Collective bargaining challenges in the public service sector
- Authors: Maleka, Reuben Mpono
- Date: 2024-04
- Subjects: Collective bargaining -- South Africa , Collective labor agreements -- South Africa , Arbitration, Industrial -- South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/66283 , vital:74474
- Description: The concept of collective bargaining is a very old employment relations concept that has evolved and developed over the years. The concept originated in the British trade union and other related labour movement,1 but it was Samuel Gompers, an American labour leader, who developed its common use in his country. Over the years the use and development of collective bargaining has spread over the world and therefore “collective bargaining has a long history, evidenced by developments in different countries, as well as by the importance it has played in granting workers a greater voice in organizations”.2 The Labour Relations Act, 66 of 1995 (“LRA”) was enacted with the view to facilitate collective bargaining3 between employers, employers' organizations, trade unions, and employees in order to set working conditions, develop industrial policy, and deal with other issues that are of common interest.4 In practice, collective bargaining involves demand and concession between parties up until a compromise can be found.5 Hence, collective bargaining may not be reduced to mere consultations, as it requires each party to not simply attend to and consider the representations of the other, but also sacrifice fixed positions whenever possible in order to reach a compromise.6 Notably, traditional collective bargaining is a mechanism to negotiate the terms and conditions of employment and is not a vehicle to facilitate joint decision making.7 The greatest net benefit from collective bargaining can be obtained when a system that promotes good faith bargaining and the efficient enforcement of collective agreements is in place , Thesis (LLM) -- Faculty of Law, Department of Mercantile Law, 2024 , The concept of collective bargaining is a very old employment relations concept that has evolved and developed over the years. The concept originated in the British trade union and other related labour movement, but it was Samuel Gompers, an American labour leader, who developed its common use in his country. Over the years the use and development of collective bargaining has spread over the world and therefore “collective bargaining has a long history, evidenced by developments in different countries, as well as by the importance it has played in granting workers a greater voice in organizations”. The Labour Relations Act, 66 of 1995 (“LRA”) was enacted with the view to facilitate collective bargaining between employers, employers' organizations, trade unions, and employees in order to set working conditions, develop industrial policy, and deal with other issues that are of common interest. In practice, collective bargaining involves demand and concession between parties up until a compromise can be found. Hence, collective bargaining may not be reduced to mere consultations, as it requires each party to not simply attend to and consider the representations of the other, but also sacrifice fixed positions whenever possible in order to reach a compromise. Notably, traditional collective bargaining is a mechanism to negotiate the terms and conditions of employment and is not a vehicle to facilitate joint decision making. The greatest net benefit from collective bargaining can be obtained when a system that promotes good faith bargaining and the efficient enforcement of collective agreements is in place
- Full Text:
- Date Issued: 2024-04
- Authors: Maleka, Reuben Mpono
- Date: 2024-04
- Subjects: Collective bargaining -- South Africa , Collective labor agreements -- South Africa , Arbitration, Industrial -- South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/66283 , vital:74474
- Description: The concept of collective bargaining is a very old employment relations concept that has evolved and developed over the years. The concept originated in the British trade union and other related labour movement,1 but it was Samuel Gompers, an American labour leader, who developed its common use in his country. Over the years the use and development of collective bargaining has spread over the world and therefore “collective bargaining has a long history, evidenced by developments in different countries, as well as by the importance it has played in granting workers a greater voice in organizations”.2 The Labour Relations Act, 66 of 1995 (“LRA”) was enacted with the view to facilitate collective bargaining3 between employers, employers' organizations, trade unions, and employees in order to set working conditions, develop industrial policy, and deal with other issues that are of common interest.4 In practice, collective bargaining involves demand and concession between parties up until a compromise can be found.5 Hence, collective bargaining may not be reduced to mere consultations, as it requires each party to not simply attend to and consider the representations of the other, but also sacrifice fixed positions whenever possible in order to reach a compromise.6 Notably, traditional collective bargaining is a mechanism to negotiate the terms and conditions of employment and is not a vehicle to facilitate joint decision making.7 The greatest net benefit from collective bargaining can be obtained when a system that promotes good faith bargaining and the efficient enforcement of collective agreements is in place , Thesis (LLM) -- Faculty of Law, Department of Mercantile Law, 2024 , The concept of collective bargaining is a very old employment relations concept that has evolved and developed over the years. The concept originated in the British trade union and other related labour movement, but it was Samuel Gompers, an American labour leader, who developed its common use in his country. Over the years the use and development of collective bargaining has spread over the world and therefore “collective bargaining has a long history, evidenced by developments in different countries, as well as by the importance it has played in granting workers a greater voice in organizations”. The Labour Relations Act, 66 of 1995 (“LRA”) was