Employee organizations or trade unions play an important role in the labour relations of various institutions. A crucial function, amongst others, fulfilled by trade unions is their involvement on issues of grievance and disciplinary procedures in the workplace. This study aims to understand the perceptions of rank and file union members, particularly regarding the handling of grievance and disciplinary procedures. The study examines the understanding of the functioning of a union, as well as the approach of a union in representing its members during grievance and disciplinary procedures. In particular, the study looks at the challenges faced by the leadership of the union in dealing with the management of an institution during grievance and disciplinary procedures. Various circumstances which, lead to the lodging of grievances and the scheduling of disciplinary hearings in the workplace were observed. These circumstances could occur in any workplace of any given institution. It is for this very reason that the appropriate measures should be taken in resolving disputes. The measures should be followed and applied by the management of an institution when dealing with grievance and disciplinary procedures regarding its employees. Such procedures must be followed before an employee may be given a warning or be dismissed. Recognized unions represent their members during such proceedings. This study analyzes the understanding of labour relations, regarding issues of grievance and disciplinary procedures, as applied to a tertiary institution. The handling of these procedures and the experiences of union members, during their representation by a union, are assessed. Due to the diversity of scope and the composition of unions (representing both academic and non-academic staff members) which operate in a tertiary institution, the study was limited to one labour union. This research was conducted within the structure and scale of a single union (NEHAWU) operating in an institution. The study found that union representatives faced particular challenges while defending their members during disciplinary hearings. These challenges are apparent when union representatives are confronted by legal experts on labour matters. Union members expressed their dissatisfaction and their lack of confidence in their representatives during grievance and disciplinary proceedings. The union members rated the union poorly, particularly regarding the leadership of the union. They felt that more cases were lost than won. However, despite the low ratings, union members (in general) felt strongly about the right to belong to a union, believing that disciplinary processes were largely affected by “race”. This is simply because most of the union members were black subordinates serving under most white supervisors. AFRIKAANS : Werknemerorganisasies of vakbonde speel ’n belangrike rol in arbeidsverhoudinge in verskeie instellings. ’n Kritieke funksie, onder andere, wat deur vakbonde vervul word is hul betrokkenheid by griewe- en dissiplinêre prosedures in die werkplek. Hierdie studie beoog om die persepsies van gewone vakbondlede, in besonder met betrekking tot die hantering van griewe- en dissiplinêre prosedures te begryp. Die studie ondersoek die begrip van die funksionering van ’n vakbond, asook die benadering van ’n vakbond in die verteenwoordiging van lede tydens griewe- en dissiplinêre prosedures. In besonder, word die uitdagings wat die vakbondleierskap in die gesig staar in die oorlegpleging met bestuur tydens griewe- en dissiplinêre prosedures, oorweeg. Verskeie omstandighede wat tot die oplegging ’n grief en die skedulering van ’n disiplinêre verhoor in die werkplek, lei, is waargeneem. Hierdie omstandighede kan by enige werkplek in enige instelling ontstaan. Dit is om hierdie rede dat gepaste maatstawwe geneem moet word om sulke dispute op te los. Die maatstawwe behoort gevolg en toegepas te word deur die bestuur van die instelling wanneer griewe- en dissiplinêre prosedures, met betrekking tot werknemers, hanteer word. Sulke prosedures behoort gevolg te word voordat ’n werknemer ’n waarskuwing gegee of ontslaan word. Erkende vakbonde verteenwoordig hul lede tydens sulke prosedures. Die studie ontleed die begrip van arbeidsverhoudinge, met betrekking tot griewe- en dissiplinêre prosedures, soos deur ’n tersiêre instelling toegepas word. Die hantering van hierdie prosedures en die ervaringe van vakbondlede gedurende hul verteenwoordiging deur die vakbond word geasseseer. As gevolg van die omvang van reikwydte en die samestelling van vakbonde (wat beide akademiese en nie-akademiese personeel verteenwoordig) wat in die tersiêre instelling funksioneer, is die studie beperk tot een vakbond. Die navorsing is onderneem binne die struktuur en skaal van ’n enkele vakbond (NEHAWU) wat in die instelling werksaam is. Die studie het bevind dat vakbond verteenwoordigers bepaalde uitdagings in die gesig gestaar het in die verteenwoordiging van hul lede tydens dissiplinêre verhore. Hierdie uitdagings is duidelik wanneer die vakbond verteenwoordiger gekonfronteer word deur regskenners oor arbeidsaangeleenthede. Vakbondlede het hul misnoeë uitgespreek en min vertroue in hul verteenwoordigers tydens griewe- en dissiplinêre prosedures geopper. Vakbondlede het die unie, in besonder die leierskap, as swak beoordeel. Hulle voel dat meer sake verloor as gewen is. Ten spyte van hierdie lae taksering, voel vakbondlede sterk oor hul reg om aan ’n unie te behoort (in die algemeen), en glo hulle dat dissplinêre prosesse deur ‘ras’ beïvloed word. Dit is eenvoudig omdat meeste vakbondlede swart ondergeskiktes is wat onder wit toesighouers werk. Copyright / Dissertation (MSocSci)--University of Pretoria, 2013. / Sociology / unrestricted