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    Labour Law Article

    Copyright:

    © All Rights Reserved
    Download as PDF or read online from Scribd
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    18 views10 pages

    Mishke C

    Uploaded by

    Nabeelah Angamia
    Labour Law Article

    Copyright:

    © All Rights Reserved
    Download as PDF or read online from Scribd
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    of 10
    Contempora sea ye Vol13. No January 2004 , Getting a foot in the door : Organisational rights and collective bargaining in terms of the LRA: by Cae Mince The voluntarist LRA purpose to rfain fom imposing a dtyto Dargai if meat it employers col, onsdring that one of the foes! Shampniyr ase wena poins of tc Latour Relons ACL ronsrepecang nica mambesaf of 1995 (LRA is collective ir erployes — afterall hs woud toring and is ometon, iis fist Gadomine te promotion and yoesten ance surpising find tat the LRA Sfestaenne tere cons no general duty to bargin This means htm empleyer may. inpricpe, The poston in ems of he peedcessr Tscioenggeertrgancalacvely with (196) LRA as dle acting nts 2 wade union — inrespective of the of its wide unfair nbour practice rumerial strength of tht union othe jiacton, the adsl Cour eld na extent 10 which fe union represents ber of cases. tha thee was a legaly employesinthe orployersertniion, enforceable dy to bari, and tht ruining bal bein sod ath Ts The LRA's basic foi of departure in Guy asthe Labo Cus ele eespet of collective barging is at of CCAWUSA & athers Southern Sen volentarsis — whether there a1© Hout tmtrets (Py) Lid 200) 21d ‘ngagements and brganing berien t—_onodeey reaper of Resckonc tte ‘employeranda mdeuionislftuptothe 4995 LRA, In ths sae the tae dea ties, But here arent vlutrsm, Band the LRA tempers the effect of “ola by preiding, fist, for "Shion of hapten ofusio taxi and second by providing forthe Tasty tad nis woud ee ie sought to argue that recognition incded 2m implied dy to bargain in good fait od the argument Inova the scheme ofthe LRA. he execie of hice ha the vio not ppv ep refusal lo bngin wht is refusal co bargain dpe we regulated in «64 of the LRA — the mast imptan satory provision reli ose. ec-out. I ets the prnedres that mist be compieg wth era stk lock ou willenoy the poet of the LRA. Inthe case wes the gue concer oat argh an stn procedural equi ete de ust b feed anon at oy abtaton rrr ast taking place A ets nangin can take a nner fos: he ployer’ fa o reese ade unin 8 4 calletive Bruning agents ast one fo: others ola with fection o te sgt of apy oa ring cn (Given the ft hotest arin nunc established ens of the LRA foris predeesir) achat by orgiingcouni wil alan span vel) spt bout rein Page 52 Janvory 2008 ‘The importance of organisational rights The cher cme ho the volts apts of Ue LRA sth regulon of organise so ths prised ht st bo flloed noe to a insofar ft nthe door ofthe employs fshts make posable fora ade union ob up, canola and maintain 9 pre oie ly nce Teun a td licen nth that tcan eve sce canon por onthe rope ‘wages ems nono employment incomseingthe ital pera ober i tha lative vo 8 de uion. be emplayer nat ns hase onal resources at it pol, but so ht the enpane oul (we insramenstokcptheuion outset Fry zt Amin. seking W etal ef the employers membesand ent ew memes nest inciting dseplinary aod sieves proceedings. Bit th smeiager atts ino forthe LRA) wc avai olga over could civey se thelaw toque aio of ek sy 10 make tic fo rade Contemporary Labour Law Vol 13 Nos January 204 sctvites dd not conse working othe enpoye This mean hat the employee wat in fc being penalised for prfarming ade unin ints —3 Stic aplication of the no work, mo py pei could mean considerably less othe monthly o veka sp, A constitutional right The righto organises nw nsdn 2 ofthe CContison, 1986 — thiemeans tis organisations! rights andthe regulation of rganisational ight by the LRA have a constitutional anctor. In FEDCRAW y Edgars Consolidated Stoves Ltd [2002] 11 BLLR 1069 (LC) the Labour Court teapresse the importance of thes rights the {olloeing ems devon 23 of the Contin of he Repaic of South Africa of 1996. Section 23) to oni. Our stom of lb Imbel tha of mas ete aeons fe ih reuatsthe intercon