhandelingsmeganisme daarstel.
Herhaaldelike skending van skoolreëls of die Gedragskode kan lei tot skorsing van n leerder. Konsekwente toepassing van die skool se dissiplinêre stelsel verseker grootliks die algemene dissipline in n skool en klaskamer. Sodoende kan die bepaling van die Gedragskode effektief toegepas word. Indien n aangeleentheid ernstig is, kan dit na die skoolhoof verwys word vir verdere hantering. Indien dit nie bevredigend geskied nie, kan die probleem aan die skoolbeheerliggaam gekommunikeer word. Die skoolbeheerliggaam is verantwoordelik vir die hantering van ernstige wangedrag van leerders en die prosedure wat gevolg moet word, word deur artikel 9 van SASA voorgeskryf. Indien n aangeleentheid wat n opvoeder na die skoolhoof en beheerliggaam verwys het, nie na die opvoeder se bevrediging opgelos word nie en hy/sy voel dat sy/haar regte steeds geskend word deur die leerder, kan daar ook van die grieweprosedure, soos voorgeskryf in Hoofstuk H van die PAM soos vervat in die Wet op Indiensneming van Opvoeders, Wet 76 van 1998, gebruik gemaak word. GRIEWEPROSEDURE OP SKOOLVLAK Indien die regte van die opvoeder geskend word deur die handelinge van n leerder, medekollegas, die skoolbeheerliggaam en/of die werkgewer en die skoolhoof en/of beheerliggaam, soos toepaslik, die situasie nie bevredigend bestuur of oplos nie, kan die opvoeder hom/haar wend tot die grieweprosedure, soos voorgeskryf in Hoofstuk H van die PAM. DOEL VAN GRIEWEPROSEDURE Die doel van die grieweprosedure is n poging om n klag op persoonlike vlak so gou as moontlik en so na as moontlik aan die bron van die klag op te los. Die doel is dus om te voorkom dat die grief uiteindelik n dispuut word, wat dan in terme van die bepalings van RAVO se grondwet hanteer moet word. DEFINISIE n Grief word deur n werknemer verklaar wanneer i. die werknemersverhouding geaffekteer word of ii. wanneer daar n beweerde waninterpretasie of skending van n persoon se regte is. PROSEDURE Griewe moet as volg hanteer word:
(a) Mondelingse onderhoud n ernstige poging moet aangewend word om enige grief op te los deur n mondelingse onderhoud tussen die gegriefde en die skoolhoof voordat die geskil n formele grief word. Gedurende hierdie proses word geen rekords gehou nie en sal sonder enige benadeling van die partye geskied. Indien die grief nie mondelings opgelos kan word nie : (b) Formele geskrewe griewe op skoolvlak n Gegriefde persoon moet binne 90 dae vanaf die ontstaan van die grief, dit skriftelik teenoor die skoolhoof verklaar. Hierdie skrywe moet volledige besonderhede van die aard van grief weergee en moet deur die gegriefde persoon onderteken word. n Afskrif hiervan moet deur die skoolhoof ook by die toepaslike kantoor van provinsiale department van onderwys ingedien word. Die hoof moet in hierdie geval dan binne 3 werkdae met die gegriefde vergader en poog om die grief op te los. Tydens hierdie vergadering moet die feite gestel en oorweeg word en n poging moet aangewend word om die saak op te los tot die bevrediging van al die partye. Die uitkoms van hierdie vergadering moet dan binne 5 werksdae gekommunikeer word, hetsy dit opgelos is al dan nie. Indien die grief op die hoof van toepassing is, kan die grief direk na die distrikskantoor verwys word, maar slegs nadat daar reeds n ernstige poging was om die grief deur n mondelingse onderhoud met die skoolhoof op te los (soos vereis in(a)). (c ) Hantering deur distrikskantoor Indien die gegriefde persoon nie tevrede is met die uitkoms soos in (b) hierbo gemeld nie, kan hy/sy dit binne 5 werksdae skriftelik verwys na die distrikskantoor. Die bevinding van die hoof moet ingesluit word by die skrywe. n Afskrif van hierdie skrywe moet aan die hoof verskaf word en waar van toepassing, ook aan die gegriefde se vakbond. Die hoof moet dan binne 5 werksdae vandat hy/sy die afskrif van die verwysing ontvang het, sy/haar kommentaar en alle relevante inligting indien by die distrikskantoor.
