'n Alternatiewe model vir arbeidsbetrekkinge in Suid-Afrika

Abstract

The need for a review of the industrial relations system in South Africa is confirmed by an analysis of the motives underlying the 1973 strikes indicating that (a) a need for job security, expressed as assurance against arbitrary management action, and (b) a need to participate in decisions on matters concerning labour directly.

Although Act 70 of 1973 interpreted the needs of labour correctly and created the basic mechanism for consultation, this legislation is basically sterile because management choose to interpret the act in such a way that they can retain their authoritarian, paternalistic control over black labour, but also because no bargaining powers are vested in labour, especially black labour.

The result is that, instead of using the sound consultative mechanism available, black labour is forced by management approach to drive for black unions that will provide them with bargaining power via their collective force. Legislation can only result in building in prohibitive constraints and cannot regulate the industrial relations system, and at very best it can only confuse the system which can in turn only result in a tension relationship.

The result of the discussion was that the solution to the Industrial Relations problems in South Africa is a consultative process founded on a one-to-one relationship between management and labour within the organisation, legalised by the organisation within the organisation and supervised by a neutral arbitrator (not a goverment representative).