of barr of Pgs ded by rade mins ccs the orgs dion of nn subscripts, enon tego ade int time of or oon tie, serpent fen ied by inde ‘hc co offic ond aon thee righ shold not be igh dialled. One sei “Tee approachoftheLRA'sonaistona igh ito frat allocate ceramorganistonal ght o win. depending on hi level of represettivenes in 8 ‘wokplice. The LRA’stistoftighs incu ight for asuisely reeseative tie uontockainacess tothe employer's premises (5 (2) and t have ade tnionsubsenpions or levies deducted fom the remeron ofimonmembsby te emplyerend ‘Thislaersigh itll someines efenedioby Ksokd name, namely stoporder facilities, The other ngnisationl right which may be acquired and cerciedby tae unionist ight fr anerploee \whoisanaficebearer of safc peste totakereasoableleave during working ous forthe poe ofpefoming isorer rade wien ction (515), Another st of egaistinal igs canbe equi by majority rade nen only: thei et rade uionrpesenttivs(s 4) and theright tothe icone of formation elvan consultations or trainings 16), ‘The LRA secondly provides foranumnberofmeods inwhich organisational rights may be acquired and nerve by a ade union (oe wios) lading 8 anelation bition process tat fms the oes of521 ofthe LRA. Froma pata perspective the organisational rights set oun 8 18 316 ae important hts fr 2 tade union, enabling it 10 function more eflectvely inside the employer's organisation, Anemplayerandamajny ade unico may lg set esol ofrepresentnvenes — bis spacollctveagroonent atlfechvel tars any oir trode union fom acquiring orgarsaonal rights in the workplace nls his ion has reachod aces ony unin in th workplace he dosnt, majo ‘radeunion will inevialy seo rate Ovesold chip pose ‘The acquisition of organisational rights Organizational ight are ae union ght: these rights canot be exercised bya individ employes, and no individual employee can lay chim to any orgnsationl right. Thre ma. however, be some legal consequenes for some employees — if he employer grate rade union organisonal igh Pages Contemporary Labour kaw vor inrepetofteneminsionandelectionofvade union ‘enployee oman sores wl fave trigsand tes sounded trcpreseaties, COrgisaonarignccnbena ean ie bymeansofaceesc agree consul between the employe ara re mon, Sesion 29 the LA pvt edn reves heerpoye ‘hems fren conchingacalletve apeement regulating organisational rights Vesy often. ‘amis gts are ape ina reozniton freemen not en dost emplast nie ease tf erection genet ecogiethe wade union ns thecolletiv bogsningsgetofsempeyeesor ‘carn category of employees but the arecment tbo setscttowhih ighsthe won willbe ented When the employer athe tae ani esate ‘ergata vis sch the union's it of neces tthe iglyer's prema th dation of tepresentves dy ate isto regu hse ise as hey abe ft. Th parties may agree on shich ‘rganaional ight may bo exereised by he nin the mannerin hich hese organiza! hs wall reverand thebmitinstowhchtheesecise ts ight ar sbjet The partes ae tin this ase baal te organisational igs provided For inthe LRA. ~they en ee other rights well. Isom arent evi sade forthe ght ‘ofthe union tous company telephones, asightioan affce or office space, anes tothe employer's & nail yes andthe uz photocopying Facies. I hes appen couse hat contention aries sors of sgrements ate struck: an employer nay emit access othe company’s tephane stem. ‘aly epetaving eth coeession thea mic buss ht ih making excessive cosy cals, A depute betseon te unon andthe ergot ‘respecte phn cose nae by he nion ‘cin ad considerable sous oF elation. anit 1s very fc oat this right oto impose condos if the wv has besos acsomed avin fies aces to eephones, ptosis and femal syste Page St 1 Nos dnowary 2008 pov th cpa neon ram cn S specs ngs tyke which ays ona orgasim tats tam ely be eld by colleve agreement on ‘emp evetor pn eve some sets acl government, for example. specific eounci Tucomens lf satin ight ad how a here hy acne Hanenphye irene nog awxogniton sgrosmentoranoranstona igh genet ih Sade nin seit fepesetiy ay cpp fo whatver eum ay be pepe tn conde sch a olletve agreement sith sah ny ion is eeprescus highly Skilled ass, for astance. even theugh the mesic sength af tbe union would no pets i 0 any agaist igh tems of he Lea en Bagh i elttly ve find an employer sonchiding agreements rebing 6 