enacted with the view to facilitate collective bargaining between employers, employers' organizations, trade unions, and employees in order to set working conditions, develop industrial policy, and deal with other issues that are of common interest. In practice, collective bargaining involves demand and concession between parties up until a compromise can be found. Hence, collective bargaining may not be reduced to mere consultations, as it requires each party to not simply attend to and consider the representations of the other, but also sacrifice fixed positions whenever possible in order to reach a compromise. Notably, traditional collective bargaining is a mechanism to negotiate the terms and conditions of employment and is not a vehicle to facilitate joint decision making. The greatest net benefit from collective bargaining can be obtained when a system that promotes good faith bargaining and the efficient enforcement of collective agreements is in place
- Full Text:
- Date Issued: 2024-04
Dismissal for operational requirements in the context of collective bargaining
- Authors: Mfaxa, Mncedisi
- Date: 2017
- Subjects: Collective bargaining -- South Africa , Collective bargaining -- Dismissal of Industrial relations -- South Africa
- Language: English
- Type: Thesis , Masters , LLM
- Identifier: http://hdl.handle.net/10948/13923 , vital:27358
- Description: The highly competitive environment in which companies functions prompts the need to review their operations which may include reconsideration of the manning levels, and or changing terms and conditions of employment in order to be able to survive and prosper economically. The difficulty arises when the employers have to respond to the challenges. By law the employers are legally prohibited from unilaterally effecting the changes to the terms and conditions of employment. Furthermore, changing terms and conditions of employment is dealt with through collective bargaining and as such, the dismissal is outlawed as a legitimate instrument to coerce the employees to concede to the proposals. So the employers have to obtain an agreement or consent with the affected employees. In terms of the 1956 LRA the employer could justifiably terminate the contract of employment within the context of collective bargaining. For the employer to avoid offending the lock out provisions in terms of the 1956 LRA, the lock-out dismissal had to be effected in order to achieve a specific purpose, and it had to be conditional. Unlike its predecessor, the 1995 Labour Relations Act introduced section 187(1)(c) which renders the so-called lock-out dismissal by an employer, within the context of collective bargaining, automatically unfair. Section 187(1)(c) categorises a dismissal as automatically unfair, if the reason is a refusal by employees to accept a demand in respect of any matter of mutual interest between them and their employer. The employers are however permitted in terms of the 1995 LRA, to dismiss the employees based on operational grounds, as long as the requisite process has been adhered to. The employers need to restructure their operations in order to ensure that terms and conditions of employment are responsive to operational needs. Where the employees’ terms and conditions of employment are not in line with the company operational requirements, the need to terminate the employment contracts of the employees may arise. The employers are within their right to terminate the service of the employees who refuse to accept changes to their conditions of service based on the employers’ operational requirements. The court in Schoeman v Samsung Electronics confirmed that employer’s right to run its business in a successful manner, which includes affecting changes to the existing terms and conditions of employment to be aligned with the market demand. The dismissal is outlawed as a mechanism to coerce the employees to acceptance the employer’s demand relating to matters of mutual interest. At the same time, the employers are within their rights terminate the service of the employees who refuse to accept changes to their conditions of service based on the employers operational requirements. There is a clear tension between sections 187(1) (c), 188(1) (ii) and 189 of LRA. When the employers seek to review the terms and conditions of employment, the tension between these sections becomes more common, as it involves the matters of mutual interest which are dealt with through the collective bargaining arena and the dispute of right through arbitration. In Fry’s Metals v Numsa the court rejected the notion that there is tension between section 187(1) (c) and section 188(1) (a) (ii) of the LRA. Instead the court was of the view that, there is a historical context to section 187(1) (c) which is the now repealed 1956 Labour Relations Act. The 1956 LRA included in its definition of a lock-out the termination by the employer. Secondly, the court interpreted section 187(1)(C) to only give protection to employees who are dismissed in order to compel them to accept a demand on a matter of mutual interest, and only where the dismissal was of a temporary nature. The court interpretation in Fry’s metals implied that, section 187(1)(c) will only come to the defence of employees if they are dismissed for the purpose compelling them to accept a demand on a matter of mutual interest, and if the dismissal was of a temporary nature. Where a permanent dismissal is effected because employees would not accept its demands, section 187(1) (c) could not come to the employees’ protection. Considering that the lock out provided for in terms of the 1995 LRA is not a preferred option by most of the employers, they will rather resort to use the loophole created by the narrow interpretation of section 187(1)(c) to circumvent having to secure consensus from the affected employees and rather dismissed them based on operational requirements. This study seeks to deal with the questions relating to the relationship between collective bargaining related dismissals in particular the automatically unfair dismissal in terms of section 187(1) (c) and business restructuring related dismissal. As such the relationship between sections 187(1) (c) and dismissals based on operational requirements will be central to this study.
