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The variation of conditions of employmentHoro, Lindile January 2002 (has links)
This paper seeks to bring clarity to a number of issues that arise from a process resulting from the unilateral variation of terms and conditions of employment and the conflict management and dispute resolution processes. The variation of employment terms particularly when it is driven by one party to the employment relationship can cause instability, insecurity, confusion and uncertainty to the parties involved. The nature of work is not constant and therefore changes are inevitable. This then has an effect of bringing disorder not only to the employer-employee relationship but also to the labour relations balance. In many instances and depending on whether it is the employer or employee who propagates the changes, the reasons to alter the conditions are different. Employers usually cite operational or economic reasons that are meant for the survival of the business as the need to make the changes. From the employees’ side the changes are necessitated by reasons aimed at a move from protecting the favourable employment conditions already acquired to improving them or attaining more. In the event that the parties to the employment relationship do not agree to the changes proposed and implemented, a dispute usually arises. This results from the failure of a consultation process, negotiations, persuasion or collective bargaining in general. In essence such a dispute arises from absence of consent to the changes. The failure of a bargaining system requires the process to assume a new nature. The dispute resolution systems and the conflict management systems follow as both the appropriate and necessary steps. The bargaining power together with the intervention of the third party is at the centre of this phase. The parties, depending on the nature of the dispute, the conditions that iv are changed and who are affected by the changes, have choices on what dispute resolution mechanisms to employ. The choice made has a huge impact on both the outcome required in the form of recourse, how the dispute will be resolved or how the conflict will be managed. There is legislative intervention with regards to the resolution of the conflictual scenarios that arise from disputes on unilateral variation of terms and conditions of employment. There are also non-statutory measures available to the parties. The choices are vast as to when can the variation take place, the reasons for the changes, the parties involved, the possible dispute resolution mechanisms, what can be varied and whether the unilateral implementation can be viewed as fair.
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The effects of industrial labour disputes on development in South AfricaMgubo, Xolelwa January 2017 (has links)
On 16 August 2012, the South African Police Service fired upon striking miners in Marikana, South Africa, resulting in the death of 34 mineworkers. The purpose of this study is to examine the effects of protracted violent industrial labour disputes on socio-economic development in South Africa. The study explores the root causes of labour disputes in Marikana and considers strategies that can be employed to avoid similar violent and destabilising strikes in the mining and other industries. This research confirms that presumably the pursuit of wage increase is still the primary cause of violent strikes in the country. Furthermore, the research shows clearly that working hours, work conditions, sympathy, and demands from employees and trade unions are major causes of labour disputes. The findings also show that amongst other things participation of employees in work related issues like policy formulation can reduce prevalence of labour disputes. The study also reveals that communication between workers and employees in work places can help both parties to discuss issues before extreme measures are taken.
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Beregting van arbeidsgeskille deur middel van privaat arbitrasieRalph, Malinda 12 August 2015 (has links)
LL.M. / Please refer to full text to view abstract
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Industrial psychological perspectives regarding labour unrest in the South African mining sectorSegal, Kelly Megan 14 October 2015 (has links)
M.Phil. (Industrial Psychology) / The primary purpose of this exploratory research study was to qualitatively explore industrial psychological perspectives regarding labour unrest within the South African mining sector from the period 2008 - 2011. This was done owing to the lack of literature pertaining to the field of industrial psychology in this regard. In order to achieve the above objective, semi structured interviews were conducted with industrial psychologists working in practice and associated directly with the mining sector. Additionally, semi structured interviews were conducted with industrial psychologists working in academia, which served as a peer review, hence making the outcome of the study more credible. The interviews were recorded and transcribed and thereafter, thematic content analysis was conducted in order to identify prominent, recurring themes associated with industrial psychological perspectives regarding the subject matter ...
