Labour relations in South Africa:
Gespeichert in:
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| Format: | Buch |
| Sprache: | Englisch |
| Veröffentlicht: |
Cape Town [u.a.]
Oxford Univ. Press
2012
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| Ausgabe: | 4. ed., reprint. |
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| Links: | http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=024702255&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |
| Umfang: | XXVIII, 612 S. graph. Darst. |
| ISBN: | 9780195994728 |
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| 245 | 1 | 0 | |a Labour relations in South Africa |c ed. by Robert Venter ... |
| 250 | |a 4. ed., reprint. | ||
| 264 | 1 | |a Cape Town [u.a.] |b Oxford Univ. Press |c 2012 | |
| 300 | |a XXVIII, 612 S. |b graph. Darst. | ||
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| 338 | |b nc |2 rdacarrier | ||
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| 689 | 0 | |5 DE-604 | |
| 700 | 1 | |a Venter, Robert |4 edt | |
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| 943 | 1 | |a oai:aleph.bib-bvb.de:BVB01-024702255 | |
Datensatz im Suchindex
| _version_ | 1819296875909480448 |
|---|---|
| adam_text | Titel: Labour relations in South Africa
Autor: Venter, Robert
Jahr: 2012
CONTENTS
1 An introduction to labour relations..................l
1.1 Introduction.......................................................4
1.2 Defining labour relations................................5
1.3 The origins of labour relations.......................6
1.4 The major theories on labour relations........9
1.4.1 The unitarist approach..................................9
1.4.2 The pluralist approach..................................9
1.4.3 The Marxist approach....................................9
1.5 The parties to the employment
relationship and their respective roles......10
1.5.1 The secondary employment relationship... n
1.5.2 The primary employment relationship......12
1.5.2.1 The role of the employer..........................12
1.5.2.2 The role of the employee..........................13
1.5.2.3 Power and conflict within the
primary employment relationship...........15
1.6 The environment for labour relations
in South Africa................................................18
1.6.1 The micro-environment...............................18
1.6.1.1 Organisational culture..............................18
1.6.1.2 Leadership.................................................19
1.6.1.3 Communication.........................................20
1.6.1.4 The nature of the workforce.....................20
1.6.1.5 Policies and procedures..........................20
1.6.2 The macro-environment..............................21
1.6.2.1 The economy.............................................21
1.6.2.2 The socio-political environment..............23
1.6.2.3 The legal framework..................................24
1.6.2.4 The social environment............................24
2 The historical development of South
African labour relations....................................31
2.1 Introduction.....................................................32
2.2 Social engineering begins:
Colonialism (1652-1947)............................33
2.2.1 Colonisation: The Dutch, the British
and slavery (1652-1886)..........................33
2.2.2 Gold, diamonds and reluctant black
proletarians (1886-1920).........................34
2.2.3 English mining capital and race
politics: Rand Rebellion (1922)................37
2.2.4 An Afrikaner welfare state and the
Colour Bar (1924).......................................38
2.2.5 Black protest: Unions, women, war
and the 1946 strike (1930-1948)...........38
2.3 Extreme social engineering: Apartheid
(1948-1990)...................................................42
2.3.1 Institutionalisation of apartheid
(1948-1960)................................................42
2.3.2 High apartheid (1960-1970)....................43
2.3.3 The decline of apartheid
(1979-1990)................................................44
2.4 Social re-engineering via
democratisation: Transition and
consolidation (1990-2011).........................47
2.4.1 Transition towards democracy
(1990-1994)................................................47
2.4.2 Deepening the democratic transition:
The role of NEDLAC (1995)........................49
2.4.3 Towards a new labour dispensation..........51
2.4.4 Early transition and attempted
consolidation in the Mbeki years
(1996-2007)................................................52
2.4.5 Jacob Zuma and the possibility of a
new era of labour-state cooperation?