- Full Text:
- Date Issued: 2017
- Authors: Mfaxa, Mncedisi
- Date: 2017
- Subjects: Collective bargaining -- South Africa , Collective bargaining -- Dismissal of Industrial relations -- South Africa
- Language: English
- Type: Thesis , Masters , LLM
- Identifier: http://hdl.handle.net/10948/13923 , vital:27358
- Description: The highly competitive environment in which companies functions prompts the need to review their operations which may include reconsideration of the manning levels, and or changing terms and conditions of employment in order to be able to survive and prosper economically. The difficulty arises when the employers have to respond to the challenges. By law the employers are legally prohibited from unilaterally effecting the changes to the terms and conditions of employment. Furthermore, changing terms and conditions of employment is dealt with through collective bargaining and as such, the dismissal is outlawed as a legitimate instrument to coerce the employees to concede to the proposals. So the employers have to obtain an agreement or consent with the affected employees. In terms of the 1956 LRA the employer could justifiably terminate the contract of employment within the context of collective bargaining. For the employer to avoid offending the lock out provisions in terms of the 1956 LRA, the lock-out dismissal had to be effected in order to achieve a specific purpose, and it had to be conditional. Unlike its predecessor, the 1995 Labour Relations Act introduced section 187(1)(c) which renders the so-called lock-out dismissal by an employer, within the context of collective bargaining, automatically unfair. Section 187(1)(c) categorises a dismissal as automatically unfair, if the reason is a refusal by employees to accept a demand in respect of any matter of mutual interest between them and their employer. The employers are however permitted in terms of the 1995 LRA, to dismiss the employees based on operational grounds, as long as the requisite process has been adhered to. The employers need to restructure their operations in order to ensure that terms and conditions of employment are responsive to operational needs. Where the employees’ terms and conditions of employment are not in line with the company operational requirements, the need to terminate the employment contracts of the employees may arise. The employers are within their right to terminate the service of the employees who refuse to accept changes to their conditions of service based on the employers’ operational requirements. The court in Schoeman v Samsung Electronics confirmed that employer’s right to run its business in a successful manner, which includes affecting changes to the existing terms and conditions of employment to be aligned with the market demand. The dismissal is outlawed as a mechanism to coerce the employees to acceptance the employer’s demand relating to matters of mutual interest. At the same time, the employers are within their rights terminate the service of the employees who refuse to accept changes to their conditions of service based on the employers operational requirements. There is a clear tension between sections 187(1) (c), 188(1) (ii) and 189 of LRA. When the employers seek to review the terms and conditions of employment, the tension between these sections becomes more common, as it involves the matters of mutual interest which are dealt with through the collective bargaining arena and the dispute of right through arbitration. In Fry’s Metals v Numsa the court rejected the notion that there is tension between section 187(1) (c) and section 188(1) (a) (ii) of the LRA. Instead the court was of the view that, there is a historical context to section 187(1) (c) which is the now repealed 1956 Labour Relations Act. The 1956 LRA included in its definition of a lock-out the termination by the employer. Secondly, the court interpreted section 187(1)(C) to only give protection to employees who are dismissed in order to compel them to accept a demand on a matter of mutual interest, and only where the dismissal was of a temporary nature. The court interpretation in Fry’s metals implied that, section 187(1)(c) will only come to the defence of employees if they are dismissed for the purpose compelling them to accept a demand on a matter of mutual interest, and if the dismissal was of a temporary nature. Where a permanent dismissal is effected because employees would not accept its demands, section 187(1) (c) could not come to the employees’ protection. Considering that the lock out provided for in terms of the 1995 LRA is not a preferred option by most of the employers, they will rather resort to use the loophole created by the narrow interpretation of section 187(1)(c) to circumvent having to secure consensus from the affected employees and rather dismissed them based on operational requirements. This study seeks to deal with the questions relating to the relationship between collective bargaining related dismissals in particular the automatically unfair dismissal in terms of section 187(1) (c) and business restructuring related dismissal. As such the relationship between sections 187(1) (c) and dismissals based on operational requirements will be central to this study.