Die distriksdirekteur of die hoof van die provinsiale onderwysdepartement of sy gedelegeerde moet dan binne 5 werksdae na die ontvangs van alle partye se verwysings poog om die grief op te los en die uitkoms skriftelik aan al die partye te kommunikeer. Indien die gegriefde dan steeds nie tevrede is met die uitkoms nie, kan hy/sy n formele dispuut by RAVO verklaar. n Vakbond kan namens sy lede, individueel of kollektief, griewe registreer en sy lede gedurende al die fases van die grieweprosedure verteenwoordig. AANRANDING VAN OPVOEDER DEUR LEERDER Een van die aspekte in die Kinderwet (Child Justice Act, 75 van 2008), is die kwessie van die kriminele kapasiteit van kinders. Die CJA stel dit as volg: i. kinders tot en met die ouderdom van 10 jaar oud het gebrekkige kriminele kapasiteit en mag nie in hegtenis geneem word vir die pleeg van n misdryf nie. ii. Kinders tussen die ouderdom van 11 14 het kriminele kapasiteit en die onus rus op die Staat om hierdie kapasiteit te bewys. iii. Kinders bo die ouderdom van 14 het kriminele kapasiteit tensy anders bewys deur die beskuldigde kind. Alle gevolge (dit wil sê onder andere die aanmelding van die oortreding, al dan nie) wat voortspruit uit die pleeg van 'n misdryf deur 'n kind (bv aanranding van opvoeder) moet in verhouding wees met die omstandighede van die kind, die aard van die oortreding en die belange van die gemeenskap. Die beste belange van n kind allesoorheersend. In skedule 1 word gewone aanranding sonder ernstige liggaamlike leed as minder ernstig geag. Aanranding, wat ernstige liggaamlike leed tot gevolg het word gelys as n skedule 2 oortreding. n Kind mag nie gearresteer word vir n oortreding soos gelys in Skedule 1 nie, tensy daar dwingende redes is wat dit regverdig. Die aard van die oortreding sal dus bepaal hoe teenoor die leerder opgetree moet word. In gevalle waar skoolhoofde en/of beheerliggame hulle plig volgens u oordeel versaak kan u dus die volgende optredes oorweeg : i. n formele grief verklaar ingevolge bostaande riglyne; ii. n formele dispuut verklaar; en/of iii. Die SAOU nader om bystand te verleen.
EDUCATOR RIGHTS The perception exists amongst educators that all other role players in the education community are entitled to their rights but that in the process the rights of educators are negated. Fortunately, a firm statutory basis exists whereby educators are entitled to exercise their rights, and if necessary, to enforce it. Educator rights are mainly violated in the workplace due to the actions of learners (directly or indirectly), colleagues, the school governing body and / or the employer. The rights of teachers in the workplace are protected by The Constitution of the Republic of South Africa of 1996, the Employment of Educators Act, Act 76 of 1998, the South African Schools Act, Act 84 of 1996, the Criminal Procedure Act, Act 51 of 1977and the Labour Relations Act, Act 66 of 1995. The Constitution of the Republic of South Africa, 1996 In terms of The Constitution of South Africa, any person is entitled to the rights as enshrined in the Bill of Rights. An educator can claim his / her individual rights in respect of Equality, Human Dignity, Freedom of religion, belief and opinion, Freedom of Association, Political Law, Labour Law, Language and Culture, and just administrative action in his / her workplace. However, no right is an absolute right and all rights are subjected to certain limitations as defined in the South African Constitution. The claim to rights is therefore always exercised in reasonable terms. The Employment of Educators Act, Act 76 of 1998 The Act and schedules determine the legal provisions related to the direct service delivery and behaviour of the educator in the workplace. An educator has the right to insist that the following will be done in accordance with the provisions of this Act or Collective Agreements: i. Employment, promotion and transfer ii. Termination iii. A fair procedure in disciplinary action against the educator iv. A fair procedure when the educator lodges a complaint (grievance procedure) v. Administration of the profession in accordance with the PAM vi. Grievance procedure in accordance with Chapter H of the PAM
The South African Schools Act, Act 84 of 1996 This Act and applicable regulations govern the functioning of public schools. An educator employed at a public school has the right to insist that: i. The principal and school governing body perform their duties and responsibilities in accordance with the provisions of this Act; ii. Safety measures have been implemented in accordance with the applicable regulations; iii. The behaviour of learners will be in accordance with the school's approved code of conduct and disciplinary policy; iv. The school governing body will act in the best interest of education and the school as an institution. The Criminal Procedure Act, Act 51 of 1977 Officials (police / court etc.) should not violate the rights of individuals while exercising their powers. The relevant Constitutional Rights are Human Dignity, Freedom and Security of Person, Privacy, Property, Arrested, Detained and Accused persons' rights in terms of Section 35 and the Limitation of Rights, as contained in Section 36 of the Constitution. General You are obliged to provide your name and address to the police. You have the right to legal assistance. This fundamental right of an accused underlies the principle that an accused person has a right to a fair trial, which includes: i. The accused must be informed of his right to legal representation; and ii. the accused is entitled to the opportunity to obtain legal representation You have the right to remain silent (including the privilege against self-incrimination) You must be informed promptly of the right to remain silent and of the consequences of not remaining silent. No statement, confession or admission must be done without the assistance of a lawyer or legal representative. Only information shared with your attorney/legal representative is privileged (legal professional privilege). Refrain from sharing information with any other person.