(2009-present)............................................53
3 International reflections on labour-
related aspects..................................................59
3.1 Introduction.....................................................61
3.2 Globalisation...................................................61
3.3 International and regional bodies..............63
3.3.1 The International Labour
Organisation (ILO).......................................63
3.3.2 The New Partnership for Africa s
Development (NEPAD)................................64
3.4 Some International labour relations
trends...............................................................64
3.4.1 General global employment trends...........64
3.4.2 Trade unions.................................................66
3.4.2.1 A decline in trade union
membership and power...........................66
3.4.2.2 Union influence.........................................67
3.4.2.3 Changes in union membership
make-up.....................................................67
3.4.3 Employers organisations...........................68
3.4.4 Decentralisation of collective bargaining... 68
3.4.5 Coverage of collective agreements...........69
3.4.6 Collective bargaining levels.......................69
3.4.7 Content of collective agreements..............70
3.4.8 Equality issues.............................................70
3.5 The BRICS countries: A brief overview
of some labour-related aspects..................71
3.5.1 Brazil..............................................................72
3.5.2 Russia............................................................73
3.5.3 India...............................................................73
3.5.4 China.............................................................73
3.6 General labour-related challenges
facing the African continent........................74
3.6.1 Discrimination in the workplace................75
3.6.2 The quest for decent work opportunities... 76
3.6.3 HIV/AIDS.......................................................77
3.6.4 Implementing labour standards in
the workplace...............................................77
3.6.5 Strong tripartism and social dialogue......77
3.6.6 Child labour..................................................78
3.6.7 Closing the skills gap..................................78
3.6.8 Labour migration.........................................78
4 Participants in South Africa s labour
relations system.................................................81
4.1 Introduction: The tripartite
relationship in labour relations...................84
4.2 The state..........................................................85
4.3 Employees and trade unions........................86
4.3.1 Definition of a trade union.........................86
4.3.2 Trade union representativeness and
access to the workplace.............................87
4.3.2.1 Registration...............................................87
4.3.2.2 Sufficient representation.........................87
4.3.3 Types of trade unions..................................88
4.3.3.1 Craft unions...............................................88
4.3.3.2 Industrial unions.......................................88
4.3.3.3 General unions..........................................90
4.3.3.4 White-collar unions...................................90
4.3.4 Trade union federations..............................90
4.3.5 Why workers join trade unions...................91
4.3.6 Trade union objectives................................92
4.3.6.1 Economic (including social welfare)
objectives...................................................92
4.3.6.2 Job security................................................92
4.3.6.3 Working conditions and job regulation... 92
4.3.6.4 Individual development and
socialisation..............................................92
4.3.6.5 Socio-political goals.................................93
4.3.7 Trade union structure and organisation.... 94
4.3.7.1 Shop stewards..........................................94
4.3.7.2 Shop steward committees.......................96
4.3.7.3 Local branch committees........................96
4.3.7.4 Regional branch committees..................96
4.3.7.5 National Committee and National
Executive Council......................................96
4.3.7.6 National congress.....................................97
4.3.8 Trade union recognition and
organisational rights...................................97
4.3.8.1 Recognition of a union.............................97
4.3.8.2 Access of representative unions.............98
4.3.8.3 Access to the workplace..........................99
4.3.8.4 The deduction of trade union
subscriptions or levies..............................99
4.3.8.5 The election of trade union
representatives (shop stewards).............99
4.3.8.6 Leave for trade union activities...............99
4.3.8.7 The right to demand certain
(relevant) information from the
employer (disclosure).............................too
4.3.9 The registration of trade unions..............100
4.3.9.1 Legal requirements for the
registration of trade unions...................100
4.3.9.2 The effect of registration of a trade
union or employers organisation..........102
4.3.10 Freedom of association and the
closed shop..............................................103
4.3.10.1 Freedom of association.......................103
4.3.10.2 Closed-shop agreements....................104
4.3.11 Trade union growth in South Africa.......105
4.3.12 South African trade unions and
trade union federations..........................105
4.3.12.1 Congress of South African Trade
Unions (COSATU).................................105
4.3.12.2 Federation of Unions of South
Africa (FEDUSA)...................................106
4.3.12.3 National Council ofTrade Unions
(NACTU).................................................106
4.3.12.4 The Confederation of South African
Workers Union (CONSAWU)................106
4.4 Employers and employers
organisations................................................107
4.4.1 Umbrella employers organisations........108
4.4.1.1 Business Unity South Africa (BUSA).... 108
4.4.2 National chambers of commerce............108
4.4.2.1 The South African Chamber of
Commerce and Industry (SACCI)..........108
4.4.2.2 The National African Chamber of
Commerce (NAFCOC).............................109
4.4.2.3 The Afrikaanse Handelsinstituut (AHI)... 109
4.4.3 Employers organisations at industry
level.............................................................no
5 An introduction to labour economics..........113
5.1 Introduction..................................................114
5.2 Neo-classical micro-economic models
of wage determination................................116
5.3 Elasticity of the demand and supply
of labour........................................................118
5.4 The marginal product of labour.................119
5.5 The supply of labour: The backward-
bending supply curve...................................121
5.6 The distribution of earnings, wage
structures, and the economic effects
of trade unions.............................................123
5.6.1 The occupational or skill differential......123
5.6.2 Inter-industry differentials........................124