- Full Text:
- Date Issued: 2017
Settlement agreement on wages & substantive conditions of employment entered into and between Rainbow Frams (Pty) LTD and the unions Food and ALlied Workers Unione and National Union of Food, Beverages, Wine, Spirits and Allied Workers acting jointly
- Rainbow Farms (Pty) LTD, Food and Allied Workers Union, National Union of Food, Beverages, Wine, Spirits and Allied Workers
- Authors: Rainbow Farms (Pty) LTD , Food and Allied Workers Union , National Union of Food, Beverages, Wine, Spirits and Allied Workers
- Date: 2015-04-08
- Subjects: Rainbow Farms (Pty) LTD , National Union of Food, Beverages, Wine, Spirits and Allied Workers (NUFBSWSAW) , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/95262 , vital:31137 , Labour Research Service (LRS)
- Description: Settlement agreement on wages & substantive conditions of employment entered into and between Rainbow Farms (Pty) LTD and the unions Food and Allied Workers Union and National Union of Food, Beverages, Wine, Spirits and Allied Workers acting jointly.
- Full Text:
- Date Issued: 2015-04-08
- Authors: Rainbow Farms (Pty) LTD , Food and Allied Workers Union , National Union of Food, Beverages, Wine, Spirits and Allied Workers
- Date: 2015-04-08
- Subjects: Rainbow Farms (Pty) LTD , National Union of Food, Beverages, Wine, Spirits and Allied Workers (NUFBSWSAW) , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/95262 , vital:31137 , Labour Research Service (LRS)
- Description: Settlement agreement on wages & substantive conditions of employment entered into and between Rainbow Farms (Pty) LTD and the unions Food and Allied Workers Union and National Union of Food, Beverages, Wine, Spirits and Allied Workers acting jointly.
- Full Text:
- Date Issued: 2015-04-08
2015 Agreement: Collective agreement entered into between Petrow Food Ingredients (Pty) Ltd and Food and Allied Workers Union
- Petrow Food Ingredients (Pty) Ltd, Food and Allied Workers Union
- Authors: Petrow Food Ingredients (Pty) Ltd , Food and Allied Workers Union
- Date: 2014-12-02
- Subjects: Petrow Food Ingredients (Pty) Ltd , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/94531 , vital:31053 , Labour Research Service (LRS)
- Description: 2015 Agreement: Collective agreement entered into between Petrow Food Ingredients (Pty) Ltd and Food and Allied Workers Union.
- Full Text:
- Date Issued: 2014-12-02
- Authors: Petrow Food Ingredients (Pty) Ltd , Food and Allied Workers Union
- Date: 2014-12-02
- Subjects: Petrow Food Ingredients (Pty) Ltd , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/94531 , vital:31053 , Labour Research Service (LRS)
- Description: 2015 Agreement: Collective agreement entered into between Petrow Food Ingredients (Pty) Ltd and Food and Allied Workers Union.
- Full Text:
- Date Issued: 2014-12-02
2014 Collective agreement between Tuberflora and Food and Allied Workers Union
- Tuberflora, Food and Allied Workers Union
- Authors: Tuberflora , Food and Allied Workers Union
- Date: 2014-11-19
- Subjects: Tuberflora , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/94635 , vital:31063 , Labour Research Service (LRS)
- Description: 2014 Collective agreement between Tuberflora and Food and Allied Workers Union.
- Full Text:
- Date Issued: 2014-11-19
- Authors: Tuberflora , Food and Allied Workers Union
- Date: 2014-11-19
- Subjects: Tuberflora , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/94635 , vital:31063 , Labour Research Service (LRS)
- Description: 2014 Collective agreement between Tuberflora and Food and Allied Workers Union.