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Requirements of industrial action in South Africa and Germany: a comparisonGlock, Philipp January 2005 (has links)
Magister Legum - LLM / This paper investigated how the law of industrial action is shaped in South Africa and in Germany, which specific problems occur in South Africa and Germany, and how the different legal systems solve these problems. It also compared the different legal approaches of these two countries. / South Africa
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President Truman's Seizure of the Steel Industry in 1952Roper, Donald M. January 1955 (has links)
No description available.
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President Truman's Seizure of the Steel Industry in 1952Roper, Donald M. January 1955 (has links)
No description available.
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An overview of the development of the German and UK labour dispute resolution systems and assessment of their respective strengths and weaknessesSponagel, Moritz 03 1900 (has links)
Thesis (MBA)--Stellenbosch University, 2006. / ENGLISH ABSTRACT: In many countries in the world today, Labour Courts have developed as an integral
part of the law system arising from the need to afford labour disputes specialised
adjudication, independent from the ordinary civil courts.
This study presents a comparison of the German Labour Court System and the British
Employment Tribunal System, representing the Continental Law System and the
Common Law System respectively.
In comparing the German Labour Courts and the British Employment Tribunals, the
study highlights the special qualities of labour law and why labour disputes are
treated differently from other legal disputes. It demonstrates that both systems have
attempted to achieve the handling of labour disputes in different ways and
proceedings. Similarly, the study reveals that both systems have their pros, cons and
limitations and that no system can guarantee an optimal way to achieve a "better"
justice. Nonetheless, the study attempts to show that each system can learn from the
other's strengths and weaknesses by being open and reasonable to criticism.
Another important objective of this study is to determine whether Labour Courts and
Employment Tribunals should be maintained as a separate part of the law system or
whether to merge them into the ordinary civil courts as some critics feel that such
courts and tribunals create added expenses to governments. Furthermore, the study
explores other dispute resolution mechanisms that if encouraged, provide additional
benefit to labour issues in teoday's complex business environment.
As a whole, the study proves that the German Labour Courts and British Employment
Tribunals are a quicker, cheaper and better way of achieving justice, preferable to the
civil litigation system. It is therefore concluded that such courts and tribunals should
be maintained because of their significant successes so far. Furthermore, it is
suggested that labour dispute resolution can be further developed through the
increased use of mechanisms such as conciliation, negotiation and mediation in the
management of organizations today. / AFRIKAANSE OPSOMMING: In baie lande van die wereld vandag, het gespesialiseerde arbeids tribunale ontwikkel
as 'n integrale deel van die regsisteem as gevolg van die behoefte om arbeidsdispute
te onderwerp aan gespesialiseerde beregting, onafhanklik van gewone siviele howe.
Hierdie studie behels 'n vergelyking van die Duitse Arbiedshofsisteem en die Britse
"Employment Tribunal" sisteem, wat die kontinentale regsisteem en 'n
gemeenregtelike regsisteem respektiewelik verteenwoordig.
Deur die Duitse Arbeidshowe en die Britse "Employment Tribunals" te vergelyk,
beklemtoon hierdie studie die spesiale eienskappe van arbeidsreg en waarom
arbeidsdispute anders as andere regsdispute hanteer word. Dit demonstreer dat beide
sisteme probeer het om die hantering van arbeidsdispute op verskillende maniere en
deur middel van verskillende prosesse te bereik. Terselfdertyd, wys die studie dat
beide sisteme hulle voordele, nadele en tekortkomings het, en dat nie een sisteem 'n
optimale manier het om "beter" geregtigheid tussen werkgewer en werknemer te laat
geskied nie. Nietemin, probeer die studie wys dat elke sisteem kan leer van die ander
se sterktepunte en tekortkominge.
'n Verdere belangrike doel van hierdie studie is om te bepaal of die Duitse
Arbeidshowe en Britse "Employment Tribunals" as aparte deel van die regsisteem
behoort te voortbestaan, of hulle saamgesmelt moet word met die gewone siviele
howe, want sekere kritici voel dat sulke howe en tribunale addisionele koste vir
owerhede meebring. Verder ondersoek die studie ander dispuutoplossings
meganismes, wat, indien dit bevorder sou word, dalk addisionele voordele in
vandag se komplekse besigheidsomgewing kan meebring.