twang wane ad unis Some tempoyer teint wing considers option. Wie he asqiston of oznisationa igs inks of the LRA requis the union wo be registred hashing pevens an enplayer frm cone ung 30 gins inion — although the binding efoet and enfxcesbly fthisagreront maybe prcblamat nsagrecmen with an uregisered Considerable preparation, by both partes. is necessary when contemplating negotiating an trgansatonal rights agreement. Genel. the fplnyer would seek to stant fewer or more ‘ested organ ight. lth won would ‘eek to opine bo the nob of erzmnistonl fh and secre, is vou anil beets Sek as fcepae oF ws oFelepones eins impor owes, fhe pts 10 Bear ind thar in this staton, they re Darzaiting about tional igs ath exercise of seis ‘verandbeyond ht hihi tbe LRA and while thetighscnumesed inthe LRA may vet pais seme ea stow ight they want arn tnuiment tan orginal gt or apeceee lmentoarig nhs LRA dest neceeiy mean tht she empl wl gree 1 dhe unions revising thi ig A iso ade io, For instance represen onl lees ube teemployer samplers camot ein sof it Contemporary Labour Law Vol 13 Noo January 2004 sie igs ted nthe URA dng te couse negolting a esotition agent — that ion seal nee of the LRA. Be ete mere soe oF he LRA ih any “Te scon way in which egal igs can beac tad nen by ea he o's being pry 1 9 barging (or stay) coun Secon ofthe LRA provides ut registred uae ‘ron that sa pay 0» cane akomancaly Rs the ight of access tthe employers promis comemplaedins 12 ofthe LRA) athe deduction of trade ion subscrpions or leis (513 of the LRA) in respect ofall workplaces within the registered sepe of he council. The extent 10 which tad unions tersenativ any given workplace isinlevant— ifthe montepresertsnly 260 he employees in a workplace, but the weplace falls ‘winter cope ofthe hrsining cane the anion wil have acess Figs andthe right to eduction of ade union substi The s 21 procedure “he third method wade union can we 1 aie organisational ight sto se the pocedwes lid ‘down m the LRA el, Section 21 oF ie LRA sete ‘ut the procedural ses tht mast be followed the nin ns cheep te pamedcein snails, the employer and the union must mest and step to reach rst be referred t the CCMA for conciation followed by abirain. There ae two important preliminary acpedeofthes2 posed: fry. only the CCMA has jurisdiction to deal with the organational rights dispaes, and wheter ot thete isa bargining or statutory council with jwsditon snare, the matergocedsty to the CCMA, Secondly, 3 night to srke over organisational nights provided fori 682) of he LRA Eventhough the LR& provides ha disputes mths isn soul eer abate, tase rights sues ithe sein pte se abot any mtcr lea within ss 12-15 ofthe LRA, Bt he win rst mak its hoe (itor aPton and tk fotlahoie s65(2xb) provides th ifthe rion ce of a ropose ie, itnay me enerese of 21 forapeialo neta sane dispute zxtbaain ia ms ss em edt ofthe A the core ofthe $21 procedure hes collective Deeg he union apreaces the employer vi request gntorsnintionl igs andthe pis ofthe fxerize, Ifthe parties are notable to reach ‘xbiration (eat vly ark by th ution kes ‘ove. Section 218) ete out the een the CCMA ‘sommissioner mist coder ifthe dapat about ‘wheter orth appanage unionists fepesenive Is provide, fr instance. that the sand the way in which hey ae o be ‘mmission mest sek 19 minimise trade ion proliferation in single workplace (he LRA's pecrenc i fora single, represen tade union ‘na workplace) an tat te commissioners a> insta burden the rang of rans tiahesto more han ne registered tae uron sould impo o he employe In terms fs 218) the workplice, the ne of the organistioal rights requcsted, the nature of the sector. and the ‘orzasntionl history lhe workplace (or ay ter workplace oftheomplaye 4 Fale (Py) Ledy DUSWO [2005] BALR Contemporary Labour Law ss polinada tom tga ny ch inp tral cng 8 rang eo tras oe. vai ur weiss ye la oe i sain cee Sinan Broun &evosiotes eT ‘email: ll @ workplaceco.za L22ICCMA} owes gosto thse ‘onside cient layne, The CCHHA ‘kate ape orig fom the Ket he employer kad withdrawn the granting of certain orgnsoonl iss baaustheunen siopeszaialy tad drop. The meter vant union eur aunt andthe re unio embersipnd een reduc draaticlly det the employer resraciing, The CCMA coms one, invlation tena of he ect