5.6.3 Union versus non-union differentials......125
5.6.4 Geographical or regional differentials.... 125
5.6.5 Discriminatory differentials......................125
5.7 Employment, unemployment, and
technological progress...............................126
5.7.1 Frictional unemployment..........................127
5.7.2 Seasonal unemployment..........................127
5.7.3 Deficient demand (cyclical
unemployment)..........................................127
5.7.4 Structural unemployment.........................127
5.7.5 Hard-core unemployment.......................128
5.8 Unions, wage bargaining, and inflation ... 128
5.9 Governments and labour market policy... 132
6 Contemporary issues in the
South African labour market.........................135
6.1 Introduction..................................................136
6.2 Minimum wage regulation in South
Africa..............................................................137
6.2.1 Direct contract between buyer and
seller of labour...........................................137
6.2.2 Minimum wage levels set on a
sectoral basis by a statutory wage-
fixing body..................................................137
6.2.3 Statutorily backed collective
bargaining with extension of the
agreement to non-participative parties... 138
6.2.4 Voluntary collective bargaining at
plant or enterprise level............................138
6.3 Labour market flexibility.............................139
6.3.1 Wage flexibility...........................................141
6.3.2 Numerical flexibility...................................141
6.3.3 Functional flexibility..................................142
6.3.4 Work time flexibility...................................142
6.4 Grey labour markets....................................142
6.5 Outsourcing...................................................145
6.5.1 Outsourcing to a labour broker................145
6.5.2 Casualisation and short-term contracts... 146
6.5.3 Outsourcing the function to a service
provider.......................................................146
6.5.4 Extra-legal employment............................147
6.5.5 Atypical labour and the future.................147
6.6 The apartheid wage gap argument.........148
6.7 Labour market discrimination and
equality legislation......................................150
6.8 Labour market effects of
discrimination...............................................151
6.9 Labour productivity, efficiency and
globalisation.................................................154
6.10 Employment and the formal and
informal sectors.........................................157
6.11 The historical legacy of apartheid on
South African labour markets and
unemployment............................................158
6.12 Broad and narrow definitions of
unemployment............................................162
6.12.1 Dealing with the question of the
discouraged worker.................................163
6.12.2 Dealing with the demand aspect of
supply and demand................................165
6.13 Is South African unemployment
a function of lack of sufficiently
skilled labour?...........................................167
7 The South African labour
legislative framework......................................173
7.1 Introduction..................................................179
7.2 The Constitution of the Republic of
South Africa Act 108 of 1996....................179
7.3 The contract of employment......................182
7.3.1 Capacity to contract..................................182
7.3.1.1 Age............................................................182
7.3.1.2 Insanity....................................................184
7.3.1.3 The influence of drugs and alcohol......184
7.3.2 The contract must be legal.......................184
7.3.3 Possibility of performance........................184
7.3.4 Intention......................................................185
7.3.5 Agreement...................................................185
7.3.5.1 Misrepresentation...................................185
7.3.5.2 Mistake....................................................187
7.3.5.3 Undue influence.....................................188
7.3.5.4 Duress......................................................188
7.3.6 Duration of the contract...........................189
7.3.6.1 Fixed-term contracts..............................189
7.3.6.2 Indefinite-period contracts....................189
7.3.7 Methods of concluding a contract of
employment................................................189
7.3.7.1 A written contract....................................190
7.3.7.2 A verbal contract.....................................191
7.3.7.3 Tacit contracts.........................................191
7.3.8 Duties of the employer..............................192
7.3.8.1 Receiving the employee into service.... 192
7.3.8.2 Expecting only reasonable and
agreed hours of work..............................192
7.3.8.3 Remunerating the employee.................192
7.3.8.4 Provision of safe working conditions.... 193
7.3.8.5 Leave........................................................193
7.3.8.6 Compliance with statutory
requirements...........................................193
7.3.9 Duties of the employee.............................193
7.3.9.1 To supply services...................................194
7.3.9.2 To perform competently.........................194
7.3.9.3 To show loyalty.........................................194
7.3.9.4 To show reasonable respect and
obedience................................................194
7.3.9.5 To maintain levels of good conduct......194
7.3.10 Termination of contract of
employment.............................................195
7.3.10.1 On expiry...............................................195
7.3.10.2 Completion of the specified task
or project...............................................196
7.3.10.3 By notice duly given.............................197
7.3.10.4 By summary termination.....................197
7.3.10.5 By repudiation......................................197
7.3.10.6 Through mutual agreement.................197
7.3.10.7 By dismissal..........................................197
7.3.10.8 By death................................................198
7.3.10.9 By insolvency........................................198
7.3.10.10 By sickness and disability................198
7.3.10.11 By state action...................................198
7.3.10.12 Due to operational requirements.....199
7.4 The Labour Relations Act 66 of 1995......199
7.4.1 Chapter 1: Purpose, application and
interpretation of the Act...........................199
7.4.2 Chapter 2: Freedom of association
and general protection..............................199
7.4.3 Chapter 3: Collective bargaining.............200
7.4.3.1 Part A: Organisational rights...................200
7.4.3.2 Part B: Collective agreements...............203
7.4.3.3 Part C: Bargaining councils...................205
7.4.3.4 Part E: Statutory councils......................206
7.4.3.5 Part F: General provisions
concerning councils...............................208
7.4.4 Chapter 4: Strikes and lockouts..............209
