The purpose of this dissertation is to consider whether centralised bargaining, through bargaining councils, is a suitable mechanism for determining minimum wages in South Africa. In addressing this issue, the minimum wage fixing mechanisms currently available in South Africa, the impact they have on the labour markets and whether there is a need for reformation of our labour laws relating to the setting of minimum wages will be considered. The dissertation focuses on the various philosophical perspectives on labour law, the international development of collective labour law, international wage-fixing mechanisms and the development of South African labour law from the Industrial Conciliations Act 11 of 1924 to the current Labour Relations Act 66 of 1995. The current levels of collective bargaining available in South African, focusing on the establishment and functioning of bargaining councils, the extension of and exemption from collective agreements, as well as the use of collective bargaining to set minimum wages are discussed. The advantages and disadvantages of our current minimum wage fixing mechanisms are also discussed. For the purpose of comparison, reference is also made to wage fixing though sectoral determinations, although the focus of the dissertation is on collective labour law. In the international comparison, the development and functioning of the Australian and French wage-setting regulations are discussed, as well as policies that could be considered for application in South Africa. Collective bargaining, and in particular centralised collective bargaining, plays a significant role in South African labour law. Since South Africa does not have a national minimum wage, centralised bargaining remains the main form of fixing minimum wages, apart from sectoral determinations. In the conclusion and recommendations, possible solutions to the shortcomings in our centralised ii bargaining system, as well as alternative means of setting minimum wages are considered. / Dissertation (MSc)--University of Pretoria, 2013. / gm2014 / Mercantile Law / unrestricted

本文擬以第三代政策執行理論為觀點, 並提出一個適合台灣地區勞資關係 政策的分析架構及變數 再分別檢視其對政策執行的影響。全文的安排如 下: 第一章緒論;第二章政策執行的理論分析,探討執行的研究途徑與三代 政策執行理論;第三章勞資關係現況,探究有關工會組織 ,勞資爭議,團體 協約,分紅入股,勞資會議的實施情形; 第四章則為理論架構對勞資關係現 況的解釋;第五章結論。 文中提出一項重要的結論為由於我國勞資關係立 法皆是修定國外的法令制度而得, 但卻未對其精神加以深究,並由於法規 本身的明確性及周延性不足,導致執行的成效不佳。

Mémoire numérisé par la Division de la gestion de documents et des archives de l'Université de Montréal.

Mémoire numérisé par la Division de la gestion de documents et des archives de l'Université de Montréal