tthe sc surdsempyedhy themployerwakshits, making trlatveldifcal forthe union ave acess members 2 he same time; the sector was also chartered by high boar anor In elion to ‘heerzmisina ite. tyastlevantathe e's rnenerphaldsinedtroughnofadf ean, but hati Was da to he employers escanng ‘The onmissonce was heer pet accept aleserdeyeccfrepescniviy hanks woud ops ae accept inter iremstances Inde acer the membership gues spt fausde ion ppv Frorgnstona ih he cennmision as wide powers: he or she may ake ny necessary nies cna he eleva employes and ae in coun ay ter leant ingnaion ‘The issue of representivity (nly eit ade unis an ase the saneey quisionprocodie an oly th agaist rights numero the LRA canbe aque by 3 on inthis way. A trae ion ay ne erin guns ight aertan octet inte LRA ring the proce scomctate and beatin procedures The cena isin te acquisition and exe of gant igs shat of epsatvity — the éxent which rade union epee employees Ince workplace Fore pres of egal Fihs. be LRA distinguishes between major ce ‘ions and_unions that are vsullicintly representa, unos an acta forthe ures cis a excising oaiatioal igh Ge 311 ofthe LRA). batts rately pens a _ppearneton gong skein an tempt bscne "Besle donsian ain any sen are, While Page 56 Contemporary Labour Lae Vor 13 Neo Joanary 2004 ‘amy bodily cyto cstblahwhster eae “aniomrspesesansony Gnasher sn, or hah ofthe enplayee va woe, determining ‘where trademon scl seen forte purpoveof ering org tener task “Teereisn stat dsinionof wha wouldnt safiienteprecentvy’ fede won, However a figure of 37% representation enjoys a eetan opty thi iguonsay belt othc nies Fortheestbishment tty come ints o 39 ofthe LRA. Bu detemining whet a unin is ‘acl representative nay given wok fr the purpose rss igh io jae themuners— aside bon onto sch as the mate a he ane ofthe cmp’ Insinest andthe workover the onstiona hry sn te presen an ates of te ions the swovkplace. ae alo slevant none ofthe eater bration ards his pot(UPUSAy Kem ‘Kiting 1997] $BLLR S08 CCMA) the unin. a ‘hetine ofseeking oezanisationl igh. pes only 7 employees out ofa total of 31 — it had represented 19, bt due to hgh tall move, membership base in te compaay ad shronk ‘consdeaty, The union hereto represented only shou 2%4oftheemployes kine annoy win The CCMA consisiner orth radeon bbe given the right of acess 10 the employers mies, the ig to Bods monly meting with members th employer premizesdinthe ch trek andthe igh 1 the dedcton oF ade ion stscrpons,Thecomissone nko acouhe fac tat the uion wa he only ae easing nd recrtinginth workplan tthe noha presence at the worl For sono prol tine, Tnvas clear he commision state. hat he ion ‘warcpablofecntngamannyoeaployees and sheer coneing enrol righ mad ea ‘ations sense wie ao tending oinimie the seers poten of vad wit presenti ‘single workplace figs suc chs mene et ao workplic. Even the employer's past ebance © rant organisstonl gh i factor not entirely relevant. nSACTWU y Sheraton Texies (PQ) {La (1097 5 BLLR 662 (CCMA), fr instance 0 ter nin was involved the workplace, andthe applicant union represented almost 308 of the tmployees in the workplace. The CCMA ‘ummissionerconfered aces igs and riht to have subseriptions deductd from employees remuneration reaeoing a alls etre or ie representatives Thre author fo he fragh. Teton beset eae one wih he insapaie igen hat The mi as be igh fora der rg ig anil rg. note for that has entered int consieation is ‘oistencym reste of unions bythe employer. Contemporary Labour Law Vol 13 Nos January 2004 Uheenployerandthetad union insteadofslelythe In Organisation of Labour Aft (OLA) v Old umber of members the union repseents sn the Mutual Life Assurance Co (SA) [2003] 9 BALR | | { | 1052 {CCMA} anion with only 31 members proached the employer, requesting soc nihis ane stop ode fies Out of etl workforce of 15 000 employes, this represented a mere 2% reposentton One elvan faces the COMA Commissioner inated, was he employer scurent TB ofthe ds proies 0 macnn far be defined i collec oreenen wth 2 In Group 4 Fake (Pq) Lid v DUSWO [2003] 4 BALR 422 (CCMA) the ion found ise in recarious positon afer ie membership had bees Contemporary Labour Law Vol13 No 6 Sanusry 2008 i | decimated bythe employers esiuctuing The standdomeositsbrinng nit Bu