Bibliography: pages 272-298. / This study is an attempt to assess the degree to which strikes and stayaways in South Africa are related to broader political developments. Traditional theories of industrial conflict are first evaluated. This is followed by a direct study of industrial conflict in relation to wider political developments in South Africa in the 1970-87 period. The broad themes emerging from these chapters are then compared to established theories pertaining to strike action. The conclusion reached is that certain aspects of theory are of relevance to the South. African situation, but none are adequate in their entirety. It is noted that it is important to include theories covering the nature of broader society to make possible a coherent explanation as to the nature of strikes and stayaways in South Africa. The conclusions reached verify the stated hypothesis that political factors play an important role in determining the nature of strikes and stayaways. Furthermore, it appears evident that this relationship has become stronger over the 1970-87 period, especially following the declaration of the State of Emergency which has severely curtailed most other avenues of peaceful protest.

M.A. (Human Resource Management) / This investigation was undertaken in order to determine as to whether a connection existed between political occurrences and strikes in South Africa during the period 1910 to 1990. The strike phenomenon was studied within the framework of the ten political phases that occurred from 1910 to 1990. These phases were allotted in terms of the respective white political governments and leaders. Accent was placed on the promulgation of labour laws and specifically, on the protective role thereof towards white workers, but also on the discriminatory effect thereof on black workers ...

M.A. (Industrial Relations) / Since black employees were legally allowed to form unions and organise themselves, unionism has grown tremendously. The occurrence of strikes of some form or other has shown a rising tendency since the implementation of the recommendations of the Wiehahn Commission of Inquiry into Labour Legislation in 1979. As a result, business enterprises have suffered considerable financial losses on account of a loss of man-hours and man-days. The aim of this study is to formulate juridical and practical guidelines for the industrial relations practitioner in order to deal with strikes pro-actively and to prevent them if possible, and to manage them responsibly and professionally if they do occur.

Strike action by employees is globally used in matters of mutual interest in order to place pressure on employers to meet their demands although the right to strike is not contained in any of the International Labour Organisation’s (ILO) conventions or recommendations. Two conventions of the ILO are however relevant in the context of strikes and lockouts.1 The first is the Freedom of Association and Protection of the Right to Organise Convention 87 of 1948 and the second convention of importance is the Right to Organise and Collective Bargaining Convention 98 of 1949, both of which was ratified by South Africa and accordingly binds South Africa to comply with their provisions. The ILO appointed legal experts to assist the drafters of the Labour Relations Act,2 (LRA) in order to comply with these conventions. Furthermore section 3 of the LRA provides that the LRA must be interpreted in compliance with the international law obligations of South Africa. Section 27 of the Interim Constitution3 made provision for both the right to strike and the right of employers to lockout. In the proposed text of the final Constitution the recourse of the employer to lockout was not included. The text of the final Constitution was submitted to the Constitutional Court (CC) for certification in that it had to decide whether the new text of the final Constitution complied with the constitutional principles agreed to by the different political parties as the inviolable framework for the final Constitution. The CC delivered its judgment in Ex parte Chairperson of the Constitutional Assembly: In re Certification of the Constitution of the Republic of South Africa4 and concluded that the omission of a right to lockout from the final Constitution does not conflict with constitutional principles. The CC did not agree with the argument, raised by Business South Africa, based on the proposition that the right of employers to lockout is the necessary equivalent to the right of workers to strike and that therefore, in order to treat workers and employers equally, both should be recognized in the new text. The result of this judgment is that employees’ right to strike is expressly protected by section 23 of the Constitution whilst the right of employers to lockout their employees is not expressly entrenched. The employers’ right is however protected by implication through the express protection of the right to bargain collectively in terms of section 23(5) of the Constitution and section 64 of the LRA.

LL.M. (Labour Relations) / Please refer to full text to view abstarct

A research report submitted to the Faculty of Commerce, Law and Management of the University of the Witwatersrand, in partial fulfillment of the requirements of the degree Master of Laws in Labour Law, 2018 / The right to strike is entrenched in the Constitutions of both South Africa (the Constitution of the Republic of South Africa 1996,) and Zimbabwe (The Constitution of the Republic of Zimbabwe Act 20 of 2013 as amended). There has been some significant labour law reforms in Southern Africa particularly in Zimbabwe where the right to strike was constitutionally provided for in 2013. Despite the entrenchment of the right to strike in the Constitutions of South Africa and Zimbabwe, there are limitations to this right to strike. It is submitted that workers have rights to strike within the limits of the law but the reality on the ground gives a different picture. While this thesis subscribes to the right of workers to strike, it also argues that the rights of other parties are as important as the rights of the striking workers. In South Africa there is an entrenched culture of violence within industrial action in this constitutional dispensation era.1 In Zimbabwe strike action is severely restricted through various mechanisms like the Public order and Security Act (POSA) 2007.2 An application letter must be sent to the police so that they can grant clearance for the strike. The only notable strikes that were allowed with minimal police intervention was the National Railways of Zimbabwe strike where workers had not been paid their salaries for 15 months3 and that of the Grain Marketing Board where workers had not been paid for more than 24 months.4 There are significant similarities and disparities on how the Labour Relations Act South Africa and the Labour Act Zimbabwe regulate strike actions. It is also apparent that there are inadequacies in the two Acts and that will require some legislative reforms to remedy incidents of unprotected or unlawful strike action. / XL2019

Research report for the degree of Master of Arts in Industrial Sociology, submitted to the Faculty of Humanities, University of the Witwatersrand, Johannesburg / This research paper studied the recent labour unrest in the East Rand as there has been a rise in the number of marches and demonstrations led by the precarious workers to several workplaces. [No abstract provided. Information taken from introduction] / 2017

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.

The nationwide strike by 70 000 construction workers between 8 and 15 July 2009 was unprecedented and significant in several respects. This was the first national strike on 2010 World Cup sites by South African construction workers and was therefore an historic event. A second key feature of the strike was the unity displayed by workers and trade unions within a sector organised by several trade unions. Engineering and building workers came out on strike, with the Building Construction & Allied Workers Union (BCAWU) and the National Union of Mineworkers (NUM) standing together as their representative organisations. A third feature of the strike was the widespread sympathy for it by the South African public and media. This was despite it potentially setting back progress with World Cup projects. Fourthly, the pressure placed upon the trade unions' negotiating team by the Ministry of Labour and the FIFA Local Organising Committee (LOC) proved lethal in undermining their, assisting in causing them to dilute their trade union demands and demobilising the national strike.

M.Com. (Business Management) / A higher standard of living is one of the greatest needs of the South African population. Labour movements believe that a higher standard of living can actually be achieved by paying higher wages. Unfortunately higher wages are demanded and paid at the expense of productivity which is a vital ingredient for economic growth and ultimately economic survival. Employers within the South African economy can address the low productivity ratios through the implementation of performance related schemes. Gain sharing is one of many interventions management can implement to achieve greater performance through labour. By implementing a gain sharing scheme management is able to relate pay to performance and address efficiency ratios which ultimately affects the competitiveness of South African goods and services against world competitors.