Trade unions in Africa
- African Labour Researchers Network (ALRN)
- Authors: African Labour Researchers Network (ALRN)
- Date: 2003-12
- Subjects: Labour unions -- Africa
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/111142 , vital:33390
- Description: In March 2001, a group of African trade union-based researchers met in Johannesburg, South Africa, to form the African Labour Researchers Network (ALRN). The network initially covered Ghana, Nigeria, Namibia, South Africa, Zimbabwe and Zambia but has since grown and now includes Kenya, Tanzania, Malawi and Angola. One of the network's objectives is to address policy issues that affect African workers and their trade unions by providing relevant research and education materials. The first research project undertaken by the network covered the labour movement in the countries of the founding members. The researchers looked at the legal, economic and political environment in which trade unions operate and identified some of the key challenges that unions face today. This booklet is based on the country case studies that were undertaken by Austin Muneku (Zambia), Anthony yaw Baah (Ghana), Godfrey Kanyenze and Blessing Chiripanhura (Zimbabwe), Salihu Lukman (Nigeria), Herbert Jauch and Barney Karuuombe (Namibia) as well as Ravi Naidoo, Claire Horton, Thobile Yanta, Samuel Denga, Lebo Modise and Wolfe Braude (South Africa). This booklet was compiled by Herbert Jauch and Kishi-Silas Shakumu with assistance from Anthony yaw Baah. We wish to thank the Ford Foundation, the Netherlands Trade Union Federation (FNV), the Finnish Trade Union Solidarity Centre (SASK), and the Belgian Fund for Development Co-operation (FOS) for their support (direct and indirect) of the network's activities, which made the publication of this booklet possible.
- Full Text:
- Date Issued: 2003-12
- Authors: African Labour Researchers Network (ALRN)
- Date: 2003-12
- Subjects: Labour unions -- Africa
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/111142 , vital:33390
- Description: In March 2001, a group of African trade union-based researchers met in Johannesburg, South Africa, to form the African Labour Researchers Network (ALRN). The network initially covered Ghana, Nigeria, Namibia, South Africa, Zimbabwe and Zambia but has since grown and now includes Kenya, Tanzania, Malawi and Angola. One of the network's objectives is to address policy issues that affect African workers and their trade unions by providing relevant research and education materials. The first research project undertaken by the network covered the labour movement in the countries of the founding members. The researchers looked at the legal, economic and political environment in which trade unions operate and identified some of the key challenges that unions face today. This booklet is based on the country case studies that were undertaken by Austin Muneku (Zambia), Anthony yaw Baah (Ghana), Godfrey Kanyenze and Blessing Chiripanhura (Zimbabwe), Salihu Lukman (Nigeria), Herbert Jauch and Barney Karuuombe (Namibia) as well as Ravi Naidoo, Claire Horton, Thobile Yanta, Samuel Denga, Lebo Modise and Wolfe Braude (South Africa). This booklet was compiled by Herbert Jauch and Kishi-Silas Shakumu with assistance from Anthony yaw Baah. We wish to thank the Ford Foundation, the Netherlands Trade Union Federation (FNV), the Finnish Trade Union Solidarity Centre (SASK), and the Belgian Fund for Development Co-operation (FOS) for their support (direct and indirect) of the network's activities, which made the publication of this booklet possible.
- Full Text:
- Date Issued: 2003-12
The right to strike: 10th anniversary of Armourplate strike, 6th September 1976
- Chemical Workers Industrial Union
- Authors: Chemical Workers Industrial Union
- Date: 1976-09-06
- Subjects: Right to strike , Strikes and lockouts
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/111269 , vital:33426
- Description: In South Africa and throughout the world the working class is struggling to win the full right to strike. This booklet is published to commemorate the 10th anniversary of a landmark in this struggle under Apartheid. Ten years ago, on 6th September 1976, members of the Glass and Allied Workers Union at Armourplate went out on strike. The first legal strike by black workers. Although their brave struggle was not successful then, many lessons were learnt that have allowed victories to follow. Such lessons were put into practice in the Dunlop strike and the sit-ins covered in this booklet. The legal position of strikes is confusing and part of this booklet tries to clear this up. The present legal rights can be compared with our demands in the COSATU resolution.
- Full Text:
- Date Issued: 1976-09-06
- Authors: Chemical Workers Industrial Union
- Date: 1976-09-06
- Subjects: Right to strike , Strikes and lockouts
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/111269 , vital:33426
- Description: In South Africa and throughout the world the working class is struggling to win the full right to strike. This booklet is published to commemorate the 10th anniversary of a landmark in this struggle under Apartheid. Ten years ago, on 6th September 1976, members of the Glass and Allied Workers Union at Armourplate went out on strike. The first legal strike by black workers. Although their brave struggle was not successful then, many lessons were learnt that have allowed victories to follow. Such lessons were put into practice in the Dunlop strike and the sit-ins covered in this booklet. The legal position of strikes is confusing and part of this booklet tries to clear this up. The present legal rights can be compared with our demands in the COSATU resolution.
