Labour Relations Act Case Study

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Description of the laws

The Labour Relations Act (LRA) of 1995 – the aim is to encourage financial growth, fairness to all groups or parties such as employer and employee, peace and democracy in the workplace. To achieve this it has set out rules to control the relationship between employees and their unions and the relationship between employers and the unions. This act allows employees to join a trade union who can bargain for them. One of the main aims of this Act is to gain quick, effective and inexpensive resolutions for any disputes. So employees are no longer afraid to speak up when they are not being treated fairly by the employer.

The Basic Conditions of Employment Act (BCEA) of 1997 – the aim is to control the right of fair labour
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• To increase the wages of their members. Full scale negotiations take place where both parties agree and a decision isn’t taken on a one-sided opinion. This is to ensure that members are paid decently for the services that they deliver and the kind of work that they do.
• To improve their working conditions. This includes seeing to it that the members are working under the proper lighting and ventilation. That there is decent sanitation and rest rooms. They also ensure that the employer is abiding by the rules and regulations that state what safety equipment is needed for their jobs. The union makes sure that members are working the correct minimum working hours, have the correct leave, holidays with pay and job satisfaction as per the Act.
• To ensure discipline is carried out correctly by ensuring that members do not become the victims of managers and disciplinary policies. Many employees are victimized by managers which can lead to suspension or dismals. The member can approach the union who can fight the employer for justice for the member. So the member can be protected by the union and a settlement can be agreed
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Remuneration – When employees are expected to work under severe pressure and an extreme amount of overtime continuously for which they are not paid properly this can lead to employees embarking on mass striking action. As employees I believe that they should approach their unions before using drastic measures such as striking. The unions can approach the employers and start negotiating on behalf of the employee. Trade unions and employers can meet each other half way and find a resolution that would suit both parties. Whilst the negotiations are continuing the employees should maintain their daily work. Should a suitable remuneration be decided on and accepted by all, I believe that there could be an agreement to maybe back date the increase in salary for the period that the negotiations were going
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