In geheel toon hierdie studie dat die Duitse Arbeidshowe en Britse "Employment
Tribunals" 'n vinniger, goedkoper en beter manier bied om geregtigheid te bereik en
verkies word bo die siviele litigasie sisteem. Die gevolgtrekking is dat sulke howe en
tribunale behou moet word as gevolg van hulle sukses tot dusver. Verder word dit
voorgestel dat arbeidsgeskilbeslegting verder ontwikkel kan word deur groter gebruik
te maak van meganismes soos konsiliase, onderhandeling en mediasie in
organisasies.
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一九七三年文憑教師爭薪酬事件: 一個香港基層教師集體抗爭的個案研究. / Certificated teachers pay dispute in 1973: a case study on the collective insurgency of Hong Kong teachers / Case study on the collective insurgency of Hong Kong teachers / 一個香港基層教師集體抗爭的個案研究 / CUHK electronic theses & dissertations collection / Yi jiu qi san nian wen ping jiao shi zheng xin chou shi jian: yi ge Xianggang ji ceng jiao shi ji ti kang zheng de ge an yan jiu. / Yi ge Xianggang ji ceng jiao shi ji ti kang zheng de ge an yan jiuJanuary 2005 (has links)
Academically, this study's significance is two-fold. First, by way of comparative study, it proves the applicability of the "Political Process Model" to an authoritarian polity, provided that adjustment is made on the basis of the parameters proposed by Cook (1996). That is to say, political opportunity is rare in a closed political system and only arises in a particular "proximate environment" or a certain specific period of time. It is non-structural. Therefore the opportunity can only be measured by its functionality, which includes the diminution of the possibility of suppression and the access to the polity. In respect of the latter, this study ushers in the new concept of "leverage" to explain how those groups far from the core of power used their numerical strength to successfully challenge the authoritarian colonial government. / Secondly, in the process of sorting out the historical context of the insurgency, it has become apparent to me that since the end of WWII, the colonial government had been actively intervened in the education arena in order to achieve its total domination. Towards that end, the colonial government had laid down political and economic regulations in accordance with its political agenda, established a highly comparable legal and administrative framework. Supported by empirical data, this study casts serious doubt on the validity the political setting of "small government, big family" promulgated by the popular theory of "Utilitarian Familism". It further provisionally confirms that the institutional complex structured by the state together with the ideology of "meritocracy" actively crafted by it ought to be one of the causes of political stability in Hong Kong. The same also provides a plausible explanation of the political apathy of local teachers. / The "Certificated Teachers' Pay Dispute in 1973" ("the Dispute") was, historically the first collective insurgency of indigenous teachers as well as the first industrial action taken by local civil servants. Teachers from publicly funded schools successfully claimed their economic demands from the then colonial administration. Prima facie the subject matter of this study seems to be concerned only with the economic interest of a certain group of people. However, an in-depth inquiry brings to the fore its underlying political theme, i.e. the redistribution of power. Herein I use the "Political Process Model" as the theoretical framework and the "struggling for power" as the conceptual tool to operate the empirical data. This study also verifies that the Dispute was the confluence of two major political processes, namely (1) an unprecedented political opportunity provided by changes in the political structure, and (2) the change of indigenous organizational strength. The notion of "collective grievances" cannot provide a convincing explanation of the issues aforesaid. / The Dispute was a landmark event in local trade union movement. An in-depth investigation can unearth its deep-rooted significance and thereby throw more useful light on local social change. In addition, this study exposes the excessive instrumentality of the local education institution which I think, all educators should critically examine and resist. (Abstract shortened by UMI.) / 余惠萍. / 論文(哲學博士)--香港中文大學, 2005. / 參考文獻(p. 285-297). / Adviser: Wing Kwong Tsang. / Source: Dissertation Abstracts International, Volume: 68-03, Section: A, page: 0948. / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. [Ann Arbor, MI] : ProQuest Information and Learning, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstracts in Chinese and English. / School code: 1307. / Lun wen (zhe xue bo shi)--Xianggang Zhong wen da xue, 2005. / Can kao wen xian (p. 285-297). / Yu Huiping.