- Full Text:
- Date Issued: 1976-09-06
A programme for the Alliance
- Congress of South African Trade Unions
- Authors: Congress of South African Trade Unions
- Date: 1996-11
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/105785 , vital:32568
- Description: BACKGROUND TO THE ALLIANCE From Cosatu’s inception in 1985, the federation developed a close association with the Congress movement. Conditions in the country dictated the need to go beyond bread and butter issues to embrace national and class struggle. This perspective was formally endorsed with Cosatu’s adoption of the Freedom Charter in 1987. The 1987 Congress agreed Cosatu should build alliances with mass-based organisations with a track record of struggle and whose principles did not conflict with those of Cosatu. After the unbanning of the liberation movement, Cosatu’s 1991 Congress resolved that the Federation should join the ANC and SACP in alliance in place of Sactu, thus becoming part of the Tripartite Alliance as we know it today. It was understood that this Alliance , here put any information that you think is important but there is no field for it, if there isnt remove the field
- Full Text:
- Date Issued: 1996-11
- Authors: Congress of South African Trade Unions
- Date: 1996-11
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/105785 , vital:32568
- Description: BACKGROUND TO THE ALLIANCE From Cosatu’s inception in 1985, the federation developed a close association with the Congress movement. Conditions in the country dictated the need to go beyond bread and butter issues to embrace national and class struggle. This perspective was formally endorsed with Cosatu’s adoption of the Freedom Charter in 1987. The 1987 Congress agreed Cosatu should build alliances with mass-based organisations with a track record of struggle and whose principles did not conflict with those of Cosatu. After the unbanning of the liberation movement, Cosatu’s 1991 Congress resolved that the Federation should join the ANC and SACP in alliance in place of Sactu, thus becoming part of the Tripartite Alliance as we know it today. It was understood that this Alliance , here put any information that you think is important but there is no field for it, if there isnt remove the field
- Full Text:
- Date Issued: 1996-11
Employment Equity: an introductory workshop for trade unionists organised by the COSATU Education Department
- Congress of South African Trade Unions (COSATU)
- Authors: Congress of South African Trade Unions (COSATU)
- Date: 1999-09
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/106134 , vital:32610
- Description: This workshop is designed to give you a reliable introduction the Employment Equity Act. It is based on hard information and on ACTIVITIES or discussion exercises that will help you to understand how the Act works, who it covers, and what the implications are for trade unionists. Each of the Activities is complemented with information that will help you to understand the Act in more detail. Sections have been added to help you find further information, and to understand the terms that are used in the Act itself in a two day programme, you are not going to be an 'expert' on the Employment Equity Act, but we hope that you will feel more confident about using the Act, especially in ensuring that it is used to address a wide range of discriminatory practices at the workplace. As with most legislation, the more that you begin to use it, the more its strengths and weaknesses will emerge. It is very important that any weaknesses in the practical application of the Act are reported through your Union to the Federation. This will help the Federation to campaign for improvements in the legislation, and to close any loopholes that allow employers to avoid their responsibilities. All Labour Legislation, including the new Employment Equity Act should serve as a 'base-line' or minimum standard. Employer and Union observance of the minimum standards as laid down in law should be our starting point. Through collective bargaining and improved Union organisation, we aim to improve upon the standards set by the law, and increase the protection of our members. This is a real challenge. It is especially important for us all to recognise that as we enter into a period where employers are demanding more 'flexibility', the introduction of a new law to correct the legacy of imbalances left by apartheid at the workplace deserves our special attention. We hope this workshop is the first in a series of educational events that will cover this vital new area. The main aim of this workshop is to help you to understand the basic workings of the law, and how best it can be implemented. We also hope this programme encourages you to find out more about Employment Equity issues, and contribute positively to the struggle for the eradication of inequality. This pack is designed for a series of two-day introductory workshops that are being sponsored by COSATU in each region. A workshop of COSATU Educators held in September 1999 helped to assemble the material, and to test its appropriateness. As a result there are a considerable number of educators who can advise, and facilitate this workshop and who can be contacted via COSATU Education Department. We would also be very interested to hear how the pack has been used, and in particular how it can be improved to meet the needs of trade unionists who want to tackle discrimination using the tool of the Employment Equity Act, as well as other organisational means. If you use this pack, feedback would be most welcome.
- Full Text:
- Date Issued: 1999-09
- Authors: Congress of South African Trade Unions (COSATU)
- Date: 1999-09
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/106134 , vital:32610
- Description: This workshop is designed to give you a reliable introduction the Employment Equity Act. It is based on hard information and on ACTIVITIES or discussion exercises that will help you to understand how the Act works, who it covers, and what the implications are for trade unionists. Each of the Activities is complemented with information that will help you to understand the Act in more detail. Sections have been added to help you find further information, and to understand the terms that are used in the Act itself in a two day programme, you are not going to be an 'expert' on the Employment Equity Act, but we hope that you will feel more confident about using the Act, especially in ensuring that it is used to address a wide range of discriminatory practices at the workplace. As with most legislation, the more that you begin to use it, the more its strengths and weaknesses will emerge. It is very important that any weaknesses in the practical application of the Act are reported through your Union to the Federation. This will help the Federation to campaign for improvements in the legislation, and to close any loopholes that allow employers to avoid their responsibilities. All Labour Legislation, including the new Employment Equity Act should serve as a 'base-line' or minimum standard. Employer and Union observance of the minimum standards as laid down in law should be our starting point. Through collective bargaining and improved Union organisation, we aim to improve upon the standards set by the law, and increase the protection of our members. This is a real challenge. It is especially important for us all to recognise that as we enter into a period where employers are demanding more 'flexibility', the introduction of a new law to correct the legacy of imbalances left by apartheid at the workplace deserves our special attention. We hope this workshop is the first in a series of educational events that will cover this vital new area. The main aim of this workshop is to help you to understand the basic workings of the law, and how best it can be implemented. We also hope this programme encourages you to find out more about Employment Equity issues, and contribute positively to the struggle for the eradication of inequality. This pack is designed for a series of two-day introductory workshops that are being sponsored by COSATU in each region. A workshop of COSATU Educators held in September 1999 helped to assemble the material, and to test its appropriateness. As a result there are a considerable number of educators who can advise, and facilitate this workshop and who can be contacted via COSATU Education Department. We would also be very interested to hear how the pack has been used, and in particular how it can be improved to meet the needs of trade unionists who want to tackle discrimination using the tool of the Employment Equity Act, as well as other organisational means. If you use this pack, feedback would be most welcome.
- Full Text:
- Date Issued: 1999-09
Cosatu Living Wage Conference towards a socio-economic programme
- COSATU
- Authors: COSATU
- Date: 1990-06
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/105167 , vital:32471
- Description: There is now wide agreement that Cosatu should formulate a socio-economic programme to co-ordinate its present campaigns and collective bargaining and to influence the structure of the future economy. Our success in a Living Wage Campaign depends on the restructuring of the economy so that it can meet the needs and aspirations of the majority of our people.
- Full Text:
- Date Issued: 1990-06
- Authors: COSATU
- Date: 1990-06
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/105167 , vital:32471
- Description: There is now wide agreement that Cosatu should formulate a socio-economic programme to co-ordinate its present campaigns and collective bargaining and to influence the structure of the future economy. Our success in a Living Wage Campaign depends on the restructuring of the economy so that it can meet the needs and aspirations of the majority of our people.