Arrest Arrest is one of the most severe infringements on the rights of the individual. Everyone has the right not to be deprived arbitrarily or without just cause of freedom or the freedom of movement. Any arrest without a warrant which is not expressly authorized by law, shall be wrongful. Requirements for a lawful arrest: i. There must be a law authorizing the arrest. ii. The arrestor must physically take control of the suspect. In order to effect the arrest, the arrestor may use such force as may be reasonable, necessary and proportional to the circumstances. iii. The person affecting the arrest must, at the time of effecting the arrest or immediately thereafter, inform the arrested person of the cause of the arrest. iv. The arrested person shall as soon as possible be brought to a police station, or any other place which is expressly mentioned in the warrant. Any detention which does not meet above requirements will be unlawful. v. Everyone who is arrested must be brought before a court as soon as reasonably possible, but not later than 48 hours after the arrest, subjected to certain requirements. Detention The detained must be brought before a court as soon as reasonably possible, but not later than 48 hours after the arrest; or the end of the first court day after the expiry of the 48 hours, if the 48 hours expire outside ordinary court hours or on a day which is not an ordinary court day. Bail The constitutional right to bail is confirmed by Section 35 (1) (f) of the Constitution of South Africa as well as the Criminal Procedure Act, Act 51 of 1977. Sections 58-71 of this Act regulate the requirements to exercise this right. Everyone who is arrested for an alleged offense has the right to be released from detention if the interest of justice permits, subject to reasonable conditions. The purpose of bail is to ensure a balance between the interests of the community (the accused must be present at his trial and the administration of justice should not be impeded) and the freedom of an accused (pending the outcome of his trial, presumed to be innocent.)
Although the granting of bail or not, is a judicial matter, the police may grant bail before the first court appearance, in limited circumstances. The purpose of police bail is not to evade a judicial judgment, but to ensure the release from custody as soon as possible in respect of relatively minor crimes. Actionable damage may possibly be recovered when police bail was maliciously refused or where the authorized police officer simply refused to exercise his discretion. If police bail is refused or cannot be granted because of restrictive provisions, the accused has every right to apply in a lower court for bail. The entitlement to after-hours bail applications has been removed. The Labour Relations Act, Act 66 of 1995. Strikes In terms of section 23 of the Constitution of South Africa, everyone has the right to fair labour practices. Every employee has the right to strike. This right is defined by section 64 of the Labour Relations Act, Act 66 of 1995. This right is not absolute and is therefore currently limited by the provisions of section 65 of this Act. Aggrieved members at a school can therefore strike collectively, provided that the correct procedures are followed. UNACCEPTABLE LEARNER CONDUCT Educators experience the discipline of learners increasingly as problematic. From time to time learners intimidate, insult, and in some cases assault educators. The Union vehemently rejects such behaviour and believes that school principals and school governing bodies in particular have a solemn duty to protect educators by dealing with such abuses and misconduct in terms of the school's code of conduct. A schools code of conduct for learners must clearly state that learners can be expected to know school and classroom rules and to adhere to it. Ignorance of these rules is not an acceptable excuse. Educators as disciplinarians must resolve disciplinary problems which are not serious enough to be referred to the principal. A liaison mechanism should be set up to resolve disputes, or objective and impartial adjudicators between learners and educators, appointed.