does be | employer had informally grated a number of tenn workolc’ lett ent onaniton plan ‘organisational right, bu, wit the now reduced oF operation, ot does it feta cetin group or membership, ook the view tht the union was no category ofemplyees nthe caso ok vehi longer sulficiently representative feexeese these manera recap ade anon epee rights. Inthe Western Cape, ts only province inthe majo of uly pid employers or Paterson which he union wasaciveicepesented only 24% Grade Cand D employes. an he uni ay be i ofthe employers workers (r0 5% of teenie recognised coltve barganing ape nese rational workforce) Forthe COMA ecmmisoner tht barging unit however, the adeisative ita clear ht the nioncouldocenoy the LRA'S fictions oes pcsoning, poor! sons nd) aor rights (ght o elect shop stewards and other rts ofthe operation ae included it maybe ‘sclosue of infomation: 5:18 and 16), but the that this unio does wot represent a monty of employer's argument that 2 20-25% level of emplayeesntheente‘woplace’ tall Whats the scpesenvty would be sficint forthe purposes difference between a “bargaining unit” and 3 ‘also rejected. The employer was prepared to grant fororzanisational rights, to represent the majority of these $512 and 15 rights to ater union which only oe caer rack ofemploecs suchas has represeedonly 61% ofthe were, and forthe or weekly pant erplyees ‘commisoner, the employes aby its ow argent Sel the eel of eprecentiviy a 6.1% (or 114 members) ‘This pivotal diferenoe hersen workplace and Tarpaning unit was coal to the cpt i Olt Chemical General & Aled Workers Union v After also taking into account all the other Volkswagen of SA (Py) Le & another 2002) 22 ‘considerations listed in $21(8 ofthe LRA, the TL} 220 (CCMA). There was a majoety union ‘CCMA commissioner held ht bacause the other (NUMSA), recognised by the employer (XWSA) as union enjoyed eights sought the present union thecoletive baring agent in respect cetin ith 6.1% membership, the sane threshold would bags unt — all uly paid employes. The apply. The union ihe cseHadonly 49 members, applicant union (OCGAWY) apple for sighs of nd to increas this amber to 1H, given the nanare ses tthe premises and deduction of de union ‘ofthe workplace andthe rate ofthe seco, the subscriptions the employer refed fo gant these union would need to purse a vigorous ecnniment right, nd the mater war refed fot CCMA. Programme ling a Jest fur six months. The Afar the csp had ben refered othe CCMA, ‘ter ight (pera omsjoriy rade unions) the theempoyer andthe majo anion relying om 17 ‘union tad infomaly enjoyed were withdaw, and. ofthe LRA amended heir ecomniton aise 0 the union was given four momhs to increase its estasha treshold’— providing tht ade unin membership t reach the 61% uel. Ihe non wouldhavtorepesrat lst 4% of employes failed Wo reach the tage, he employer would be in the Bargaining unit im order 49 qualify for entiledowitirawevenrighsfaccessto premises organistion ih dod stop ode es ~” “The CCMA commissions cry asd the Workplaces and bargaining units provision of the LRA and cane tothe cnchsion thatthe phrase “majority of employees inthe The level of epresentivty ofthe wade union is workplace asitappeisinss Hand I6ofthe LRA, Imessuedagsinstthe'workplice'—s ToftheLRA for example, indeed refered the mijrity of Provides thatthe union must be ‘sufficiently employossinarecogisotbarasining nitro the representative’ withefrencetoe"workpace.The ete operation, pant orongnsation Hisrasoning concep of ‘wodpace agin defined in «213 of insrctve the LRA as being the place or places where ‘employees work. The LRA dees not refer, 36 3 Page ss Contemporary Labour Lave Vol 13 N06 January 2008 ening maori og Bargin fon lacks « maj among is ewponee aa ‘conse athens hare had hasineton. Similar be pase major of employes the orice 25.2428 salon wh mj of ener Thenradectonofohighatvehodfortade Support ano ary pd enploees hae conta rata dearer te that the Leiltre had sch a operon aetnng Ce #10 0), Ths roel te snd ogin bibs represcaton or even najoity epeseratin mist be meatued — whether is gnnt the “raining unit” apainst he woke 8 we tadionsly anders the fem, remains an open ueston nd ther dvs have aecpeted that he worl the citi ater han the bargsining un. The imerprettion