Labour Disputes

Hi everybody, how was your week? Here is some tea from my week. I had a productive week with two days of training with some of our colleagues from Lesotho and Mozambique. During lunch, a woman came up to me and introduced herself before telling me she follows my newsletter (I was overjoyed). I sincerely appreciate everyone who follows my newsletter. On LinkedIn, you find individuals with a wealth of knowledge and experience. When I started this newsletter, I made a brave move. At 23 years old and having only a few months of experience, I knew it was going to be a learning RIDE. Above all, I'd like to express my gratitude to everyone who has shared, supported, and constructively criticized Labour Relations Magnet. It has humbled, guided, and helped me in maintaining an open mind.

Labour disputes can be broadly divided into two categories: rights disputes and interest disputes. A right is something that a person is legally entitled to under the rules of a collective bargaining agreement, employment contract, or labour legislation. A dispute of rights arises when a worker makes claims based on a legal or contractual entitlement. For instance, it is unfair to dismiss an employee for taking annual leave because she is entitled to this privilege. As a result, the employee may submit the dispute for arbitration at CCMA.

An INRETEST, on the other hand, is something that a person does not have any legal claim to. It is a dispute concerning a proposal for new conditions of employment. For instance, a dispute of interest might arise if your contract did not specify that you were entitled to a bonus but you, as the employee, believe you deserve one. To reach a mutually agreeable solution, the two parties must sit down and negotiate. Here, the employer might be contacted by the workers or their unions to create a new right. The employer is not bound by the law because it was not specified in the contract. Employees may, however, use their right to strike until the parties come to a suitable agreement if the employer is unwilling to engage.

Nothing above negotiating in labour relations. Because people do not always agree, the conflict will inevitably arise in the workplace. In order to find amicable resolutions to disagreements, parties should utilize their best efforts through dialogue and good-faith communication. To encourage a positive workplace atmosphere, they should respect each other.

Yours In Labour Relations

Nobesuthu Mahlangu