In cases where learners are involved in gangs, the principal should not confront them but the governing body should set up a negotiation mechanism. Repeated violations of school rules or the Code of Conduct may lead to the suspension of a learner. The general discipline in a school and the classroom is determined by the consistent application of the school s disciplinary system. This allows the effective application of the provisions of the Code of Conduct. Serious matters can be referred to the principal for further handling. If this is not done satisfactorily, the problem can be communicated to the school governing body. The school governing body is responsible for dealing with serious misconduct of learners and the procedure to be followed is prescribed by section 9 of the South African Schools Act, Act 84 of 1996. If a matter which is referred to the principal or the school governing body, is not resolved to the satisfaction of the educator and he/she is still of the opinion that his/her rights have been violated, a grievance can be lodged in terms of the grievance procedure, as prescribed in Chapter H of the PAM (Employment of Educators Act, Act 76 of 1998. GRIEVANCE PROCEDURE AT SCHOOL LEVEL If the rights of an educator are violated by the actions of a learner, colleagues, the school governing body and /or the employer and the principal and/or school governing body, as applicable, did not manage or solve the situation satisfactorily, the educator can lodge a grievance according to the grievance procedure as prescribed in Chapter H of the PAM. OBJECTIVE OF GRIEVANCE PROCEDURE The objective of the grievance procedure is to seek to resolve a complaint at the personal level as quickly and as close to the source of the complaint as possible. The aim is to prevent that grievances ultimately become disputes, which must be handled in terms of the provisions of Education Labour Relation Council s Constitution. DEFINITION A grievance is a complaint by an employee or employees affecting the employment relationship of the person or persons concerned, or where there is an alleged misinterpretation, or violation of his or her, or their rights.
PROCEDURE Grievances shall be dealt with in the following manner: (a) Oral interview A sincere attempt should be made to resolve any grievance by oral interview between a grievant and the principal of the school before differences become formalised grievances. During this process no records will be kept of proceedings which will be without prejudice to either of the parties. If the grievance cannot be resolved orally: (b) Formal written grievance at school level A grievant may lodge a grievance with the school principal in writing within a reasonable period of time, but in any event not later than 90 calendar days following on the time and date on which the alleged grievance occurred. Full details of the nature of the grievance must be relayed to the principal. The grievance must bear the signature of the grievant and a copy thereof shall be filed with the relevant office of the provincial department of education. The principal must confer with the grievant and others involved, within 3 working days of receipt of the formal written grievance in order to resolve the grievance. At this meeting the facts shall be presented and considered and an effort shall be made to resolve the matter to the satisfaction of all parties. The principal must communicate the outcome to the relevant office of the provincial department of education within 5 working days of the resolution or non-resolution of the grievance. If an action concerns the principal, the grievant may refer the matter directly to the district office provided that a sincere attempt has been made to resolve the grievance in terms of the provisions of paragraph (a) above (oral interview). (c ) Dealing at district office level If the grievant is not satisfied with the outcome referred to in sub-clause (b) above, the grievant may refer the matter in writing, together with the decision of the principal, to the district office within 5 working days of the parties failing to resolve the grievance. A copy of the referral must be presented to the principal and where applicable, to the grievant s trade union.
The principal must forward his/ her comments together with all relevant information on the grievance to the district office within 5 working days after receiving the referral mentioned above. The head of district or the head of the provincial education department, or his or her delegate shall within 5 working days from the date of receipt of all the parties referrals, attempt to resolve the grievance and communicate his /her decision in writing to all parties. Should the grievant not be satisfied with the outcome, he/she may register a formal dispute with the Education Labour Relations Council. A trade union registered with the Council may register a grievance on behalf of its members individually or collectively and represent such member or members during any stage of this grievance procedure. EDUCATOR'S ASSAULT BY LEARNER One of the aspects in the Child Justice Act, 75 of 2008 is the issue of the criminal capacity of children. The CJA states as follows: i. That children up to 10 years of age, lack criminal capacity and may not be arrested for committing an offence. Such children will be referred to the Children s Courts or to the Department of Social Development. ii. Children from 11 years of age and up to 14 years of age have criminal capacity and the onus to prove criminal capacity on the part of the child accused of having committed a crime, rests with the State. iii. Children above 14 years of age have criminal capacity unless otherwise proven by the accused child. All consequences (i.e. including reporting the offence or not) arising from the commission of an offence by a child (e.g. assaulting an educator) must be proportional to the circumstances of the child, the nature of the offence and the interests of the community. The best interests of the child are paramount. Offences contained in Schedule 1 are considered as the least serious offences. Common assault where grievous bodily harm has not been inflicted is listed in Schedule 1. A child may not be arrested for an offence listed in Schedule 1, unless there are compelling reasons that justify it. The nature of the offence will determine what action should be taken against the learner.
In those cases where the principal and/or SGB do not comply with their responsibilities, educators should consider the following: i. The formal declaration of a grievance; ii. The formal declaration of a dispute; and/or iii. To approach the SAOU for assistance.