- Full Text:
- Date Issued: 2014-11-19
Wage settlement agreement entered into between FAWU and Cremona and Sons Cheese Factory
- Cremona and Sons Cheese Factory, Food and Allied Workers Union
- Authors: Cremona and Sons Cheese Factory , Food and Allied Workers Union
- Date: 2014-10-9
- Subjects: Cremona and Sons Cheese Factory , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/95240 , vital:31134 , Labour Research Service (LRS)
- Description: Wage settlement agreement entered into between FAWU and Cremona and Sons Cheese Factory.
- Full Text:
- Date Issued: 2014-10-9
- Authors: Cremona and Sons Cheese Factory , Food and Allied Workers Union
- Date: 2014-10-9
- Subjects: Cremona and Sons Cheese Factory , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/95240 , vital:31134 , Labour Research Service (LRS)
- Description: Wage settlement agreement entered into between FAWU and Cremona and Sons Cheese Factory.
- Full Text:
- Date Issued: 2014-10-9
Wage negotiations for 2015 agreement: Dr. Oetker S.A. and Food and Allied Workers Union and its members at Dr Oetker
- Dr. Oetker S.A., Food and Allied Workers Union
- Authors: Dr. Oetker S.A. , Food and Allied Workers Union
- Date: 2014-10-27
- Subjects: Dr. Oetker S.A. , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/94614 , vital:31061 , Labour Research Service (LRS)
- Description: Wage negotiations for 2015 agreement: Dr. Oetker S.A. and Food and Allied Workers Union and its members at Dr Oetker.
- Full Text:
- Date Issued: 2014-10-27
- Authors: Dr. Oetker S.A. , Food and Allied Workers Union
- Date: 2014-10-27
- Subjects: Dr. Oetker S.A. , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/94614 , vital:31061 , Labour Research Service (LRS)
- Description: Wage negotiations for 2015 agreement: Dr. Oetker S.A. and Food and Allied Workers Union and its members at Dr Oetker.
- Full Text:
- Date Issued: 2014-10-27
Agreement on wage and substantive conditions of employment between Peermont Global LTD t/a Emporers Palace and Food and Allied Workers Union
- Peermont Global LTD, Food and Allied Workers Union
- Authors: Peermont Global LTD , Food and Allied Workers Union
- Date: 2014-10-24
- Subjects: Peermont Global LTD , Emporers Palace , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/95251 , vital:31135 , Labour Research Service (LRS)
- Description: Agreement on wage and substantive conditions of employment between Peermont Global LTD t/a Emporers Palace and Food and Allied Workers Union.
- Full Text:
- Date Issued: 2014-10-24
- Authors: Peermont Global LTD , Food and Allied Workers Union
- Date: 2014-10-24
- Subjects: Peermont Global LTD , Emporers Palace , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/95251 , vital:31135 , Labour Research Service (LRS)
- Description: Agreement on wage and substantive conditions of employment between Peermont Global LTD t/a Emporers Palace and Food and Allied Workers Union.
- Full Text:
- Date Issued: 2014-10-24
Memorandum of Agreement between Davita (PTY) LTD and Food and Allied Worker's Union
- Davita (PTY) LTD, Food and Allied Workers Union
- Authors: Davita (PTY) LTD , Food and Allied Workers Union
- Date: 2014-10-13
- Subjects: Davita (PTY) LTD , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/95229 , vital:31133 , Labour Research Service (LRS)
- Description: Memorandum of Agreement between Davita (PTY) LTD and Food and Allied Worker's Union.
- Full Text:
- Date Issued: 2014-10-13
- Authors: Davita (PTY) LTD , Food and Allied Workers Union
- Date: 2014-10-13
- Subjects: Davita (PTY) LTD , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/95229 , vital:31133 , Labour Research Service (LRS)
- Description: Memorandum of Agreement between Davita (PTY) LTD and Food and Allied Worker's Union.
