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Union Recognition Agreement South Africa

Union Recognition Agreement South Africa

If a union can prove that its members represent the majority of all workers in the workplace, the union has a final right to recognition. In other words, it is entitled to organizing rights under the LRA. A union asked me to enter into a recognition agreement with them. The union feels that it has the right to be recognized in my company because it represents a number of workers. Do I have to talk to the union? 3. At least ten union members, alone or in conjunction with other unions, have at least ten union members in the workplace. If the union has met the above three requirements, the employer cannot prevent the business owner from fulfilling his or her union policy obligations. However, the employer can and must: the recognition agreement imposes strict controls on the activity of the stewards shop. The employer should not hand over management to the union.

Refusing recognition of the shop hostess until a duly drafted union recognition agreement has been signed There is no “bargaining obligation” or “recognition” of a trade union in South Africa. Interest rate disputes on issues such as wages, terms of employment and union recognition are settled by a “power play” and not by arbitration or adjudication. However, to help newly created or weak unions establish themselves in the workplace, LRA 5 grants “organizational” rights. Employers who refuse to grant these rights may be coerced by the CCMA. In other words, unions have the option of striking or referring such disputes to arbitration. Posted by GilesFiles | 29.09.2016 | Collective bargaining (LRL 5), industrial relations (LRL 1), philosophy/economy, trade unions | 3 The LRA even applies to “agency” and “concluded” collective agreements. Under these conditions, non-members of the registered union may be forced to contribute to the union`s resources against their will. So much for the “freedom of disassociation.” Transnet considered that these thresholds were fair and should be applied consistently to all unions. As NUMSA did not achieve these representative values or values, Transnet refused to address them.

A less combative and more informative store steward will be able to effectively defend the interests of employees without unduly compromising the viability of the business and the job security of employees. Even when workers are bound by unions, it is not always mandatory for employers to recognize business managers. This means that the employer does not always need to accept the choice of store stewards and interact with them. Before the union can legally compel the employer to recognize the directors as representatives of the employees, the union must first: the labour court has declared the strike unprotected, since it is a refusal to bargain and the members of the NUMSA are bound by a collective agreement that imposes a pre-strike procedure. On appeal, NUMSA argued that an advisory award was not necessary, as it was on strike to convince Transnet to join applications and settle a dispute. This was not a requirement for Transnet to negotiate with him. It also submitted that it had complied with Section 64 (1) of the Labour Relations Act, so that the provisions of a collective agreement for a protected strike were not respected. The Association of Mineworkers and Construction Union (Amcu) may declare a dispute with Lonmin if talks on a recognition agreement later this week nicht meet their expectations, Amcu president Joseph Mathunjwa said on Tuesday.

It is therefore essential that employers be able to assess in advance whether the union concerned is sufficiently representative or not.