7.4.4.1 Definitions of strike and lockout...........209
7.4.4.2 Limitations on the right to strike
and lockout.............................................210
7.4.4.3 Procedural requirements.......................210
7.4.4.4 Effect of procedural strikes and
lockouts...................................................211
7.4.4.5 Replacement labour during strikes
or lockouts...............................................211
7.4.4.6 Strikes and lockouts not in
compliance with the Act........................211
7.4.4.7 Picketing..................................................212
7.4.4.8 Essential services and maintenance
services....................................................212
7.4.4.9 Socio-economic protest action.............212
7.4.5 Chapter 5: Workplace forums..................213
7.4.5.1 Establishment of workplace forums.....213
7.4.5.2 Composition and functioning of a
workplace forum.....................................214
7.4.5.3 Specific matters for consultation..........214
7.4.5.4 Specific matters for joint decision
making.....................................................215
7.4.5.5 Disclosure of information......................215
7.4.5.6 Dissolution of a workplace forum.........216
7.4.5.7 Disputes about workplace forums........216
7.4.6 Chapter 6: Trade unions and
employers organisations..........................216
7.4.7 Chapter 7: Dispute resolution..................216
7.4.7.1 Part A: The Commission for
Conciliation, Mediation and
Arbitration (CCMA).................................216
7.4.7.2 Parts D and E: The Labour Court
and the Labour Appeal Court................217
7.4.8 Chapter 8: Unfair dismissal.....................217
7.4.8.1 The basic principles................................217
7.4.8.2 Automatically unfair dismissals............218
7.4.8.3 Other unfair dismissals..........................218
7.4.8.4 Dismissal based on misconduct..........218
7.4.8.5 Dismissal based on incapacity.............219
7.4.8.6 Dismissal based on operational
requirements...........................................220
7.4.8.7 Disputes about unfair dismissals
and unfair labour practices...................221
7.4.8.8 Onus in dismissal disputes...................222
7.4.8.9 Remedies for unfair dismissal and
unfair labour practices...........................222
7.4.8.10 Transfer of contract of employment.... 223
7.4.9 Chapter 9: General provisions.................224
7.4.9.1 Temporary employment services..........224
7.4.9.2 Contracts of employment......................225
7.4.9.3 General duties of employers.................225
7.5 The Basic Conditions of Employment
Act 75 of 1997.............................................225
7.5.1 Chapter 1: Definitions, purpose, and
application of the Act................................225
7.5.1.1 Purpose of the Act (section 2)..............225
7.5.1.2 Application (section 3)..........................225
7.5.1.3 Inclusion of provisions in contracts
of employment (section 4)....................225
7.5.1.4 Invalidity of agreements (section 5).....225
7.5.2 Chapter 2: Working time...........................225
7.5.2.1 Regulation (section 7)...........................225
7.5.2.2 Ordinary hours of work (section 9)......226
7.5.2.3 Overtime (section 10)............................226
7.5.2.4 Extended ordinary daily hours of
work (section 11)...................................226
7.5.2.5 Averaging hours of work (section 12)... 226
7.5.2.6 Determination of hours of work by
the Minister (section 13).......................226
7.5.2.7 Meal intervals (section 14)...................226
7.5.2.8 Daily and weekly rest period
(section 15)............................................226
7.5.2.9 Pay for work on Sundays (section 16). 226
7.5.2.10 Night work (section 17).......................226
7.5.2.11 Public holidays (section 18)...............227
7.5.2.12 Exclusions.............................................227
7.5.2.13 Emergency work....................................227
7.5.3 Chapter 3: Leave........................................227
7.5.3.1 Annual leave (sections 20 and 21)......227
7.5.3.2 Sick leave (sections 22 to 24).............227
7.5.3.3 Maternity leave (section 25).................227
7.5.3.4 Protection of employees before and
after the birth of a child
(section 26)............................................228
7.5.3.5 Family responsibility leave
(section 27)............................................228
7.5.3.6 Leave in excess of entitlement
(section 19)............................................228
7.5.3.7 Exclusions
(sections 19,28, and 36).....................228
7.5.4 Chapter 4: Remuneration,
deductions, and notice of termination... 228
7.5.4.1 Payment of remuneration and
deductions (sections 32 to 35)............228
7.5.5 Chapter 5: Termination of employment... 228
7.5.5.1 Conditions attached to termination
of employment (sections 36 to 42).....228
7.5.5.2 Exclusions (section 36).........................229
7.5.5.3 Particulars of employment
(section 29)............................................229
7.5.5.4 Information about remuneration
(section 33)............................................229
7.5.5.5 Keeping of records (section 31)...........229
7.5.5.6 Informing employees of their rights
(section 30)............................................229
7.5.5.7 Certificate of service (section 42)........229
7.5.6 Chapter 6: Prohibition of employment
of children and forced labour..................229
7.5.6.1 Prohibition of employment of
children (sections 43 to 48).................229
7.5.6.2 Prohibition of forced labour
(section 48)............................................230
7.5.7 Chapter 7: Variation of basic
conditions of employment........................230
7.5.7.1 Variation by agreement (section 49).....230
7.5.7.2 Variation by the Minister (section 50)... 231
7.5.8 Chapter 8: Sectoral determination.........231
7.5.8.1 Sectoral determination (section 51).... 231
7.5.8.2 Investigation and report
(sections 53 to 56)................................231
7.5.8.3 Making sectoral determinations
(section 55)............................................231
7.5.8.4 Period of operation of sectoral
determination (section 56)...................232
7.5.8.5 Legal effect of sectoral
determination (section 57)...................232
7.5.9 Chapter 9: Employment Conditions
Commission................................................232
7.5.9.1 Establishment of Employment
Conditions Commission (section 59)... 232
7.5.9.2 Composition of the Commission
(section 60)............................................232
7.5.9.3 Public hearings (section 61).................232
7.5.9.4 Report by the Commission
(section 62)............................................233
7.5.10 Chapter 10: Monitoring,
enforcement, and legal proceedings.... 233
7.5.10.1 Appointment of labour inspectors
(section 63)..........................................233
7.5.10.2 Functions of labour inspectors
(section 64)..........................................233
7.5.10.3 Powers of entry (section 65)..............233
7.5.10.4 Powers to question and inspect
(section 66)..........................................233
7.5.10.5 Co-operation with labour
inspectors (section 67).......................233
7.5.10.6 Securing an undertaking
