2 edition of African employment relationships and the future of trade unions. found in the catalog.
African employment relationships and the future of trade unions.
John S. Henley
by University of Edinburgh. Department of Business Studies in Edinburgh
Written in English
|Series||Working paper series / University of Edinburgh. Department of Business Studies -- no.88/34|
Book Description. Trade Unions and European Integration brings together pessimists and optimists on trade unionism under the contemporary pressures of European integration. The Great Recession has brought new attention to structural problems of the European integration process, specifically monetary integration; holding the potential of disabling any trans-national co-ordination. Confronting continued union and corporate discrimination, African American civil right groups sought redress through a number of court cases under Title VII, Equal Employment Opportunity, of the Civil Rights Act of , which prohibits discrimination in employment because .
the changing role of trade unions in South Africa, particularly after Lastly, it gives an exposition of some of the challenges faced by trade unions in post-apartheid South Africa. Trade union Finnemore & van der Merwe () define a trade union as "an organization of. South Africa's newest trade union federation, Saftu, comes at a time of declining political influence by unions, compared to during the struggle against apartheid. They are also seen as elitist.
In some cases, however, trade union may ‘force’ managements accept presence for the purpose of pay determination and employment conditions. Under no situation and according to this perspective, union should have a part to play in the authority exercise and decision-making within the organisation, as this would represent a violation of. This edition of South African employment relations: theory and practice has the distinction that after 20 years of existence in the market, it is one of the longest continuously running employment relations books in South Africa.
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African Employment Relationships and the Future of Trade Unions Article in British Journal of Industrial Relations 27(3) - January with 6 Reads How we measure 'reads'. Factors influencing the future existence of trade unions in South Africa M.
Uys, Hons. B.A. Dissertation submitted in fulfilment of the requirements of the degree Magister Artium in Industrial Sociology at the North-West University, Potchefstroom Campus Supervisor: Dr.
H.M. Linde Potchefstroom Mei African Employment Relationships and the Future of Trade Unions. John S. Henley. Department of Business Studies, University of Edinburgh. Search for more papers by this author.
John S. Henley. Department of Business Studies, University of Edinburgh. Search for more papers by this by: 4. South Africa is one of the unionised countries in the world and the involvement of trade unions in resolving disputes including grievances and disciplinary matters is crucial.
Trade unions in South Africa have a history dating back to the s. From the beginning unions could be viewed as a reflection of the racial disunity of the country, with the earliest unions being predominantly for white workers. Through the turbulent years of – trade unions played an important part in developing political and economic resistance, and eventually were one of the National organization(s): COSATU, FEDUSA.
Employers can improve their relationships with employee unions through the adoption of proactive employment policies. Employers know employee unions seek to secure employee interests and can minimize the need for constant negotiation by adopting policies and practices that enhance employee welfare.
CHAPTER 6: SOUTH AFRICAN TRADE UNIONS AND EMPLOYERS' ORGANISATIONS - THE TRIPARTITE RELATIONSHIP SOUTH AFRICAN TRADE UNIONS THE TRADE UNION MOVEMENT AT THE BEGINNING OF THE s The Overall Position (); Sociopolitical Orientations (); Trade Union Policies and Practices () DEVELOPMENTS DURING THE s.
In South Africa trade unions were stared towards the dusk of 19th century but the early trade unions were formed for racially white workers.
Thanks to continuous struggle for rights of black workers which was also part of the anti apartheid movement, union registration and. Every employee/worker is entitled to fair labour practices in South Africa. Let us elaborate a bit more on fair labour practices, and the different types of unfair dismissal.
First, who does The Labour Relations Act apply to. The Labour Relations Act applies to all employers, workers, trade unions and employers’ organisations. It does not. The employment relationship 4 Evolution of the discussion at the ILO on the employment relationship 9.
The ILO has taken the employment relationship as the reference point for examining various types of work relationships. In recent years, the Conference has held discussions on self-employed workers, migrant workers, homeworkers, private.
The African Continental Free Trade Area (AfCFTA) agreement will create the largest free trade area in the world, measured by the number of countries participating. The pact will connect billion people across 55 countries with a combined GDP valued at $ trillion.
It has the potential to lift. The Role of Trade Union Trade unions are unique organisations whose role is variously interpreted and understood by different interest groups in the society.
Traditionally trade unions role has been to protect jobs and real earnings, secure better conditions of work and life and fight against exploitation and arbitrariness to ensure fairness and equity in employment contexts. A trade union can be simply defined as ‘an alliance of workers to strengthen their efforts in bargaining with their correspondents.’ The research in the area of trade unions which makes the topic very interesting and it also provides me with some insights on how trade union.
Employee relations is built on an underlying philosophy and skill set that are needed now more than ever by people professionals. Managers need the skills to be the effective people managers that are essential to a successful employment relationship.
Trade unions remain a strong presence in the public sector. The employment relationship is the legal link between employers and employees.
It exists when a person performs work or services under certain conditions in return for remuneration. It is through the employment relationship, however defined, that reciprocal rights and obligations are created between the employee and the employer.
trade unions in Africa need to re-orient their operations so that workers can see the true benefits of labour collectivism and solidarity. Trade unions should thus stimulate and rekindle that spirit of union organization so as to bring workers together, modernise and provide services and benefits that reflect changing needs and times.
As such, an employment relations function encompasses all aspects of the employment relationship: individual and collective, formal and informal, union and non-union workplaces, industry, and non-industrial community. It also recognizes the importance of customers and suppliers, which constitute a “pentagonal employment relationship”.
ADVERTISEMENTS: Some of the most important functions of the trade union are as follows: i. Increasing Co-operation and Well-being among Workers ii. Securing Facilities for Workers iii. Establishing Contacts between the Workers and the Employers iv.
Trade Unions working for the Progress of the Employees v. Safeguarding the Interests of the Workers vi. Provision of [ ]. evaluation of the impact of trade unions and wage legislation on labour market outcomes in South Africa.
Before concluding, the paper culminates in a discussion on the political-economy effects shaping South Africa’s employment relations in light of the tripartite structure of the ruling governmental party. Trade Union come together for common goals and interest. The members have some materials of collective interest such as improving working conditions, better wages, benefits, job security among others.
The trade unions have the right to contest a managerial decision, if they considered that their members are at risk with the outcome.
The Native Labour Regulations Act prohibited strikes by trade unions, introduced wage ceilings and a pass system for moving around jobs. O Chinese labourers were brought in, and used by landowners to undercut the wages of other workers. Among white workers, there was significant unrest, and major strikes took place in, and Industrial Relations in Southern Africa 4 employment conditions.2 The impact of this phenomenon on industrial relations is enormous, particularly where the issues of discussion have remained doggedly focussed on the violation of workers rights and distributive issues of employment .It proposes alternative view and approach to the 4IR phenomenon that Trade Unions can consider in the interest’s job retention, at least in the interim.
The Industrial Revolutions The 1st Industrial Revolution (1IR) used water, coal and rudimentary improvement in technology to mechanize production.