- Full Text:
- Date Issued: 2014-10-13
Settlement agreement on substantive conditions of employment entered into and between Epol, a division of Rainbow Farms (Pty) LTD and Food and Allied Workers Union (FAWU)
- Epol, Rainbow Farms (Pty) LTD, Food and Allied Workers Union
- Authors: Epol , Rainbow Farms (Pty) LTD , Food and Allied Workers Union
- Date: 2014-09-30
- Subjects: Epol , Rainbow Farms (Pty) LTD , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa , Wages -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/112355 , vital:33572 , Labour Research Service (LRS)
- Description: Settlement agreement on substantive conditions of employment entered into and between Epol, a division of Rainbow Farms (Pty) LTD and Food and Allied Workers Union (FAWU).
- Full Text:
- Date Issued: 2014-09-30
- Authors: Epol , Rainbow Farms (Pty) LTD , Food and Allied Workers Union
- Date: 2014-09-30
- Subjects: Epol , Rainbow Farms (Pty) LTD , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa , Wages -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/112355 , vital:33572 , Labour Research Service (LRS)
- Description: Settlement agreement on substantive conditions of employment entered into and between Epol, a division of Rainbow Farms (Pty) LTD and Food and Allied Workers Union (FAWU).
- Full Text:
- Date Issued: 2014-09-30
Wage negotiations agreement between Vusi Sweepers & Scriber and FAWU on behalf of employees
- Vusi Sweepers & Scriber, Food and Allied Workers Union
- Authors: Vusi Sweepers & Scriber , Food and Allied Workers Union
- Date: 2014-09-23
- Subjects: Vusi Sweepers & Scriber , Food and Allied Workers Union , Collective bargaining -- South Africa , Wages -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/112292 , vital:33566 , Labour Research Service (LRS)
- Description: Wage negotiations agreement between Vusi Sweepers & Scriber and FAWU on behalf of employees.
- Full Text:
- Date Issued: 2014-09-23
- Authors: Vusi Sweepers & Scriber , Food and Allied Workers Union
- Date: 2014-09-23
- Subjects: Vusi Sweepers & Scriber , Food and Allied Workers Union , Collective bargaining -- South Africa , Wages -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/112292 , vital:33566 , Labour Research Service (LRS)
- Description: Wage negotiations agreement between Vusi Sweepers & Scriber and FAWU on behalf of employees.
- Full Text:
- Date Issued: 2014-09-23
Memorandum of a wage agreement entered into between FAWU and Beestepan Boerdery (PTY) Ltd
- Beestepan Boerdery (PTY) Ltd, Food and Allied Workers Union
- Authors: Beestepan Boerdery (PTY) Ltd , Food and Allied Workers Union
- Date: 2014-09-15
- Subjects: Beestepan Boerdery (PTY) Ltd , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/112447 , vital:33582 , Labour Research Service (LRS)
- Description: Memorandum of a wage agreement entered into between FAWU and Beestepan Boerdery (PTY) Ltd.
- Full Text:
- Date Issued: 2014-09-15
- Authors: Beestepan Boerdery (PTY) Ltd , Food and Allied Workers Union
- Date: 2014-09-15
- Subjects: Beestepan Boerdery (PTY) Ltd , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/112447 , vital:33582 , Labour Research Service (LRS)
- Description: Memorandum of a wage agreement entered into between FAWU and Beestepan Boerdery (PTY) Ltd.
- Full Text:
- Date Issued: 2014-09-15
Wage agreements between Food and Allied Workers Union (FAWU) and Kanhym Estates (PTY) LTD (KANHYM)
- Kanhym Estates (PTY) LTD, Food and Allied Workers Union
- Authors: Kanhym Estates (PTY) LTD , Food and Allied Workers Union
- Date: 2014-09-15
- Subjects: Kanhym Estates (PTY) LTD , Food and Allied Workers Union , Collective bargaining -- South Africa , Wages -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/112265 , vital:33563 , Labour Research Service (LRS)
- Description: Wage agreements between Food and Allied Workers Union (FAWU) and Kanhym Estates (PTY) LTD (KANHYM)
- Full Text:
- Date Issued: 2014-09-15
- Authors: Kanhym Estates (PTY) LTD , Food and Allied Workers Union
- Date: 2014-09-15
- Subjects: Kanhym Estates (PTY) LTD , Food and Allied Workers Union , Collective bargaining -- South Africa , Wages -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/112265 , vital:33563 , Labour Research Service (LRS)
- Description: Wage agreements between Food and Allied Workers Union (FAWU) and Kanhym Estates (PTY) LTD (KANHYM)
- Full Text:
- Date Issued: 2014-09-15
National substantive agreement entered into between two parties, being: Essential Foods: Grains, a division of Pioneer Foods (Pty) Ltd and Food and Allied Workers Union (FAWU)
- Pioneer Foods (Pty) Ltd, Essential Foods: Grains, Food and Allied Workers Union
- Authors: Pioneer Foods (Pty) Ltd , Essential Foods: Grains , Food and Allied Workers Union
- Date: 2014-09-11
- Subjects: Essential Foods: Grains , Pioneer Foods (Pty) Ltd , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa , Wages -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/95833 , vital:31203 , Labour Research Service (LRS)
- Description: National substantive agreement entered into between two parties, being: Essential Foods: Grains, a division of Pioneer Foods (Pty) Ltd and Food and Allied Workers Union (FAWU).