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The 1999 public service wage dispute and strikeOrlandi, Nelia 12 1900 (has links)
Thesis (MBA)--Stellenbosch University, 2000. / Some digitised pages may appear cut off due to the condition of the original hard copy. / ENGLISH ABSTRACT:
This assignment explores the issues surrounding conflict resolution in the South
African Public Service and the expression of organised conflict with reference to the
1999 Public service wage dispute and strikes. The public service being part of the
generic framework of the public sector is, in terms of employment, South Africa's
single, largest employer. National Departments and Provinces reflect almost 70% of
the Public Sector.
Employment in the public sector used to be considered relatively stable and secure.
Public sector employees were thus not seen as requiring protection from
retrenchment. Employees had no bargaining rights and functioned outside the ambit
of the Labour Relations Act (No 24 of 1956).
In 1994, the Government of National Unity realized the importance of the South
African public service, the major role it had to play in the reconciliation, reconstruction
and development process in South Africa and thus the need for administrative
transformation.
The Public Service Labour Relations Act 1994 was replaced by the new Labour
Relations Act (No 66 of 1995) in 1995. This Act now covers both the private and the
public sector workers. The new legislation was an important step towards the
creation of a machinery for collective bargaining. The Act made provision for the
establishment of a Public Service Coordinating Bargaining Council and provided a
model for collective bargaining, based on effective negotiating structures.
According to the International Labour Organization, mediation and conciliation
procedures are still the most frequent methods for settling economic disputes in the
public service. In South Africa, the new Labour Relations Act introduced the
Commission for Conciliation, Mediation and Arbitration.
Since 1994, several problems have beset most public service workers because of the
transformation process and workers started showing increasing interest in unionisation, mostly for the protection and the fulfillment of their needs. Wages were
the single most important factor causing labour action and in 1999, a total of 3,1
million man-days were lost due to labour action. According to Ms Geraldine Fraser-
Moleketi, minister of the Public Service and Administration, government and the
unions should share the process to design a more suitable and manageable system
of remuneration policy to prevent disputes such as the 1999 wage dispute in the
future.
The negotiations on the 1999 wage dispute took place over a record of 140 days.
Public service unions rejected government's wage offers several times until the
minister unilaterally implemented government's final offer of an average of 6,3%
increase. This sent a tremor through the alliance and prompted joint action by Cosatu
and Fedusa affiliated unions.
Unions were caught completely unaware and dropped their demands from a 10%
increase to 7,3%. Public servants took industrial action again, but the government still
did not make a new offer. Minister Trevor Manuel warned that the government could
not afford further increases.
By September, union leaders still had faith that president Thabo Mbeki would indicate
that talks would be resumed, but doors for future negotiations did not open. Ms
Geraldine Fraser-Moleketi maintained that the government had gone out of its way
to ensure a settlement. At the time of writing, the dispute is still continuing.
Note:
As most of the information regarding the Public Service Wage strike was obtained
from the press, all articles referred to are included as an appendix. To facilitate the
reference to these articles, a specific form of reference, namely 'PC n', was used in
the relevant sections, the prefix 'PC' denoting that a press cutting has been referred
to and the subscription 'n' denoting the relevant page number of the article contained
in the appendix. The sources of the press cuttings (PC) are contained in the list of
sources. / AFRIKAANSE OPSOMMING:
Hierdie werkstuk ondersoek die aangeleenthede rondom konflik hantering in die
Suid-Afrikaanse Staatsdiens en die uitdrukking van georganiseerde konflik met
verwysing na die 1999 Staatsdiens Salaris Dispuut en Stakings.
