Centralised bargaining now! - CWIU NBC OUTLINES PROGRAMME OF ACTION
- CWIU
- Authors: CWIU
- Date: May 1992
- Subjects: CWIU
- Language: English
- Type: text
- Identifier: http://hdl.handle.net/10962/110172 , vital:33239
- Description: Over 150 delegates from different sectors and branches of CWIU met at Wits University on 4/ 5 April to plot the way forward within the industry. This was the unions second National Bargaining Conference. The key issue at the conference was how to fight for centralised bargaining. Keynote addresses were delivered by the Acting General Secretary, Cde Muzi Buthelezi, Cde Jay Naidoo COSATU General Secretary and CWIU President, Cde Don Gumede. Cde Gumede outlined the purposes of the conference “to assess progress and problems, to plan our path in order to provide a clear programme towards centralised bargaining as a result of proper analysis”, He urged delegates “to push employers into joint employers forums to negotiate on proper wages, job creation and an end to retrenchments”. Cde Jay Naidoo addressed the conference on the burning issues of the day. He spoke about VAT, the National Economic Negotiating Forum, trade union unity and CODESA. Cde Naidoo stressed that future economic and political policies must be formulated on the basis of daily and immediate issues facing the working people.
- Full Text:
- Date Issued: May 1992
- Authors: CWIU
- Date: May 1992
- Subjects: CWIU
- Language: English
- Type: text
- Identifier: http://hdl.handle.net/10962/110172 , vital:33239
- Description: Over 150 delegates from different sectors and branches of CWIU met at Wits University on 4/ 5 April to plot the way forward within the industry. This was the unions second National Bargaining Conference. The key issue at the conference was how to fight for centralised bargaining. Keynote addresses were delivered by the Acting General Secretary, Cde Muzi Buthelezi, Cde Jay Naidoo COSATU General Secretary and CWIU President, Cde Don Gumede. Cde Gumede outlined the purposes of the conference “to assess progress and problems, to plan our path in order to provide a clear programme towards centralised bargaining as a result of proper analysis”, He urged delegates “to push employers into joint employers forums to negotiate on proper wages, job creation and an end to retrenchments”. Cde Jay Naidoo addressed the conference on the burning issues of the day. He spoke about VAT, the National Economic Negotiating Forum, trade union unity and CODESA. Cde Naidoo stressed that future economic and political policies must be formulated on the basis of daily and immediate issues facing the working people.
- Full Text:
- Date Issued: May 1992
Intermediate shop steward training manual
- CWIU
- Authors: CWIU
- Date: Apr 1992
- Subjects: CWIU
- Language: English
- Type: text
- Identifier: http://hdl.handle.net/10962/135509 , vital:37272
- Description: Dismissal is managements main weapon against workers. The union strives for JOB SECURITY for all workers; companies try to create INSECURITY amongst workers. Fighting against dismissals is therefore one of the biggest jobs a shop steward faces. A shop steward must be able to handle individual dismissal cases, without having to call in the organiser. In the old days, foremen / managers could fire workers for any small reason, and get away with it. Since 1973 workers have rebuilt unions to fight for their rights. One of the rights workers have fought for is the right to challenge dismissals. Workers have fought for this right in the factories and in the Industrial Court. Through such struggles, progress has been made, and certain rules have developed about what is " fair " and what is " unfair Management and the government are always trying to find ways to make dismissals easier. For instance the Labour Relations Act was changed in 1988. In the new Act, it was made easier for management to dismiss workers. However, the Unions fought and struggled to take out these changes to the Act. On May 1 1991 the Labour Relations Act was once again changed - this time more in favour of workers. Now, dismissals have to follow certain strict rules.
- Full Text:
- Date Issued: Apr 1992
- Authors: CWIU
- Date: Apr 1992
- Subjects: CWIU
- Language: English
- Type: text
- Identifier: http://hdl.handle.net/10962/135509 , vital:37272
- Description: Dismissal is managements main weapon against workers. The union strives for JOB SECURITY for all workers; companies try to create INSECURITY amongst workers. Fighting against dismissals is therefore one of the biggest jobs a shop steward faces. A shop steward must be able to handle individual dismissal cases, without having to call in the organiser. In the old days, foremen / managers could fire workers for any small reason, and get away with it. Since 1973 workers have rebuilt unions to fight for their rights. One of the rights workers have fought for is the right to challenge dismissals. Workers have fought for this right in the factories and in the Industrial Court. Through such struggles, progress has been made, and certain rules have developed about what is " fair " and what is " unfair Management and the government are always trying to find ways to make dismissals easier. For instance the Labour Relations Act was changed in 1988. In the new Act, it was made easier for management to dismiss workers. However, the Unions fought and struggled to take out these changes to the Act. On May 1 1991 the Labour Relations Act was once again changed - this time more in favour of workers. Now, dismissals have to follow certain strict rules.
- Full Text:
- Date Issued: Apr 1992
Winning strikes - A guide to strike action
- CWIU
- Authors: CWIU
- Date: 1992
- Subjects: CWIU
- Language: English
- Type: text
- Identifier: http://hdl.handle.net/10962/155901 , vital:39929
- Description: In recent years, CWIU has been amongst the top six unions involved in strike activity in South Africa. The militancy of our members dates back to the early seventies when it was often impossible to get union recognition without strike action. Over and above plant strikes, the membership of CWIU have a rich history of participating in political mass actions such as the stayaway in the Transvaal in November 1984 against conditions in the schools and townships, and against the LRA Amendments in the late 1980's, and in 1990 and 1991 against VAT. Today, when the bosses are talking about retrenchment, rationalisation, inflation, privatisation, deregulation and productivity, the strike remains one of the most powerful and favoured weapons of the organised labour movement. But not all strikes have been successful. A number of heroic battles fought by workers were defeated. At times workers go on strikes without properly preparing. At other times the issue that they are fighting can be bettter resolved through other avenues of struggle. This booklet is a manual for strike action. We hope that it will assist workers in taking effective and planned action to avoid some of the pitfalls of the past. The booklet outlines some of the key questions that workers should answer before going on strike. It also discusses the most important elements of strike organisation.
- Full Text:
- Date Issued: 1992
- Authors: CWIU
- Date: 1992
- Subjects: CWIU
- Language: English
- Type: text
- Identifier: http://hdl.handle.net/10962/155901 , vital:39929
- Description: In recent years, CWIU has been amongst the top six unions involved in strike activity in South Africa. The militancy of our members dates back to the early seventies when it was often impossible to get union recognition without strike action. Over and above plant strikes, the membership of CWIU have a rich history of participating in political mass actions such as the stayaway in the Transvaal in November 1984 against conditions in the schools and townships, and against the LRA Amendments in the late 1980's, and in 1990 and 1991 against VAT. Today, when the bosses are talking about retrenchment, rationalisation, inflation, privatisation, deregulation and productivity, the strike remains one of the most powerful and favoured weapons of the organised labour movement. But not all strikes have been successful. A number of heroic battles fought by workers were defeated. At times workers go on strikes without properly preparing. At other times the issue that they are fighting can be bettter resolved through other avenues of struggle. This booklet is a manual for strike action. We hope that it will assist workers in taking effective and planned action to avoid some of the pitfalls of the past. The booklet outlines some of the key questions that workers should answer before going on strike. It also discusses the most important elements of strike organisation.
- Full Text:
- Date Issued: 1992
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