(section 68)..........................................233
7.5.10.7 Compliance order
(sections 69 to 71)..............................233
7.5.10.8 Appeals (section 72)...........................234
7.5.10.9 Consolidation of proceedings
(section 74)..........................................234
7.5.10.10 Payment of interest (section 75).....234
7.5.10.11 Proof of compliance (section 76).... 234
7.5.10.12 Jurisdiction (section 77)...................234
7.5.10.13 Protection of rights of employees
(sections 78 to 81)...........................234
7.5.11 Chapter 11: General delegation
(section 85).............................................235
7.5.11.1 Deeming of persons as employees
(section 83)..........................................235
7.5.11.2 Regulations (section 86)....................235
7.5.11.3 Obstruction, undue influence, and
fraud (section 92)................................235
7.5.11.4 Codes of good practice (section 87) 235
7.5.11.5 Transitional provisions-
Schedule 3............................................235
7.6 The Employment Equity Act 55 of 1998... 236
7.6.1 An overview of the Act..............................236
7.6.2 Provisions....................................................236
7.6.2.1 Elimination of unfair discrimination.....237
7.6.2.2 Prohibition of unfair discrimination......237
7.6.2.3 Medical testing.......................................237
7.6.2.4 Psychometric testing..............................237
7.6.2.5 Burden of proof.......................................237
7.6.3 Affirmative action......................................237
7.6.3.1 Duties of designated employers...........237
7.6.3.2 Affirmative action measures..................238
7.6.3.3 Consultation with employees................238
7.6.3.4 Matters for consultation.........................238
7.6.3.5 Disclosure of information......................238
7.6.3.6 Analysis....................................................238
7.6.3.7 Employment equity plan........................238
7.6.3.8 Report......................................................239
7.6.3.9 Publication of report..............................239
7.6.3.10 Successive employment equity
plans......................................................239
7.6.3.11 Responsibility for monitoring and
implementation....................................239
7.6.3.12 Duty to inform.......................................239
7.6.3.13 Income differentials.............................239
7.6.3.14 Commission for Employment Equity... 239
7.6.3.15 Monitoring, enforcement, and
legal proceedings.................................240
7.6.3.16 General..................................................240
7.6.3.17 Implementing employment equity......240
7.7 The Broad-Based Black Empowerment
Act 53 of 2003.............................................242
7.7.1 The strategy for the advancement of
B-BBEE........................................................243
7.7.2 B-BBEE codes............................................243
7.7.2.1 To whom the codes apply......................244
7.7.2.2 How the codes work...............................244
7.7.2.3 How the codes apply to small
enterprises...............................................245
7.7.2.4 Implications of BEE codes for the
management of labour relations..........245
7.7.3 Industry charters........................................246
7.8 The Skills Development Act 97 of 1998... 246
7.8.1 The National Skills Authority....................246
7.8.2 Sectoral education and training
authorities (SETAs)....................................247
7.8.3 The National Skills Fund...........................247
7.8.4 Labour centres...........................................247
7.8.5 The Skills Development Planning Unit.... 247
7.8.6 Offences......................................................247
7.9 The Skills Development Levies Act 9
Of 1999...........................................................247
7.9.1 Calculation of a levy..................................247
7.9.2 Payment of a levy.......................................248
7.9.3 Appointment and powers of
inspectors...................................................248
7.9.4 Undertakings and compliance orders.... 249
7.9.5 Offences......................................................249
7.9.6 Proof of accuracy of statement................249
7.10 The Occupational Health and Safety
Act 85 of 1993 as amended by the
Occupational Health and Safety
Amendment Act 181 of 1993..................251
7.10.1 Application of the Act.............................252
7.10.2 Advisory Council for Occupational
Health and Safety (sections 2 to 6).....252
7.10.3 An employer s duties
(sections 8 to 13)...................................252
7.10.4 An employee s duties
(sections 14 and 15).............................253
7.10.5 Health and safety representatives
(sections 17 and 18).............................253
7.10.6 Health and safety committees
(sections 19 and 20).............................253
7.10.7 Inspectors (sections 28 to 32).............253
7.11 The Compensation for Occupational
Injuries and Diseases Act 130
of 1993 as amended by the
Compensation for Occupation
Injuries and Diseases Act 61 of 1997... 253
7.11.1 Death of an employee (section 54).....256
7.12 The Unemployment Insurance
Act 63 of 2001 as amended by
the Unemployment Insurance
Amendment Act of 2003..........................256
7.12.1 The Unemployment Insurance Fund.....256
7.12.2 Claiming benefits....................................257
7.12.3 Enforcement.............................................259
7.12.4 The Unemployment Insurance Board... 259
7.13 The Unemployment Insurance
Contributions Act 4 of 2002....................259
7.14 Acts pertaining to aspects of
information In the workplace..................260
7.14.1 The Promotion of Access to
Information Act 2 of 2000.....................260
7.14.2 The Protection of Personal
Information Bill........................................260
7.14.3 The Protected Disclosures Act 26
of 2000.....................................................262
7.15 The new labour Bills - a commentary... 262
7.15.1 The Labour Relations Amendment
Bill.............................................................262
7.15.2 The Basic Conditions of
Employment Amendment Bill................263
7.15.3 The Employment Equity Amendment
Bill.............................................................263
7.15.4 The Employment Services Bill...............263
8 Managing labour relations in
the workplace...................................................277
8.1 Introduction..................................................280
8.2 The employment relationship as a
source of rights and obligations...............281
8.3 Employee misconduct, discipline and
dismissal........................................................284
8.4 Termination of employment........................286
8.4.1 The definition of the term dismissal .....286
8.4.2 Automatically unfair dismissals...............286
8.4.3 Dismissals based on disciplinary
reasons........................................................289
8.5 Elements of procedural fairness in
respect of terminations..............................290
8.5.1 Procedure in dismissals for
misconduct.................................................291