- Full Text:
- Date Issued: 1990-06
Cosatu regional congress - Defend, consolidate and advance social transformation
- COSATU
- Authors: COSATU
- Date: 1991-07
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/106403 , vital:32648
- Full Text:
- Date Issued: 1991-07
- Authors: COSATU
- Date: 1991-07
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/106403 , vital:32648
- Full Text:
- Date Issued: 1991-07
Heroines of the struggle, Vol 1: women must claim their rights
- Authors: COSATU , Matlala, William
- Date: 1990-06
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/105203 , vital:32477
- Description: The booklet serves as a commemoration to the heroines and veterans of the struggle. The brave women of the struggle, women who hold knife from its sharpest edge. Freedom cannot be achieved unless women have been emancipated from all forms of oppression. The booklet is the product of COSATU Archives in partnership with Rosa Luxemburg. , The information is compiled by NANDIPAMITI (COSATU Archivist) pictures by William Matlala and COSATU Photo Archive
- Full Text:
- Date Issued: 1990-06
- Authors: COSATU , Matlala, William
- Date: 1990-06
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/105203 , vital:32477
- Description: The booklet serves as a commemoration to the heroines and veterans of the struggle. The brave women of the struggle, women who hold knife from its sharpest edge. Freedom cannot be achieved unless women have been emancipated from all forms of oppression. The booklet is the product of COSATU Archives in partnership with Rosa Luxemburg. , The information is compiled by NANDIPAMITI (COSATU Archivist) pictures by William Matlala and COSATU Photo Archive
- Full Text:
- Date Issued: 1990-06
Labour memorandum on the Labour Relations Act Bill
- COSATU
- Authors: COSATU
- Date: 1995-06-06
- Subjects: COSATU
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/106557 , vital:32673
- Description: Workers have struggled for many years for a new Labour Relations Act. We have suffered under the apartheid L.R.A, Bosses were able to dismiss us, pay starvation wages, call the police to beat us up when we struggled for our rights, and make super profits from our labour. With democracy, we expect an end to this slavery and exploitation. We called for a new L.R.A., for a workers L.R.A. Over the past month, we have negotiated with a view of reaching consensus on our key demands. Instead, we have found from the business community, a series of delaying tactics. They have tried to limit the gains we could make for workers. They have tried to protect their management power. They have resisted the development of proper trade union rights. We tender this memorandum to advise that our members are angry. We want rights now! We call on business to endorse basic workers and trade union rights.
- Full Text:
- Date Issued: 1995-06-06
- Authors: COSATU
- Date: 1995-06-06
- Subjects: COSATU
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/106557 , vital:32673
- Description: Workers have struggled for many years for a new Labour Relations Act. We have suffered under the apartheid L.R.A, Bosses were able to dismiss us, pay starvation wages, call the police to beat us up when we struggled for our rights, and make super profits from our labour. With democracy, we expect an end to this slavery and exploitation. We called for a new L.R.A., for a workers L.R.A. Over the past month, we have negotiated with a view of reaching consensus on our key demands. Instead, we have found from the business community, a series of delaying tactics. They have tried to limit the gains we could make for workers. They have tried to protect their management power. They have resisted the development of proper trade union rights. We tender this memorandum to advise that our members are angry. We want rights now! We call on business to endorse basic workers and trade union rights.
- Full Text:
- Date Issued: 1995-06-06
Organiser update: Food & Allied Workers Union Information & Research Department: number 3, vol. 1
- Food and Allied Workers Union
- Authors: Food and Allied Workers Union
- Date: 1990-06
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/112426 , vital:33579
- Description: Industrial and mining group Barlow Rand was again selected the SA's top company in the annual Financial Mail Top 100 companies survey. Barlows received top position in rating in the rankings of total assets, sales, profit and market capital at the Johannesburg Stock Exchange. Barlows Received net profit of Rl,06 billion in the year to September 1989 from the sales of R26,4 billion. Ranked by sales CG Smith received the second position, SAB came third and CG Smith Food on the fourth position. Following is the ranking of the too ten companies on the JSE, ranked by sales, net profit and assets.
- Full Text:
- Date Issued: 1990-06
- Authors: Food and Allied Workers Union
- Date: 1990-06
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/112426 , vital:33579
- Description: Industrial and mining group Barlow Rand was again selected the SA's top company in the annual Financial Mail Top 100 companies survey. Barlows received top position in rating in the rankings of total assets, sales, profit and market capital at the Johannesburg Stock Exchange. Barlows Received net profit of Rl,06 billion in the year to September 1989 from the sales of R26,4 billion. Ranked by sales CG Smith received the second position, SAB came third and CG Smith Food on the fourth position. Following is the ranking of the too ten companies on the JSE, ranked by sales, net profit and assets.
- Full Text:
- Date Issued: 1990-06
Research / Resource Unit Progress Report to the National Conference of 26-29 July 1999
- Food and Allied Workers' Union
- Authors: Food and Allied Workers' Union
- Date: 1999-07-26
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/106021 , vital:32595
- Description: It was identified that Fawu lacked the research capacity to fully support its bargaining structures due to a number of factors. Fawu approached Labour Research Services to provide research back up on a contract basis, hence the research proposal. The Research/ Resource Unit was started re-operating again in 1997 since it was closed down in 1995. The Unit has been functioning with two researchers and one Senior Researcher from Labour Research Services. A lot of hiccups in terms of functioning (like finance, capacity and staffing) have hindered development and independence of this Unit.
- Full Text:
- Date Issued: 1999-07-26
- Authors: Food and Allied Workers' Union
- Date: 1999-07-26
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/106021 , vital:32595
- Description: It was identified that Fawu lacked the research capacity to fully support its bargaining structures due to a number of factors. Fawu approached Labour Research Services to provide research back up on a contract basis, hence the research proposal. The Research/ Resource Unit was started re-operating again in 1997 since it was closed down in 1995. The Unit has been functioning with two researchers and one Senior Researcher from Labour Research Services. A lot of hiccups in terms of functioning (like finance, capacity and staffing) have hindered development and independence of this Unit.
- Full Text:
- Date Issued: 1999-07-26
FAWU's position on food security & the job summit
- Food and Allied Workers' Union
- Authors: Food and Allied Workers' Union
- Date: 199-?
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/105736 , vital:32563
- Description: The current economic dispensation has created a dilemma: economic liberalisation has meant that consumers have access to food at lower prices. However, employment has suffered as local producers have been unable to compete, and been pushed out of the market. We are left with trying to balance the concerns of consumers and producers - something that has not yet been addressed in any systematic way. In trying to achieve this balance, closer attention must be paid to the achievement of household food security. The achievement of household food security places several macro-economic and micro- economic processes under scrutiny. As currently implemented, GEAR has failed to achieve its own economic targets, thereby reinforcing poverty. The "Poverty and Inequality" report has identified food security as an important factor to eradicate poverty. What is now required is an implementation forum that deals with the recommendations of that report.