In terme van indiensneming is die staatsdiens in Suid-Afrika as deel van die publieke
sektor die grootste enkel werkgewer. Nasionale Departemente en Provinsies
reflekteer ongeveer 70% van die Publieke Sektor.
Arbeid in die publieke sektor was voorheen redelik stabiel en verseker; dus was daar
geen nut vir die beskerming van amptenare teen afdanking. Werkers het geen
onderhandelingsregte gehad nie en het buite die raamwerk van die
Arbeidswetgewing (No 24 of 1956) gefunksioneer.
In 1994 het die nuwe regering van nasionale eenheid die belangrikheid van staatsamptenare
en die rol wat hulle moet speel in die rekonstruksie en ontwikkelingsproses
in Suid-Afrika besef en dus ook die behoefte vir transformering van die diens
ingesien.
Die Staatsdiens Arbeidswetgewing van 1994 is vervang deur die nuwe
Arbeidswetgewing (No 66 van 1995) in 1995, wat beide staatsamptenare sowel as
die privaatsektor insluit. Dit was ook 'n belangrike stap in die bevordering van
kollektiewe bedinging. Die wet het voorsiening gemaak vir die vestiging van die
Staatsdiens Koordinerings Bedingings Raad en 'n model vir kollektiewe bedinging,
gebasseer op effektiewe onderhandelingsstrukture.
Volgens die Internasionale Arbeidsorganisasie is mediasie en konsiliasie prosesse
steeds die mees algemene metodes vir die hantering van ekonomiese dispute in die
staatsdiens. In Suid-Afrika het die nuwe Arbeids Wetgewing voorsiening gemaak vir
die instelling van die Kommissie vir Konsiliasie, Mediasie en Arbitrasie.
Sedert 1994 het verskeie probleme vir staatsamptenare ontstaan as gevolg van die
transformasie proses en amptenare het meer en meer belangstelling getoon in unie
lidmaatskap om hulle belange te beskerm.
Salarisse is dié belangrikste enkel faktor wat arbeidsonrus veroorsaak. In 1999 het
daar 'n totaal van 3,1 miljoen werksdae verlore gegaan as gevolg van stakings.
Die 1999 salaris dispuut en onderhandelings het oor 'n tydperk van 'n rekord getal,
naamlik 140 dae, geduur. Unies wat staatsamptenare verteenwoordig het op
verskeie geleenthede aanbiedinge van die regering van die hand gewys, totdat die
minister 'n eenparige besluit geneem het om die finale aanbod van 6,3%
salarisaanpassing in te stel. Dit het 'n skudding in die alliansies veroorsaak en het tot
die gesamentlike aksie van Cosatu en Fedusa geaffillieerde unies gelei.
Die unies is onkant betrap en het hul versoek van 'n 10% verhoging na 7,3%
verminder. Staatsamptenare het weereens oorgegaan tot arbeidsaksie; terwyl die
regering by hul finale aanbod gebly het. Minister Trevor Manuel het gewaarsku dat
die regering nie meer kon bekostig nie.
Teen September was vakbondleiers nog steeds hoopvol dat president Thabo Mbeki
'n aanduiding sou gee om met onderhandelings voort te gaan, maar die deure vir
onderhandelings was gesluit. Minister Geraldine Fraser-Moleketi het volgehou dat die
regering uit hul pad gegaan het om 'n ooreenkoms te bereik. Ten tye van skrywe
was die geskil nog nie opgelos nie.
Nota:
As gevolg van die feit dat die meeste inligting aangaande die 1999 Staatsdiens
Salaris Dispuut en Stakings uit die pers verkry is, word die artikels waarna verwys
word, ingesluit as 'n bylae. Om die verwysing na hierdie artikels te vergemaklik, is 'n
spesifieke formaat van verwysing gebruik, naamlik 'PC n'. In hierdie verwysing
verwys die voorskrif 'PC' na 'n media artikel. Die letter 'n' verwys na die relevante
bladsy nommer wat aan die artikel toegeken is. Die bronne van die persartikels
verskyn in die bronnelys.
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