8.5.2 Requirements for a fair hearing...............292
8.5.3 Representation at a hearing....................294
8.5.4 Representation by a fellow employee
or shop steward.........................................294
8.5.5 Outside representation - friends,
spouses, lawyers and consultants...........295
8.5.6 Representation by full-time trade
union officials.............................................295
8.5.7 The right to an interpreter........................295
8.5.8 Additional preparations............................296
8.5.9 Administrative preparations.....................296
8.5.10 Decisions on holding joint or
individual hearings..................................296
8.5.11 Why should an employer hold
formalised hearings at all? An
alternative approach...............................297
8.5.12 The outside chairperson.........................297
8.5.13 Appeal hearings.......................................298
8.5.14 Company offences that are also
criminal offences.....................................299
8.5.15 Employee refusal to attend
hearings....................................................299
8.6 Substantive fairness....................................300
8.6.1 Warnings.....................................................301
8.6.2 Types of offences.......................................303
8.6.3 Validity of warnings...................................303
8.6.4 Completing disciplinary forms.................303
8.6.5 Suspension from employment.................304
8.6.5.1 Suspension on full pay..........................304
8.6.5.2 Suspension without pay as a
disciplinary measure..............................304
8.6.6 Demotions...................................................304
8.6.7 Transfers......................................................305
8.6.8 Resignation to avoid dismissal................305
8.6.9 Constructive dismissal..............................305
8.7 Common forms of misconduct..................306
8.7.1 Misconduct involving acts of
dishonesty, unfair competition, and
similar breaches of the duty of good
faith.............................................................306
8.7.2 Breach of confidentiality...........................309
8.7.3 Unfair competition.....................................309
8.7.4 Misconduct relating to assault,
fighting or harassment..............................310
8.7.5 Acts of misconduct relating to
timekeeping and attendance...................312
8.7.6 Negligence as a form of misconduct......315
8.7.7 Misconduct in relation to drink or
drugs...........................................................316
8.7.8 Internet and computer-related
misconduct.................................................317
8.7.9 Impossibility of performance...................318
8.7.10 Is the refusal to work overtime
misconduct?............................................318
8.8 Poor work performance/incapacity.........319
8.8.1 Poor work performance.............................319
8.8.2 Incapacity resulting from illness..............322
8.9 Dismissals based on operational
requirements.................................................322
8.9.1 Fair and valid reason.................................323
8.9.2 Consultation prior to termination............324
8.9.3 Parties to be consulted.............................324
8.9.4 Commencement of consultations............325
8.9.5 Prior notification........................................326
8.9.6 Steps to avoid or minimise
dismissals...................................................327
8.9.7 Steps to mitigate the adverse effects
of dismissals (retrenchments).................327
8.9.8 Implementation of agreed or fair
selection criteria........................................328
8.9.9 Last-in-first-out (UFO)..............................328
8.9.10 The UFO method of selection and
the bumping problem...........................328
8.9.11 Using skill levels as the method of
selection...................................................329
8.9.12 Severance pay.........................................329
8.9.13 Offer of re-employment..........................330
8.9.14 Changes in employment practice
and the operational requirement
used in other contexts............................ 330
8.10 Grievance procedures...............................332
8.10.1 Grievance procedures defined...............332
8.10.2 The need for grievance procedures.......332
8.10.3 Open-door policy.....................................333
8.10.4 Grievance procedures in different
organisations...........................................333
8.10.5 Grievance procedures in practice.........334
8.10.6 Utilisation of the grievance procedure. 334
8.10.7 Levels for resolution of disputes...........335
8.10.8 Benefits of an effective grievance
procedure.................................................336
8.11 A methodology for making practical
decisions in the field of labour
management...............................................336
8.11.1 The could I question.............................337
8.11.2 The should I question...........................337
8.11.3 Will I get away with it?...........................337
8.11.4 Will it come as a surprise?....................338
9 Collective bargaining and
organisational rights.......................................371
9.1 Introduction..................................................373
9.2 The duty to bargain......................................373
9.3 Organisational rights...................................374
9.3.1 Sufficient representation..........................374
9.3.2 Majority representation.............................374
9.3.3 Thirty per cent membership.....................375
9.3.4 Organisational rights.................................375
9.3.5 Trade union access to the workplace.....375
9.3.6 Deduction of union dues..........................375
9.3.7 Trade union representatives.....................375
9.3.8 Leave for trade union activities...............376
9.3.9 Disclosure of information.........................376
9.3.10 Establishing thresholds of
representativity........................................377
9.3.11 Exercise of organisational rights...........377
9.3.12 Disputes about organisational
rights.........................................................378
9.4 The collective bargaining process............380
9.4.1 Duty to bargain..........................................380
9.4.2 Bargaining content....................................380
9.4.3 Bargaining conduct...................................380
9.4.4 Bargaining styles.......................................380
9.4.5 Bargaining levels and structure...............381
9.4.6 Bargaining agents.....................................382
9.4.6.1 Trade unions............................................382
9.4.6.2 Employers organisations.......................383
9.4.7 Collective agreements...............................383
9.4.8 The legal effect of collective
agreements.................................................383
9.4.9 Disputes about collective
agreements.................................................383
9.4.10 Union security arrangements.................386
9.4.11 Agency-shop agreements.......................386
9.4.12 Closed-shop agreements.......................387