- Full Text:
- Date Issued: 199-?
- Authors: Food and Allied Workers' Union
- Date: 199-?
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/105736 , vital:32563
- Description: The current economic dispensation has created a dilemma: economic liberalisation has meant that consumers have access to food at lower prices. However, employment has suffered as local producers have been unable to compete, and been pushed out of the market. We are left with trying to balance the concerns of consumers and producers - something that has not yet been addressed in any systematic way. In trying to achieve this balance, closer attention must be paid to the achievement of household food security. The achievement of household food security places several macro-economic and micro- economic processes under scrutiny. As currently implemented, GEAR has failed to achieve its own economic targets, thereby reinforcing poverty. The "Poverty and Inequality" report has identified food security as an important factor to eradicate poverty. What is now required is an implementation forum that deals with the recommendations of that report.
- Full Text:
- Date Issued: 199-?
Consultative Conference on Education and Training, Cape Town 19-21 June 1996: workbook and discussion documents
- Food and Allied Workers' Union
- Authors: Food and Allied Workers' Union
- Date: 1996-06-19
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/105917 , vital:32583
- Description: Ladies and Gentleman, the Honorable Minister and fellow working comrades, I take this opportunity of welcoming all of you to this Consultative Conference on Education, Training and Development. Many of you have travelled from far, having left many responsibilities behind to attend to this issue of ETD for workers and industry. I wish to immediately thank you for this sacrifice made, the dividends of which I believe will be reaped for a very long time yet. But what does ETD mean for workers and industry? Let me venture an opinion. I think at my age I am occasionally allowed the liberty to issue opinion. We think for workers and we speak as workers, ETD means an opportunity to break free from the shackles "of low skilled -low paid -low satisfaction jobs - jobs which provide neither security, preferment nor progression- jobs that neither builds the economy nor their families and communities. As a worker I know of these frustrations - as a trade unionist I have committed myself to overcoming these deprivations. For industry, ETD, I think has come to mean as much for employers as for workers - in numerous discussions FAWU has had with employers we have come to understand the close linkages employers are drawing between Education, training and development (ETD) and increased productivity. We all know that increased productivity means improved performance and improved performance strengthens a company's ability to survive and grow. And a company that stabilises or grows can only add value to the economy and all its peoples' lives. Thus the presence of employers here tonight seems to affirm this common belief in ETD.
- Full Text:
- Date Issued: 1996-06-19
- Authors: Food and Allied Workers' Union
- Date: 1996-06-19
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/105917 , vital:32583
- Description: Ladies and Gentleman, the Honorable Minister and fellow working comrades, I take this opportunity of welcoming all of you to this Consultative Conference on Education, Training and Development. Many of you have travelled from far, having left many responsibilities behind to attend to this issue of ETD for workers and industry. I wish to immediately thank you for this sacrifice made, the dividends of which I believe will be reaped for a very long time yet. But what does ETD mean for workers and industry? Let me venture an opinion. I think at my age I am occasionally allowed the liberty to issue opinion. We think for workers and we speak as workers, ETD means an opportunity to break free from the shackles "of low skilled -low paid -low satisfaction jobs - jobs which provide neither security, preferment nor progression- jobs that neither builds the economy nor their families and communities. As a worker I know of these frustrations - as a trade unionist I have committed myself to overcoming these deprivations. For industry, ETD, I think has come to mean as much for employers as for workers - in numerous discussions FAWU has had with employers we have come to understand the close linkages employers are drawing between Education, training and development (ETD) and increased productivity. We all know that increased productivity means improved performance and improved performance strengthens a company's ability to survive and grow. And a company that stabilises or grows can only add value to the economy and all its peoples' lives. Thus the presence of employers here tonight seems to affirm this common belief in ETD.
- Full Text:
- Date Issued: 1996-06-19
FAWU Wage Information System: research for bargaining support
- Food and Allied Workers' Union
- Authors: Food and Allied Workers' Union
- Date: 19--?
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/105774 , vital:32567
- Description: Please read schedule 1 carefully together with the proposal for a wage information system for the FAWU Research Training Programme. I have established from FAWU that they do not have an adequate wage information system in place and therefore propose to assist them. There are two phases to WIS which I hope to cover together with the trainee, Thandi Yoli.
- Full Text:
- Date Issued: 19--?
- Authors: Food and Allied Workers' Union
- Date: 19--?
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/105774 , vital:32567
- Description: Please read schedule 1 carefully together with the proposal for a wage information system for the FAWU Research Training Programme. I have established from FAWU that they do not have an adequate wage information system in place and therefore propose to assist them. There are two phases to WIS which I hope to cover together with the trainee, Thandi Yoli.
- Full Text:
- Date Issued: 19--?
Organiser Update: Food & Allied Workers Union Information & Research Department: number 2 vol. 1
- Food and Allied Workers' Union
- Authors: Food and Allied Workers' Union
- Date: 1990-04
- Subjects: Food and Allied Workers' Union
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/106625 , vital:32680
- Description: Barlow also has an international links with UK, Europe, USA and Far East. In UK it has a division which operates as J. Bibby 4 Sons and we also read that the group is listed on the Stock Exchanges in Johannesburg, London, Paris, Brussels, Antwerp, Frankfurt, Basel, Geneva and Zurich. Bibby's agricultural division is the UK s third largest producer of animal feeds, emphatically the cattle, pigs and poultry. This might be in line with the group's primary mission which is the creation of wealth for all its stakeholders. It is also said that the company's special focus is in the attainment of effective management of resources, new investment, exports and productivity.
- Full Text:
- Date Issued: 1990-04
- Authors: Food and Allied Workers' Union
- Date: 1990-04
- Subjects: Food and Allied Workers' Union
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/106625 , vital:32680
- Description: Barlow also has an international links with UK, Europe, USA and Far East. In UK it has a division which operates as J. Bibby 4 Sons and we also read that the group is listed on the Stock Exchanges in Johannesburg, London, Paris, Brussels, Antwerp, Frankfurt, Basel, Geneva and Zurich. Bibby's agricultural division is the UK s third largest producer of animal feeds, emphatically the cattle, pigs and poultry. This might be in line with the group's primary mission which is the creation of wealth for all its stakeholders. It is also said that the company's special focus is in the attainment of effective management of resources, new investment, exports and productivity.