- Full Text:
- Date Issued: 2014-09-11
- Authors: Pioneer Foods (Pty) Ltd , Essential Foods: Grains , Food and Allied Workers Union
- Date: 2014-09-11
- Subjects: Essential Foods: Grains , Pioneer Foods (Pty) Ltd , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa , Wages -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/95833 , vital:31203 , Labour Research Service (LRS)
- Description: National substantive agreement entered into between two parties, being: Essential Foods: Grains, a division of Pioneer Foods (Pty) Ltd and Food and Allied Workers Union (FAWU).
- Full Text:
- Date Issued: 2014-09-11
Agreement made and entered into between Wimpy Belfast Onestop (the employer) and the Food and Allied Workers Union (FAWU) on behalf of its members
- Wimpy Belfast Onestop, Food and Allied Workers Union
- Authors: Wimpy Belfast Onestop , Food and Allied Workers Union
- Date: 2014-09-09
- Subjects: Wimpy Belfast Onestop , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/112398 , vital:33576 , Labour Research Service (LRS)
- Description: Agreement made and entered into between Wimpy Belfast Onestop (the employer) and the Food and Allied Workers Union (FAWU) on behalf of its members.
- Full Text:
- Date Issued: 2014-09-09
- Authors: Wimpy Belfast Onestop , Food and Allied Workers Union
- Date: 2014-09-09
- Subjects: Wimpy Belfast Onestop , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/112398 , vital:33576 , Labour Research Service (LRS)
- Description: Agreement made and entered into between Wimpy Belfast Onestop (the employer) and the Food and Allied Workers Union (FAWU) on behalf of its members.
- Full Text:
- Date Issued: 2014-09-09
Mutual agreement between FAWU obo the employees and Georges Restaurant
- Georges Restaurant, Food and Allied Workers Union
- Authors: Georges Restaurant , Food and Allied Workers Union
- Date: 2014-08-27
- Subjects: Epol , Georges Restaurant , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa , Wages -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/112366 , vital:33573 , Labour Research Service (LRS)
- Description: Mutual agreement between FAWU obo the employees and Georges Restaurant.
- Full Text:
- Date Issued: 2014-08-27
- Authors: Georges Restaurant , Food and Allied Workers Union
- Date: 2014-08-27
- Subjects: Epol , Georges Restaurant , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa , Wages -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/112366 , vital:33573 , Labour Research Service (LRS)
- Description: Mutual agreement between FAWU obo the employees and Georges Restaurant.
- Full Text:
- Date Issued: 2014-08-27
Wage agreement entered into by and between FAWU obo members and Ah-Vest Limited t/a All Joy Foods
- Ah-Vest Limited, Food and Allied Workers Union
- Authors: Ah-Vest Limited , Food and Allied Workers Union
- Date: 2014-08-12
- Subjects: Ah-Vest Limited , All Joy Foods , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/95218 , vital:31132 , Labour Research Service (LRS)
- Description: Wage agreement entered into by and between FAWU obo members and Ah-Vest Limited t/a All Joy Foods.
- Full Text:
- Date Issued: 2014-08-12
- Authors: Ah-Vest Limited , Food and Allied Workers Union
- Date: 2014-08-12
- Subjects: Ah-Vest Limited , All Joy Foods , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/95218 , vital:31132 , Labour Research Service (LRS)
- Description: Wage agreement entered into by and between FAWU obo members and Ah-Vest Limited t/a All Joy Foods.
