MANAGEMENT ADVANCEMENT PROGRAMME 120
LABOUR RELATIONS INDIVIDUAL ASSIGNMENT
Facilitator : Mrs Vanessa Botha
Student Name : Carine Sanama
Student Number: 1311024
Date : Monday 29 June 2015
Words Count: 1189
Table of Contents
i. Executive Summary
ii. Introduction and Background
iii. Literature Review
a. Definition of Terms
b. The Evolution of the South African Labour Relations : Pre and Post-Apartheid
c. The right to strike in South Africa : Legal VS Illegal
I. Executive Summary
The rising number of labor strikes in South Africa should be a wake-up call the government. They ...view middle of the document...
The societal values such as the freedom of association, a sense of group solidarity just to name a few; and techniques such as methods of negotiation, dispute resolution; are key when setting up and implementing the system.
On this paper, I will be mainly focusing on the right to strike within the South African context.
The ILO has eight key fundamental conventions out of which one that directly speaks to our focused subject, the right of strike : Freedom of association and protection of the right to organize a convention,1948 (No.87)
III. Literature Review
i. Definition of terms
i. LRA: The Labour Relations Act (LRA), Act 66 of 1995 aims to promote economic development, social justice, labour peace and democracy in the workplace. (Retrieved from South Africa Department of Labour website, http://www.labour.gov.za/DOL/legislation/acts/labour-relations/labour-relations-act )
ii. ILO: International Labour Organization aims to promote rights at work, encourage decent employment opportunities, enhance social protection and strengthen dialogue on work-related issues. (retrieved from the ILO website http://www.ilo.org/global/about-the-ilo/lang--en/index.htm )
ii. The evolution of South Africa Labour Relations : Pre and Post-Apartheid
Prior to 1994, South Africa was mainly a dualistic society with an obvious racial division of labour. This had an impact on the labour relations system as white workers feared to be replaced by cheap black workers. This was entrenched in law when the Industrial Conciliation Act of 1924 excluded blacks from the definitions of ‘employees’ therefore removing them from the system. Black workers were prohibited for joining any registered trade unions and engaging in formal collective bargaining.
Early trade unions were often for whites only, with organizations like the South African Confederation of Labour (SACoL) favouring employment policies based on racial discrimination. By 1954 SATLC was disbanded, and with the formation of the Trade Council of South Africa (TUCSA) union membership included white, coloured, and Asians, with blacks in dependent organizations.
This was a sign that the political and economic system were fundamentally unjust.
Although the LRA has been deracialised, the government who came in power from 1994 brought change in policy and legislation.
South Africa currently has four national trade union organizations namely : COSATU, NACTU, FEDUSA, CONSAWU
COSATU is currently the largest trade union with over 2.2Million members organized in 14 different industrial unions. (Retrieved from www.cosatu.org )
It is important to state that the Labour Relations Act does not apply to the South African National Defence Force, the National Intelligence Agency, or the South African Secret Service.
iii. The right to strike in South Africa : Legal VS Illegal
Trade unions were first founded in South Africa in the 1880’s by immigrant mineworkers. They have...