9.4.13 Bargaining structures.............................388
9.4.13.1 Bargaining councils..............................388
9.4.13.2 Statutory councils................................391
9.4.13.3 Workplace forums.................................392
10 Negotiation.....................................................395
10.1 Introduction................................................397
10.2 Defining negotiation.................................398
10.2.1 Distributive bargaining...........................400
10.2.2 Integrative bargaining.............................400
10.2.3 Intra-organisational bargaining.............400
10.2.4 Attitudinal structuring and building
relationships............................................400
10.3 Internal factors that have an impact
on negotiations..........................................402
10.3.1 Bargaining power....................................402
10.3.2 Legitimate power.....................................403
10.3.3 Referent power.........................................403
10.3.4 Expert power............................................403
10.3.5 Coercive power........................................403
10.3.6 Reward power..........................................404
10.4 External factors that have an impact
on negotiations..........................................404
10.4.1 Economic climate....................................404
10.4.2 Political conditions.................................405
10.4.3 Technology................................................406
10.5 Bargaining in good faith..........................406
10.6 The arguments used in wage
negotiations................................................408
10.6.1 Affordability..............................................408
10.6.2 Comparability...........................................408
10.6.3 Cost of living............................................408
10.6.4 Productivity...............................................409
10.6.5 Public policy.............................................409
10.7 Negotiating tactics....................................410
10.7.1 Manipulation of data..............................410
10.7.2 Misleading the opposition.....................410
10.7.3 Emotive ploys...........................................410
10.7.4 Switching roles........................................411
10.8 Negotiating strategies..............................411
10.8.1 Walking away...........................................411
10.8.2 Dual concerns..........................................411
10.8.3 Contingent outcomes and the
prisoner s dilemma ................................412
10.9 The negotiating process...........................412
10.9.1 Preparation...............................................412
10.9.2 Collection of data and all relevant
information...............................................412
10.9.3 Establishing positions............................412
10.9.4 Setting out objectives.............................413
10.9.5 Establishing the tone of the
proceedings..............................................413
10.9.6 Opening stages........................................413
10.9.7 Presenting the argument........................414
10.9.8 Dealing with conflict...............................414
10.9.9 The outcome............................................415
10.9.9.1 Contend.................................................416
10.9.9.2 Concede................................................416
10.9.9.3 Compromise..........................................416
11 Dispute resolution.........................................419
11.1 Introduction................................................420
11.2 The concept and nature of labour
disputes.......................................................421
11.2.1 Disputes of right......................................422
11.2.2 Disputes of interest.................................422
11.3 How to minimise disputes in your
organisation................................................423
11.4 Dispute resolution under the Labour
Relations Act 66 of 1995........................423
11.4.1 Dispute resolution processes................424
11.4.1.1 Resolution of disputes through
conciliation...........................................425
11.4.1.2 Resolution of disputes through
arbitration..............................................427
11.4.1.3 Adjudication..........................................429
11.4.1.4 Conciliation-arbitration (Con-arb)......429
11.4.1.5 Pre-dismissal arbitration.....................429
11.4.1.6 Advisory arbitration..............................429
11.4.1.7 Factfinding...........................................430
11.4.1.8 Facilitation.............................................430
11.4.1.9 Arb-con..................................................430
11.4.1.10 Con-opinion........................................430
11.4.2 Dispute resolution institutions..............430
11.4.2.1 The Commission for Conciliation,
Mediation and Arbitration....................430
11.4.2.2 Bargaining councils..............................434
11.4.2.3 The Labour Court..................................435
11.4.2.4 The Labour Appeal Court.....................437
11.4.2.5 The new proposed structure of the
Labour Courts.......................................437
12 Worker participation in South Africa.........473
12.1 Introduction................................................475
12.2 Defining worker participation.................476
12.3 Objectives of worker participation.........476
12.3.1 Ethical or moral objectives....................476
12.3.2 Socio-political objectives.......................477
12.3.3 Economic objectives...............................477
12.3.3.1 More effective decision making..........477
12.3.3.2 Increased job satisfaction...................477
12.3.3.3 Better commitment to quality
improvement.........................................477
12.3.3.4 Management-employee ratio..............477
12.3.3.5 Labour relations...................................478
12.3.3.6 Improved communication within
organisations........................................478
12.3.3.7 Increased productivity.........................478
12.3.3.8 Cost control...........................................478
12.4 Forms of worker participation.................479
12.4.1 Consultation.............................................479
12.4.2 Collective bargaining..............................479
12.4.3 Joint decision making.............................480
12.4.4 Co-management......................................480
12.4.5 Self-management....................................480
12.4.6 Financial participation...........................480
12.5 Implementing worker participation.......480
12.5.1 Suggestion schemes...............................480
12.5.2 Task forces and teams............................481
12.5.3 Dedicated work teams............................481
12.5.4 Job enrichment........................................481
12.5.5 Quality circles..........................................481
12.5.6 Financial participation...........................482
12.5.7 Employee stock-ownership plans
(ESOPs)....................................................482
12.5.8 Workplace forums...................................484