- Full Text:
- Date Issued: 1990-04
The FAWU Research Unit
- Food and Allied Workers' Union
- Authors: Food and Allied Workers' Union
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/106408 , vital:32649
- Description: The FAWU research unit has been operating in the Head Office since 1998. It has established a resource centre and has two people working in it at this time - Thandi Yoli and Viva Mtai. The unit was jointly conceived in 1996/97 by FAWU and the Labour Research Service (LRS). The relationship between the two organisations continues presently, and will last until the research unit is properly established and resourced within FAWU's head office. The LRS successfully applied for funding for the project in 1996/97 from the FNV-Holland. This money goes to paying the salaries and overhead costs incurred by the LRS for providing a senior researcher (Reza Daniels) to supervise and establish the research unit in FAWU. It is a three-year project and we are currently in the third year of the project. We are, however, going to apply for an extension of the project (to the FNV-Holland) so that it is completed by the end of the year 2000. The original aim of the project in 1996 was to assist FAWU to increase its bargaining capacity by developing a research unit that was targeted to producing sectoral reports that could assist the bargaining department. It was felt that FAWU lacked the research capacity to fully support its bargaining structures because of several factors.
- Full Text:
- Authors: Food and Allied Workers' Union
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/106408 , vital:32649
- Description: The FAWU research unit has been operating in the Head Office since 1998. It has established a resource centre and has two people working in it at this time - Thandi Yoli and Viva Mtai. The unit was jointly conceived in 1996/97 by FAWU and the Labour Research Service (LRS). The relationship between the two organisations continues presently, and will last until the research unit is properly established and resourced within FAWU's head office. The LRS successfully applied for funding for the project in 1996/97 from the FNV-Holland. This money goes to paying the salaries and overhead costs incurred by the LRS for providing a senior researcher (Reza Daniels) to supervise and establish the research unit in FAWU. It is a three-year project and we are currently in the third year of the project. We are, however, going to apply for an extension of the project (to the FNV-Holland) so that it is completed by the end of the year 2000. The original aim of the project in 1996 was to assist FAWU to increase its bargaining capacity by developing a research unit that was targeted to producing sectoral reports that could assist the bargaining department. It was felt that FAWU lacked the research capacity to fully support its bargaining structures because of several factors.
- Full Text:
The advantages and disadvantages of long-term collective bargaining within the Metal & Engineering Industry and Mining Industry
- Labour Research Service (Cape Town, South Africa)
- Authors: Labour Research Service (Cape Town, South Africa)
- Date: 2002-11
- Subjects: Collective bargaining , Labour unions
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/111475 , vital:33465
- Description: In 1924 the Industrial Conciliation Act was passed setting up a system of centralised collective bargaining for white workers. Black employees were excluded from this legislation. The Act allowed for the establishment of industrial councils that set wages and conditions of sendee for white workers. The 1970’s was marked by a rapid increase in the number of black workers especially in the manufacturing industries. This led to the rise in militant black trade unions fighting against low wages and poor working conditions of black employees. The state then passed the Black Labour Relations Act of 1973 through which liaison and works committees were set up at plant level. These committees were however, rejected by black trade unions as they did not ensure any improvements in the working conditions of black workers. As the militancy of black trade unions began to grow, a new Industrial Conciliation Act was legislated in 1979 that included all black workers (although migrant workers were initially excluded). The Act allowed for the registration of black unions and participation in centralised bargaining within the industrial councils. The new law still did not protect the rights of black workers and the trade unions instead adopted a strategy of strengthening plant level negotiations as opposed to centralised bargaining. In the late 1980’s as the trade unions strengthened their power base on the shopfloor, they once again changed their strategy and opted for industry wide collective bargaining. This move came about as trade unions realised the potential of industry wide industrial action to ensure improved wages and working conditions of black workers. This move also allowed for the bargaining of non-wage benefits such as maternity benefits, provident funds, health and safety issues, etc. Employers were now opposed to centralised bargaining and reintroduced plant level negotiations by closing several key industrial councils. The 1990’s was characterised by increased pressure from trade unions to legislate centralised bargaining. The Labour Relations Act (LRA) of 1995 was enacted to allow for the establishment of bargaining councils, which replaced industrial councils. However, the LRA only facilitates and promotes centralised bargaining but does not make it compulsory. With the push for increased centralised bargaining came the expansion of the bargaining agenda to include industry' and sector policies, workplace and sector restructuring. HIV/AIDS policies, employment equity, skills training, etc. Employers then began to argue for the introduction of multi-year agreements so that sufficient time could be given to incorporate not only'wage issues but also other socio-economic concerns raised by workers. With the onset of globalisation came the pressures towards increased international competition, restructuring of workplaces, retrenchments, casualisation, privatisation, etc. Collective bargaining is thus being conducted under difficult economic pressures as workers lose their jobs and inflation rates are escalating. Within this climate employers are set to push for the reintroduction of enterprise level bargaining especially in sectors where trade union militancy is strongest. International trends show an increase in - enterprise level bargaining where individual contracts are negotiated. In addition, where centralised bargaining is set to continue, employers will fight to introduce multi-year agreements to allow for more time to phase in non-wage socio-economic demands placed on the negotiating table by workers.
