Shop steward12/29/2023 ![]() Representing members at the CCMA or bargaining council. Holding meetings with members regarding union issues It can necessitate the shop steward spending protracted periods of time preparing for the hearing and dealing with appeals brought against the discipline meted outĪttending training courses and conferences arranged by the trade union for purposes of developing the shop stewards? knowledge and skills This does not only use up time at the hearing itself. Representing employees at disciplinary hearings. ![]() Hearing employees? grievances and negotiating in this regard with the employer This may involve the shop steward in leading or assisting with the negotiations and in numerous preparatory and feedback meetings Shop stewards have a number of trade union duties that can take them away from their normal production work. That is, they can stir up trouble and squander valuable production time dealing with union issues instead of earning the money they are paid. Without such an agreement the shop stewards can run riot. The purpose of this Recognition Agreement is to enable the employer to keep a tight control over the activities of the union and of the shop stewards. This is a key reason for the fact that it is vital for the employer to enter into an agreement with the union before recognising the union and the shop steward. When the worker puts aside his duties as an employee and carries out his/her shop steward duties the employer must still pay him/her! The significance of this for the employer is that it has to pay the shop steward as an employee of the company/organisation. On the other hand, shop stewards are elected by the union members and are not paid by the union for acting as shop stewards. That is, trade union officials are normally appointed by, employed by and paid by the trade union. Shop stewards differ from trade union officials in that union officials are not normally elected from amongst the workers. Have, at the workplace, at least ten trade union members on its own or jointly with other unions. Show that the trade union on its own (or in conjunction with other trade unions) has as members the majority of the employees at the workplace andģ. Gain recognition itself from the employer andĢ. Before the trade union can legally force the employer to recognise shop stewards as worker representatives the trade union first has to:ġ. That is, the employer does not always have to agree to accept the election of and to interact with shop stewards. This can be disastrous for the employer and employees.Ī less militant and more insightful shop steward will be able to represent employee interests effectively without unduly risking the viability of the business and the job security of the employees.Įven when employees belong to trade unions it is not always compulsory for the employer to recognise shop stewards. ![]() If the elected TUR does not understand business economics and has a militant attitude he/she could ferment work stoppages, go-slows, work-to-rule, protests, premises blockades, sit-ins or even industrial sabotage. ![]() ![]() A TUR may, for example, be mandated by the union members to negotiate annual wage increases with the employer. "Shop steward" is merely another name for a TUR and anyone elected to such a post can have both substantial influence over the workers. That is, the TUR is an ordinary employee chosen by his/her fellow workers to represent them in their dealings with management. A shop steward or TUR is an employee elected by the trade union members employed at the workplace. Instead the term "trade union representative' (TUR) is used. The Labour relations Act (LRA) that deals with relations between trade unions and employers does not use the term "shop steward? at all. ![]()
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