12.5.9 Consultation.............................................488
12.5.10 Joint decision making..........................490
12.5.11 Disclosure of information....................491
12.5.12 Dissolution of workplace forums........491
12.5.13 Disputes relating to workplace
forums....................................................492
12.6 Essential ingredients for the success
of worker participation.............................493
12.6.1 Management commitment.....................493
12.6.2 Organisational culture............................493
12.6.3 Management style...................................493
12.6.4 The structure of the organisation..........494
12.6.5 Ongoing assessment of the
participative process..............................494
12.6.6 Education and training...........................495
12.6.7 Incentives and rewards...........................496
12.6.8 Trade union support................................496
12.6.9 Effective engagement by
subordinates............................................496
13 Industrial action............................................499
13.1 Introduction................................................500
13.2 A brief historical examination of
industrial action in South Africa............501
13.3 The emerging union movement...............503
13.4 The Industrial Court, the unfair
labour practice and the rise of
legalism (1985-1995)..............................505
13.5 Centralised collective bargaining...........507
13.6 The Labour Relations Act 66 of 1995.... 507
13.7 The seasonal pattern of strike
activity in South Africa..............................509
13.8 Is South Africa strike prone?..................510
13.9 Developmental stages of legislative
response to industrial action..................511
13.9.1 Repression of industrial action.............511
13.9.2 Tolerance of industrial action................511
13.9.3 The right to strike and recourse to
lOCkOUt......................................................513
13.10 The legal dimensions of industrial
action.........................................................513
13.10.1 Introduction...........................................513
13.10.2 Types of strike action............................514
13.10.2.1 Go-slows.............................................514
13.10.2.2 Work-to-rule........................................515
13.10.2.3 Work-ins or sit-ins..............................515
13.10.2.4 Other forms of industrial action.......515
13.11 Lockouts....................................................516
13.12 Protected strikes and lockouts
under the 1995 Labour Relations
Act..............................................................517
13.12.1 The refusal to bargain..........................518
13.12.2 Secondary (sympathy) strikes.............519
13.12.3 Strikes and lockouts in response
to dismissals for operational
requirements.........................................520
13.12.4 Limitations on the right to strike or
recourse to lockout...............................521
13.12.5 Strikes and lockouts in
compliance with the Act......................522
13.12.6 Strikes and lockouts not in
compliance with the Act (wildcat
strikes)...................................................524
13.13 Specific provisions relating to the
right to strike...........................................525
13.13.1 Picketing................................................526
13.13.2 Essential services.................................528
13.13.3 Maintenance services..........................530
13.13.4 Replacement labour.............................531
13.13.5 Socio-economic protest action...........531
13.14 The practicalities of strike
management.............................................532
14 Ethics in labour relations............................551
14.1 Introduction................................................553
14.2 The ethics-labour relations interface.... 554
14.3 Ethical dilemmas and conflict in the
workplace....................................................555
14.3.1 Introduction..............................................555
14.3.2 A code of ethics and a code of
conduct.....................................................557
14.4 Ethics...........................................................558
14.5 Ethics and the labour relationship........558
14.6 Ethics and the law.....................................559
14.7 Integrity in the labour market.................560
14.8 Business ethics..........................................561
14.8.1 Principles..................................................562
14.8.2 Norms........................................................562
14.8.3 Standards.................................................562
14.8.4 Stakeholders............................................562
14.9 Ethics and governance.............................562
14.9.1 The King Commission on Corporate
Governance..............................................562
14.9.2 An ethics management programme.....563
14.10 Approaches to business ethics and
labour relations.......................................564
14.10.1 The scientific approach........................564
14.10.2 The managerial approach....................564
14.10.3 The organisational interest
approach................................................564
14.10.4 The guidance approach........................565
14.10.5 The control approach...........................565
14.10.6 The development approach.................565
14.11 The gap between business ethics
and labour relations...............................566
14.12 Ethical decision making........................568
14.12.1 The utilitarian approach.......................569
14.12.2 The rights approach..............................569
14.12.3 The fairness or justice approach........569
14.12.4 The common good approach..............569
14.12.5 The virtue approach..............................569
15 Some future patterns and predictions
for labour relations in South Africa...........573
15.1 Introduction................................................575
15.2 Political transition.....................................575
15.3 Economic transition..................................576
15.3.1 Labour market flexibility and
international competition.......................576
15.3.2 The changing face of the
employment relationship.......................577
15.4 Social transition........................................578
|
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| indexdate | 2024-12-20T16:03:36Z |
| institution | BVB |
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| subject_GND | (DE-588)4002617-6 (DE-588)4078012-0 (DE-588)4143413-4 |
| title | Labour relations in South Africa |
| title_auth | Labour relations in South Africa |
| title_exact_search | Labour relations in South Africa |
| title_full | Labour relations in South Africa ed. by Robert Venter ... |
| title_fullStr | Labour relations in South Africa ed. by Robert Venter ... |
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| title_short | Labour relations in South Africa |
| title_sort | labour relations in south africa |
| topic | Arbeitsbeziehungen (DE-588)4002617-6 gnd |
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