- Full Text:
- Date Issued: 2002-11
- Authors: Labour Research Service (Cape Town, South Africa)
- Date: 2002-11
- Subjects: Collective bargaining , Labour unions
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/111475 , vital:33465
- Description: In 1924 the Industrial Conciliation Act was passed setting up a system of centralised collective bargaining for white workers. Black employees were excluded from this legislation. The Act allowed for the establishment of industrial councils that set wages and conditions of sendee for white workers. The 1970’s was marked by a rapid increase in the number of black workers especially in the manufacturing industries. This led to the rise in militant black trade unions fighting against low wages and poor working conditions of black employees. The state then passed the Black Labour Relations Act of 1973 through which liaison and works committees were set up at plant level. These committees were however, rejected by black trade unions as they did not ensure any improvements in the working conditions of black workers. As the militancy of black trade unions began to grow, a new Industrial Conciliation Act was legislated in 1979 that included all black workers (although migrant workers were initially excluded). The Act allowed for the registration of black unions and participation in centralised bargaining within the industrial councils. The new law still did not protect the rights of black workers and the trade unions instead adopted a strategy of strengthening plant level negotiations as opposed to centralised bargaining. In the late 1980’s as the trade unions strengthened their power base on the shopfloor, they once again changed their strategy and opted for industry wide collective bargaining. This move came about as trade unions realised the potential of industry wide industrial action to ensure improved wages and working conditions of black workers. This move also allowed for the bargaining of non-wage benefits such as maternity benefits, provident funds, health and safety issues, etc. Employers were now opposed to centralised bargaining and reintroduced plant level negotiations by closing several key industrial councils. The 1990’s was characterised by increased pressure from trade unions to legislate centralised bargaining. The Labour Relations Act (LRA) of 1995 was enacted to allow for the establishment of bargaining councils, which replaced industrial councils. However, the LRA only facilitates and promotes centralised bargaining but does not make it compulsory. With the push for increased centralised bargaining came the expansion of the bargaining agenda to include industry' and sector policies, workplace and sector restructuring. HIV/AIDS policies, employment equity, skills training, etc. Employers then began to argue for the introduction of multi-year agreements so that sufficient time could be given to incorporate not only'wage issues but also other socio-economic concerns raised by workers. With the onset of globalisation came the pressures towards increased international competition, restructuring of workplaces, retrenchments, casualisation, privatisation, etc. Collective bargaining is thus being conducted under difficult economic pressures as workers lose their jobs and inflation rates are escalating. Within this climate employers are set to push for the reintroduction of enterprise level bargaining especially in sectors where trade union militancy is strongest. International trends show an increase in - enterprise level bargaining where individual contracts are negotiated. In addition, where centralised bargaining is set to continue, employers will fight to introduce multi-year agreements to allow for more time to phase in non-wage socio-economic demands placed on the negotiating table by workers.
- Full Text:
- Date Issued: 2002-11
Deregulation and working hours in the retail sector
- Authors: Lewis, Peter
- Subjects: National Labour & Economic Development Institute
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/110804 , vital:33336
- Description: This research report investigates changes in working time in the retail sector in the 1990s in the broad context of the extension of trading hours, the deregulation of the distribution of goods in the South African economy and the resulting intensification of competition in the sector. The research data that forms the basis of the analysis comes from two surveys undertaken by the author in the course of 1996. The first was conducted in the Cape Town branch of the South African Commercial, Catering and Allied Workers’ Union (SACCAWU), which gave detailed information on working hours, employment practices and conditions (hereafter referred to as the “Cape Town survey”). The second survey was a questionnaire sent in November 1996 to Human Resource Managers of 51 of the larger retail companies in clothing, footwear, jewelry, furniture, general merchandise, and miscellaneous markets (hereafter referred to as the “retail survey”). Although the response rate was very poor (only 7 companies responded), the information from the replies is nevertheless informative. The report begins with an account of the deregulation of retailing that has taken place rapidly from the late 1980s onwards, part and parcel of the shift in political power. For important sections of the formal retail trade sector, competitive pressures have increased significantly increased by this development. Employers have reacted by attacking wage costs, which has led to a change in the forms of labour contract in retailing towards insecure, “flexible” part- time or fixed term contract work, and a decline in the influence of trade unions in the sector. These developments form the environment for the report’s focus on working time issues in retailing. The report examines the existing regime of working time for the retail trade sector as determined by Wage Determination 478 for the Commercial Distributive Trade. It assesses the impact on the Wage Determination of the current proposals and approach in the Employment Standards Bill, which will likely pass into legislation in some form during the current session of parliament. The paper analyses the Bill’s proposals for flexible working time standards, and concludes that they contain several problematic clauses that would hamper trade union efforts to secure a positive outcome to flexible working time innovations in the retail sector. The data from the Cape Town survey is used to illustrate the normal working time patterns in retail based on the Wage Determination, and shows that working hours are generally longer than 40 hours per week for full-time permanent workers who work a 5.5-day week. Furthermore, weekend and evening trading is covered by “flexible workers” working various kinds of “non-standard” contracts. The national employment and output profile of the sector is then examined through official statistics. They show that total retail sector employment reached a 40-year peak around 1988/9, it has since declined, despite the continuous increase in total retail sales during the transition from apartheid to democracy. Full-time “regular” or full-time employment has remained static in the sector since 1988, and the number of full-time equivalent posts has similarly been static. “Flexible” jobs such as part-time, “late sales”, and casual jobs have however fluctuated quite widely over the same period, from a low point of around 12% of total employment in 1988 and 1994, to high points of 25% in 1989, and 16% in 1994. The overall pattern is one where flexible labour is used by employers to manage variation in demand over the working week, seasonal variation during the working year, and longer-term business cycle fluctuations, such as the period of limited economic growth since 1994. Measured as the ratio between total retail sales and total employment, labour productivity increased over the period 1988-1995. Using the data from the retail survey and the Cape Town survey, the relationship between extended trading hours, turnover, and flexible labour contracts is examined in more detail. Weekend trading accounts for a very significant proportion of retail sales, and various forms of casual contracts take up between 20% and 50% of available labour contracts in the companies concerned. For some companies, new stores are now designed around only 30% “core” permanent staff, with the other 70% of contracts being “flexible”. A situation has therefore developed where full time “regular” workers are working relatively long hours (standard 45 per week + overtime), but are increasingly being supplanted by flexible workers with much shorter hours, poor pay, poor job security, and few (if any) fringe benefits of employment. This also undermines the bargaining position of trade unions in the industry, as bargaining units shrink. Because of the strong feelings of workers around reduction of working time to 40 hours, impending legislation on the issue, and the strong relationship in the industry between flexible labour, extended weekly trading hours, and seasonal variations in consumer demand, the issue of working time offers an opportunity to retail unions to make gains in shorter working hours, job creation, and employment security, if they can accept flexibility of working time for their established constituency. Innovations in working time such as “chosen time” and flexible working schedules need concerted attention from retail unions to prevent employers from controlling working time and employment contracts. Success depends on the degree to which unions can force employers into centralised bargaining. The paper looks at the failed attempt by SACCAWU to gain a centralised bargaining forum during 1996, which would have been an ideal instrument to address the issues around working time. This suggests that the best strategy for unions now is to concentrate on the struggle over the reduction of hours around the employment standards statute, and work on a “model” agreement with a large national employer, which can then be imitated with other employers, and then in a future centralised bargaining forum. The report then looks at examples where this opportunity has been exploited internationally, and there have been some trade union successes in company level bargaining. These examples combine job creation with reduced working hours, and some choice for workers over what hours they will work within the overall pattern of extended trading hours. The 1986 guidelines on flexible working time from the European retail workers’ federation are examined, and are recommended as still a useful approach for the South African retail unions in the mid-1990s. The report ends by looking at contemporary workers’ experiences of working time in South Africa at shop level as revealed by the Cape Town survey. The main barriers to workers accepting flexible working time are examined: these include problems of transport (and personal security), and child care. The section also assesses the way in which employers have maintained control over working time alterations at shop level to date. There is some interest among workers in shorter working hours - even with loss of some earnings - as well as changes in starting and finishing times of work. However, attempts by workers to negotiate favourable changes with their employers are usually unsuccessful, whereas unilateral changes in working time made by employers are more common.
