Human Resource Management 3 A

COHMA3 - B11

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Higher Education Act, 101, of 1997. Registration Certificate number: 2001/HE07/008
Week 1: Lesson 1
Introduction

An Introduction to employment relations

• Work vs Employment vs Jobs
• Defining Labour Relations
• Origins of Labour Relations
• Traditional approaches to Labour Relations
• The parties to the employment relationship and respective roles
• The environment for Labour Relations
Week 1: Lesson 1
What will be covered in today’s lesson?

• Work vs Employment vs Jobs

• Defining Labour Relations
• Origins of Labour Relations
 Work vs Employment vs Jobs

Any activity performed by a An agreement for work to be A set of tasks / duties ,

person to produce goods to done in exchange for payment performed by one person for a
provide services for use by single economic unit or
another business

Labour Relations can be defined as the area of study and practice of the roles of and the
interactions between the parties to the labour relationship, the various rules and
regulations that govern that relationship, and the environment in which the relationship
plays out.

In your opinion, who governs the rules and regulations when considering work, employment and jobs?
 The Origins of Labour Relations

• Rise of industrialism Dehumanising effects of mass production and the consequent loss
• Mass production of identity among workers, results in massive potential for
• Division of labour conflict
• More specialized work

From an ethical standpoint which approach will be the most effective to manage these
conflicts and how can it be motivated to become relation between employee and employer?

Pluralist Approach Conflict Approach

Unitarist Approach * Expression of organisational conflict
* Cohesive * Multifaceted
* Complex groupings of individuals * Wider division within society
* Unified set of values and goals
* Shared power * Trade unions views as vehicle for change

*Keywords for your notes

The parties to the employment relationship and their respective roles

Role of the Employer vs

Role of a manager?

• What will be the roles of employees?

• What challenges can arise from the primary relationships?
• Who else can be part of this tripartite?

Reading:
Chapter 1 page 20 “Labour Relations in Action
TRADE UNIONS
Definition: Trade union is considered to be an association of employees that seeks to represent its
members interests within the workplace, regulates the relationship between employees and
employers as well as employers organisation. (Textbook page 27)

Types of Unions
Craft Union Industrial Union General Union White-collar Union
* Several industries and * All workers at industry * All sectors regardless * Represent only white-
geographical areas level of industry collar workers

Trade Union Federations

*Four major federations
COSATU NACTU FEDUSA SAFTU
Congress of South African National Council of Trade Federation of Unions in South African Federation
Trade Unions Unions South Africa of Trade Unions

Why join a Trade Union?


To achieve successful application of
employees ‘, “reasons” for joining,
Trade Unions must be well organised
and managed
Rules and Procedures
• Forming structures
• Function of structures
• Election process and office bearers
• Function of officials
• Managing finances
• Governance of the processes
Reasons for joining a Trade Union
• Protection from exploitation
(remember the discussion on primary
relationships)
• Economic and welfare needs
• Job security issues
• Socialisation and self-fulfilment
• Political reasons
• Protection from a particular trade
Hierarchical structure for trade unions
• National Congress
• National Committee and National Executive Council
• Regional Branch Committees
• Local Branch Committees
• Shop Steward Committees
• Shop Stewards
Trade Unions as guided by the key aspects of the Labour Relations Act
(Textbook page 34)
• Freedom of associations
• Representative trade unions
• Access to employer’s premises What about Employers Organisations?
• Union duties
• Shop Stewards Chambers of commerce in South Africa
• • The South African Chamber of Commerce and Industry (SACCI)
Leave for trade union activities
• • National African Federated Chamber of Commerce and Industry (NAFCOC)
Disclosure of information
• • The Small Business Institute (SBI)
Exercising organisational rights
• • Minara Chamber of Commerce
Collective agreements
• • The South African United and Commercial Allied Employers’ Organisation (SA UEO)
Agency shop agreements
• Closed-shop agreements

An employee who is a critical skill at a company, is

also a shop steward and requests leave to attend a
trade union meeting. The leave date conflicts with a
critical plant breakdown. What governs the
Labour Relations Act decision on behalf of the trade union and which can
govern the decision of the company?
MICRO ENVIRONMENT Socio-political environment MACRO ENVIRONMENT

Culture

Policies and Leadership

Procedures
Legal Factors
Economy
• Government policy • The Constitution
• Inflation and • Labour Legislative framework
Organisation
unemployment
• Globalisation
• Technology
Nature of Communication
workforce

Social environment
• Racial and gender imbalances
• Education and training
• Poverty and the standard of living
• Health care
Case Study

WITHDRAWING AN OFFER OF EMPLOYMENT MAY BE CONSIDERED A DISMISSAL

Source: https://effectusharmony.co.za/2020/09/09/lc040219-employment-relationship/

In J J du Preez vs SALGBC, Mr Du Preez applied for a position at the Eden District Municipality, but the
application form had a suspensive condition that should he be the successful candidate, which read : “I hereby
declare that the information given in this form is true and correct. I accept that, in the event of my application
been successful, any information to the contrary will lead to immediate dismissal.”

Mr Du Preez was the successful candidate and signed an offer of employment with the starting date being 13
October 2014. However , on 10 October 2014, the employer asked Mr Du Preez to provide proof of his
references as well as to provide reasons for some previous employment terminations. It subsequently transpired
that Mr Du Preez was dishonest in stating that he previously held the position of Head of Supply Chain
Management at the George Hospital where indeed he was the Administrative Officer and the reason for having
his employment relationship terminated was du to him being dismissed.

The Municipal Manager withdrew the offer of employment on 28 October 2018.

Questions for Discussion

1.Did an employee relationship exist between Mr Du Preez and the

Municipality?
2.Considering the primary relationship between the parties, would you say
there was any exploitation?
3.What remedy could Mr Du Preez apply to resolve his case?
4.What macro environmental factor could the Municipality manager apply to
argue the case of dismissal?
 Activity

Reading:
Labour Relations Act
Listen to:
Can an employee be fairly dismissed based on age?
Quiz

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