- Full Text:
- Date Issued: 2014-08-12
Agreements between Food and Allied Workers Union and General Mills South Africa (Pty) Ltd regarding 2014/2015 review of wages and other conditions of employment
- General Mills South Africa (Pty) Ltd, Food and Allied Workers Union
- Authors: General Mills South Africa (Pty) Ltd , Food and Allied Workers Union
- Date: 2014-08-01
- Subjects: General Mills South Africa (Pty) Ltd , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/94566 , vital:31056 , Labour Research Service (LRS)
- Description: Agreements between Food and Allied Workers Union and General Mills South Africa (Pty) Ltd.
- Full Text:
- Date Issued: 2014-08-01
- Authors: General Mills South Africa (Pty) Ltd , Food and Allied Workers Union
- Date: 2014-08-01
- Subjects: General Mills South Africa (Pty) Ltd , Wages -- South Africa , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/94566 , vital:31056 , Labour Research Service (LRS)
- Description: Agreements between Food and Allied Workers Union and General Mills South Africa (Pty) Ltd.
- Full Text:
- Date Issued: 2014-08-01
Agreement between Sishen Iron Ore Company (Pty) Ltd and Solidarity and the National Union of Mineworkers (NUM): the 2014/2015/2106 review periods of wages and other conditions of employment
- Sishen Iron Ore Company (Pty) Ltd, Solidarity, National Union of Mineworkers
- Authors: Sishen Iron Ore Company (Pty) Ltd , Solidarity , National Union of Mineworkers
- Date: 2014-07-30
- Subjects: Sishen Iron Ore Company (Pty) Ltd , Solidarity , National Union of Mineworkers , Collective bargaining -- South Africa , Wages -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/95855 , vital:31205 , Labour Research Service (LRS)
- Description: Agreement between Sishen Iron Ore Company (Pty) Ltd and Solidarity and the National Union of Mineworkers (NUM).
- Full Text:
- Date Issued: 2014-07-30
- Authors: Sishen Iron Ore Company (Pty) Ltd , Solidarity , National Union of Mineworkers
- Date: 2014-07-30
- Subjects: Sishen Iron Ore Company (Pty) Ltd , Solidarity , National Union of Mineworkers , Collective bargaining -- South Africa , Wages -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/95855 , vital:31205 , Labour Research Service (LRS)
- Description: Agreement between Sishen Iron Ore Company (Pty) Ltd and Solidarity and the National Union of Mineworkers (NUM).
- Full Text:
- Date Issued: 2014-07-30
Settlement wage agreement 2014/2015 between Breakfast Cereals Atlantis Operating Unit and ProNutro Wadeville Operating Unit as part of Pioneer Foods Groceries Business and Food and Allied Workers Union
- Pioneer Foods Groceries Business, Food and Allied Workers Union
- Authors: Pioneer Foods Groceries Business , Food and Allied Workers Union
- Date: 2014-07-30
- Subjects: Pioneer Foods Groceries Business , Wages -- South Africa , ProNutro Wadeville Operating Unit , Breakfast Cereals Atlantis Operating Unit , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/94376 , vital:31040 , Labour Research Service (LRS)
- Description: Settlement wage agreement 2014/2015 between Breakfast Cereals Atlantis Operating Unit and ProNutro Wadeville Operating Unit as part of Pioneer Foods Groceries Business and Food and Allied Workers Union.
- Full Text:
- Date Issued: 2014-07-30
- Authors: Pioneer Foods Groceries Business , Food and Allied Workers Union
- Date: 2014-07-30
- Subjects: Pioneer Foods Groceries Business , Wages -- South Africa , ProNutro Wadeville Operating Unit , Breakfast Cereals Atlantis Operating Unit , Food and Allied Workers Union (FAWU) , Collective bargaining -- South Africa
- Language: English
- Type: collective labor agreements , text
- Identifier: http://hdl.handle.net/10962/94376 , vital:31040 , Labour Research Service (LRS)
- Description: Settlement wage agreement 2014/2015 between Breakfast Cereals Atlantis Operating Unit and ProNutro Wadeville Operating Unit as part of Pioneer Foods Groceries Business and Food and Allied Workers Union.
- Full Text:
- Date Issued: 2014-07-30