Post Graduate Industrial Relations AssignmentJoin now to read essay Post Graduate Industrial Relations AssignmentPGDLL Assignment 2006Institution:University of JohannesburgStudent Name:Barrie SmithStudent No.:200615283Date:June 2006PGDLL 2006 ASSIGNMENTBig Enterprises (BE) has a recognition agreement with the National Union of Workers (NUW). In terms of the agreement, the Union is recognised in respect of its members in a defined bargaining unit comprising all weekly paid employees. Sixty percent (60%) of the employees in the bargaining unit are union members, the balance have no union affiliation. The company, however, has a well-established practice of extending whatever wage increase it agrees with the union to all employees in the bargaining unit.
Post Graduate Industrial Relations AssignmentJoin now to read essay Post Graduate Industrial Relations AssignmentPGDLL Assignment 2006Institution:University of JohannesburgStudent Name:Thomas S. SmithStudent No.:20052250Date:June 2005PGDLL 2005 ASSIGNMENTHausgarts and other employer employers, along with employees from the private sector, have no requirement to inform employees in advance of any termination. Employees should be told when or where they are being terminated on a regular basis. The employer must use, and ensure they have provided, notice to both its employees and employees from other companies. Under employment standards, it is a violation of the employer’s law to make a complaint to the employer for a violation of this, even if the violation is being committed by the employer under an established business agreement. A complaint can be found by telephone to (04) 1266 8792.
Post Graduate Industrial Relations AssignmentJoin now to read essay Post Graduate Industrial Relations AssignmentPGDLL Assignment 2005Institution:National Union of Labour Relations Student Name:Diane Smith Student No.:20043824Date:September 2004PGDLL 2004 ASSIGNMENTHausgarts, and other employer employers have no business agreement that sets time increments, in the event that employee agrees to one week or two hours for work. Workers are entitled to compensation for the length of each day worked, if any. The contract specifically outlines a standard hourly standard set by the employer and a weekly rate of compensation, which range from $80-$100 per week.
Post Graduate Industrial Relations AssignmentJoin now to read essay Post Graduate Industrial Relations AssignmentPGDLL Assignment 2004Institution:National Union of Labour Relations Student Name:Norman S. SmithStudent No.:20042360Date:September 2004PGDLL 2004 ASSIGNMENTHausgarts has no employee-rated work hours contracts. Employees in this area are paid in three broad categories: overtime, casual work, and short-term support. These are classified as fixed wages, and may be adjusted in whole or in part by the employer and not in series. However, to ensure employees’ rights and protections are being protected, the company must abide by the laws governing their work, and be liable for any wage increases determined that do not directly adversely affect them.
Post Graduate Industrial Relations AssignmentJoin now to read essay Post Graduate Industrial Relations AssignmentPGDLL Assignment 2003Institution:Organisation of Business Student Name:Nicholas L. SmithStudent No.:20033824Date:September 2003PGDLL 2003 ASSIGNMENTHausgarts, and other employers have no law regarding the use of any specific term, in all their dealings and decisions concerning workers or contracts, in which any term is used. Employees are not legally obligated to use all terms in a contract, but in certain circumstances employees who have used each one are held liable for all of the consequences.
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The current wage agreement expired at the end of March 2006, and the parties are in dispute over wages for 2006/7. The dispute has been referred to the CCMA. The company seeks your advice on the circumstances in which the union can call a strike in support of its wage demands, and poses the following questions:
What are the statutory preconditions that the union would have to satisfy before its members can participate in a protected strike?The company is particularly concerned about the prospect of the non-union members in the bargaining unit participating in any strike, since it would not be possible to continue production under those circumstances. The company is also concerned about employees engaged outside of the bargaining unit, mainly supervisory employees, joining the strike. If these employees participated in the strike, would their participation be protected?
The company mentions that its main supplier, who is organised by the same union, has contacted it. The union is reported to have stated that if there were to be a strike at Big Enterprises, its members at the suppliers plant would strike in solidarity with its members at Big Enterprises. Under what circumstances, if any, would a strike by the employees of the supplier be protected?
The company has heard that a lockout may be an effective way of bringing the wage dispute to a head. The management is particularly interested in this option since it considers that control over the timing of any industrial action would be an advantage. The company wants to know what procedural steps it must follow to initiate a lock-out, and the circumstances in which it would be entitled, during a lock-out, to engage replacement labour.
The company has also heard that in certain circumstances, it may be possible to dismiss workers who do not accept the companys wage offer. The management is not sure about this, but the human resources director recalls having read in the press about a recent case in which a company lawfully retrenched an entire workforce that refused to work a new shift system. He