ofthe CCMA commision ouined shove just one, spo doubt ther snations wl vise what is ee Becomes at only selevas but (cise Rights for minority unions Is it possible fr rade onthe does nt epeset emai of enployeesin the workplace eke inorder 40 compel the employer to grant it crganzatonl rights? Woulé uch ie eno the Frotestion ofthe LRA? This issie wally decided by the Constitional Coat n NUMSA & others der Bop (Pe) Lid & another [2005] 2 BLL 103 (CC), The Consttational Cou attached considerable importance tthe fundamen ght 0 sake (peoteced ins sought io imerpret he LRA isuchavay astoaved ling is constitconl ight ofthe Continion, and Past of Chap oft dress nav (ec for thi enfrcenen is le provid fr in yore Cnr the werglace so Contemporary Labour Law capable offoming th sbjct mater of calc tte agreements and copable of being refered 10 the CCMA for contin, the condition precedent protected sie actiom (at 121) Inthe view ofthe Constitional Cour, this decision "hat nor trade unions may esr oak in support ofa demand for organisational gh would have relatively litle peatieal impact; because a ‘aller union would not have the instal mzle {0 launch and susin an effete tke: The implications ofboth the approach to interpretation adopted here, and. the merpretation el wl bs tmportnfir labour le However es ec mayhae ony mid Impact on induiial relations practic. ‘minor unm that doesnt guaify even as “ficiently representa wllrasly be bls ‘otauch on feces agains eplver 10 secwe aces 10 the workplace, nop-oder Joclites or tine of for rade sion aie The more members the won has the more likely the employer vill accep that i ety represent win the mening ofthe et. at et for he pres of ection 12,13 and 15, Po approach prefered i tis udgment ilove greatest in lation ‘othe recegniion of shop tewande Unions are only ented 10 have ther shop stewards recopised when they con extabich hy are the jority anion The Linton on he igh of non members to be represented bythe own shop stewards is where the nab of the constiasional complaint lis. However, the Inerpreation adopted docs not man th ‘minor unions wil be ented have ter shop stewards recogeeed. means only that the recognition oftheir shop stewards és @ egiimate subject mater for barging and Induseial acon Employers wll not be oblged to recognise shop steward fr alo any of he urpses contemplate by section 14. The pre- cise purpese for which rcopniton is rane ‘erated acl will bea mate forthe process of collec barging resolve fat 1223) Asana, itistethsta mall minority anion wllaot beable to eetvely engage in industrial action in support of demand for organisational righ. Tete Page 60 Vol 13 Noe January — 2004 maybe however exceptions anunerly sal ion representing a highly silled group of employees — sachs engines or enor artisans —could possibly ‘ing the employe’ operations to halt f they ‘withcew ther expertise in uppnt oftheir union's demands fororgsnistonal igh More than a foot in the door (Organisational ris for trade unions ar a pivotal puttin the LRA's scheme of promoting and protecting collective bargaining thy ae anccesary corollary to the LRA's volunzarist collective ‘bargaining approach, an provide ade unions with the esental nstruments fr not only securing an ‘rgvisationalfcthld in the employer's business, ‘tao laying tke Foundations fora fuurecolectve ‘nraining elation with he employer Wale an ‘stblshed ade union maybeinapostionto compel an employer to bargain by means of exercising econunie power in the for of ike, or case ‘hey ae party to bargaining coun smaller ade union may have no other option bt oly on the provisions of the LRA to open the door of the employers organization. Theitseofrepresentvity, \wheherthe won represents ‘cen! percentage oftheempoyers workforce remains ane ofthe mat iia cna asesin the cones of organisations tights Finding an ansvertothisqueston ens more than ang up exiting membership numbers, but also considering fare implications to ensure that the union snot deprived ofthe means to reerit and ‘grow stronger and more powerful inthe future. Colles bargaining, nits essence, about power, counterbalanced by the power of he ther pay. the absence of organisational rights, it would be

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