- Full Text:
- Authors: Lewis, Peter
- Subjects: National Labour & Economic Development Institute
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/110804 , vital:33336
- Description: This research report investigates changes in working time in the retail sector in the 1990s in the broad context of the extension of trading hours, the deregulation of the distribution of goods in the South African economy and the resulting intensification of competition in the sector. The research data that forms the basis of the analysis comes from two surveys undertaken by the author in the course of 1996. The first was conducted in the Cape Town branch of the South African Commercial, Catering and Allied Workers’ Union (SACCAWU), which gave detailed information on working hours, employment practices and conditions (hereafter referred to as the “Cape Town survey”). The second survey was a questionnaire sent in November 1996 to Human Resource Managers of 51 of the larger retail companies in clothing, footwear, jewelry, furniture, general merchandise, and miscellaneous markets (hereafter referred to as the “retail survey”). Although the response rate was very poor (only 7 companies responded), the information from the replies is nevertheless informative. The report begins with an account of the deregulation of retailing that has taken place rapidly from the late 1980s onwards, part and parcel of the shift in political power. For important sections of the formal retail trade sector, competitive pressures have increased significantly increased by this development. Employers have reacted by attacking wage costs, which has led to a change in the forms of labour contract in retailing towards insecure, “flexible” part- time or fixed term contract work, and a decline in the influence of trade unions in the sector. These developments form the environment for the report’s focus on working time issues in retailing. The report examines the existing regime of working time for the retail trade sector as determined by Wage Determination 478 for the Commercial Distributive Trade. It assesses the impact on the Wage Determination of the current proposals and approach in the Employment Standards Bill, which will likely pass into legislation in some form during the current session of parliament. The paper analyses the Bill’s proposals for flexible working time standards, and concludes that they contain several problematic clauses that would hamper trade union efforts to secure a positive outcome to flexible working time innovations in the retail sector. The data from the Cape Town survey is used to illustrate the normal working time patterns in retail based on the Wage Determination, and shows that working hours are generally longer than 40 hours per week for full-time permanent workers who work a 5.5-day week. Furthermore, weekend and evening trading is covered by “flexible workers” working various kinds of “non-standard” contracts. The national employment and output profile of the sector is then examined through official statistics. They show that total retail sector employment reached a 40-year peak around 1988/9, it has since declined, despite the continuous increase in total retail sales during the transition from apartheid to democracy. Full-time “regular” or full-time employment has remained static in the sector since 1988, and the number of full-time equivalent posts has similarly been static. “Flexible” jobs such as part-time, “late sales”, and casual jobs have however fluctuated quite widely over the same period, from a low point of around 12% of total employment in 1988 and 1994, to high points of 25% in 1989, and 16% in 1994. The overall pattern is one where flexible labour is used by employers to manage variation in demand over the working week, seasonal variation during the working year, and longer-term business cycle fluctuations, such as the period of limited economic growth since 1994. Measured as the ratio between total retail sales and total employment, labour productivity increased over the period 1988-1995. Using the data from the retail survey and the Cape Town survey, the relationship between extended trading hours, turnover, and flexible labour contracts is examined in more detail. Weekend trading accounts for a very significant proportion of retail sales, and various forms of casual contracts take up between 20% and 50% of available labour contracts in the companies concerned. For some companies, new stores are now designed around only 30% “core” permanent staff, with the other 70% of contracts being “flexible”. A situation has therefore developed where full time “regular” workers are working relatively long hours (standard 45 per week + overtime), but are increasingly being supplanted by flexible workers with much shorter hours, poor pay, poor job security, and few (if any) fringe benefits of employment. This also undermines the bargaining position of trade unions in the industry, as bargaining units shrink. Because of the strong feelings of workers around reduction of working time to 40 hours, impending legislation on the issue, and the strong relationship in the industry between flexible labour, extended weekly trading hours, and seasonal variations in consumer demand, the issue of working time offers an opportunity to retail unions to make gains in shorter working hours, job creation, and employment security, if they can accept flexibility of working time for their established constituency. Innovations in working time such as “chosen time” and flexible working schedules need concerted attention from retail unions to prevent employers from controlling working time and employment contracts. Success depends on the degree to which unions can force employers into centralised bargaining. The paper looks at the failed attempt by SACCAWU to gain a centralised bargaining forum during 1996, which would have been an ideal instrument to address the issues around working time. This suggests that the best strategy for unions now is to concentrate on the struggle over the reduction of hours around the employment standards statute, and work on a “model” agreement with a large national employer, which can then be imitated with other employers, and then in a future centralised bargaining forum. The report then looks at examples where this opportunity has been exploited internationally, and there have been some trade union successes in company level bargaining. These examples combine job creation with reduced working hours, and some choice for workers over what hours they will work within the overall pattern of extended trading hours. The 1986 guidelines on flexible working time from the European retail workers’ federation are examined, and are recommended as still a useful approach for the South African retail unions in the mid-1990s. The report ends by looking at contemporary workers’ experiences of working time in South Africa at shop level as revealed by the Cape Town survey. The main barriers to workers accepting flexible working time are examined: these include problems of transport (and personal security), and child care. The section also assesses the way in which employers have maintained control over working time alterations at shop level to date. There is some interest among workers in shorter working hours - even with loss of some earnings - as well as changes in starting and finishing times of work. However, attempts by workers to negotiate favourable changes with their employers are usually unsuccessful, whereas unilateral changes in working time made by employers are more common.
- Full Text:
Challenges facing women workers locally and internationally
- Authors: Mbude, Lungi
- Date: 1997-12-05
- Subjects: Women employees -- South Africa , Woman, Black -- Employment -- South Africa , Quality of life , Job satisfaction -- South Africa , Organisational behaviour -- South Africa
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/111118 , vital:33382
- Description: The majority of women in the world - women workers - have not only suffered from exploitation by the bosses, they also face oppression as women in society and from their husbands and partners at home. According to the 1996 Human Development Report, of the 1.3 billion people living in poverty in the world, 70% are women. Twice as many women as men cannot read or write, and girls are 60% of the 130 million children who have no access to primary education. Women produce half of the world’s food but own around 1% of the world’s land. The number of rural women living in poverty has increased by 50% in the last twenty years, compared to 3% for men. Women also represent the highest percentage of the unemployed. The problems of women workers are not personal, individual problems. They are social problems which women suffer as members of this society, as workers and as women. So, if we want to address and work towards solving women workers’ problems, we have to tackle them as part of the problems of the whole society.
- Full Text:
- Date Issued: 1997-12-05
- Authors: Mbude, Lungi
- Date: 1997-12-05
- Subjects: Women employees -- South Africa , Woman, Black -- Employment -- South Africa , Quality of life , Job satisfaction -- South Africa , Organisational behaviour -- South Africa
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/111118 , vital:33382
- Description: The majority of women in the world - women workers - have not only suffered from exploitation by the bosses, they also face oppression as women in society and from their husbands and partners at home. According to the 1996 Human Development Report, of the 1.3 billion people living in poverty in the world, 70% are women. Twice as many women as men cannot read or write, and girls are 60% of the 130 million children who have no access to primary education. Women produce half of the world’s food but own around 1% of the world’s land. The number of rural women living in poverty has increased by 50% in the last twenty years, compared to 3% for men. Women also represent the highest percentage of the unemployed. The problems of women workers are not personal, individual problems. They are social problems which women suffer as members of this society, as workers and as women. So, if we want to address and work towards solving women workers’ problems, we have to tackle them as part of the problems of the whole society.
- Full Text:
- Date Issued: 1997-12-05
The role of the educator
- National Union of MetalWorkers of South Africa
- Authors: National Union of MetalWorkers of South Africa
- Date: 19--?
- Subjects: Capitalism and education , Black people -- Education -- South Africa , Teachers, Black -- Psychology
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/110914 , vital:33350
- Description: In South Africa, like all other capitalist societies, workers are forced to work for wages to buy the things they need to survive. The land, factories, mines, etc are privately owned by the capitalists. Because the capitalists own the land, factories and mines they control the wealth that is produced. With this wealth, as well as with the ownership of several newspapers and investment in radio and television stations, the capitalists can try and influence how people think. The capitalists also use the political rights and the wealth they have to influence how the government behaves. In South Africa, black workers have no political rights, because of apartheid. So they cannot influence the government in the same way as the capitalists. Workers standing on their own are also weak against their employers because the employers do not need any one particular worker. But the employers cannot do without all their workers. Machines without workers are useless. So if all workers can organise themselves to act together, to act collectively as it is called, then the balance of power changes. Capitalism needs the labour of workers to survive. So organised workers can be the most powerful weapon against capitalism. But the capitalists in South Africa are very powerful. They have a good friend in the apartheid state. Workers need to be well organised to challenge the power of the capitalists. But to build this strength, we need unity. We also need discipline and clear direction. The first step in making a union strong is for the union to have a very large membership. But the members cannot be sleeping members. They must understand the broader aims and objectives of the union and how the union fits into the wider struggle in South Africa. They must also have the skills and knowledge to be able to participate actively in all the activities of the union. Democratic practices increase the strength of workers' organisations and make them more effective. Democratic organisations are also necessary for building democratic societies because they make it possible for the masses of the people to participate in decisions about their lives.
- Full Text:
- Date Issued: 19--?
- Authors: National Union of MetalWorkers of South Africa
- Date: 19--?
- Subjects: Capitalism and education , Black people -- Education -- South Africa , Teachers, Black -- Psychology
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/110914 , vital:33350
- Description: In South Africa, like all other capitalist societies, workers are forced to work for wages to buy the things they need to survive. The land, factories, mines, etc are privately owned by the capitalists. Because the capitalists own the land, factories and mines they control the wealth that is produced. With this wealth, as well as with the ownership of several newspapers and investment in radio and television stations, the capitalists can try and influence how people think. The capitalists also use the political rights and the wealth they have to influence how the government behaves. In South Africa, black workers have no political rights, because of apartheid. So they cannot influence the government in the same way as the capitalists. Workers standing on their own are also weak against their employers because the employers do not need any one particular worker. But the employers cannot do without all their workers. Machines without workers are useless. So if all workers can organise themselves to act together, to act collectively as it is called, then the balance of power changes. Capitalism needs the labour of workers to survive. So organised workers can be the most powerful weapon against capitalism. But the capitalists in South Africa are very powerful. They have a good friend in the apartheid state. Workers need to be well organised to challenge the power of the capitalists. But to build this strength, we need unity. We also need discipline and clear direction. The first step in making a union strong is for the union to have a very large membership. But the members cannot be sleeping members. They must understand the broader aims and objectives of the union and how the union fits into the wider struggle in South Africa. They must also have the skills and knowledge to be able to participate actively in all the activities of the union. Democratic practices increase the strength of workers' organisations and make them more effective. Democratic organisations are also necessary for building democratic societies because they make it possible for the masses of the people to participate in decisions about their lives.
- Full Text:
- Date Issued: 19--?
Gender activity report to the NEC of the 12th-14th November 1998
- National Union of Metalworkers of South Africa
- Authors: National Union of Metalworkers of South Africa
- Date: 1998-11-12
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/106370 , vital:32645
- Description: As per our Congress Resolution on Women Empowerment, the main objective for this year (1998) was to implement some of these resolutions. It is obvious that not all the resolutions could be realized this year, however, this department managed to execute the following as per our year plan: mechanisms to empower women in the union, develop education and training programmes on women’s needs, encourage male comrades to take part in gender activities/programmes to raise understanding of gender issues. The above issues were going to be actualized in the following way: national gender schools and gender workshops.
- Full Text:
- Date Issued: 1998-11-12
- Authors: National Union of Metalworkers of South Africa
- Date: 1998-11-12
- Subjects: Uncatalogued
- Language: English
- Type: text , pamphlet
- Identifier: http://hdl.handle.net/10962/106370 , vital:32645
- Description: As per our Congress Resolution on Women Empowerment, the main objective for this year (1998) was to implement some of these resolutions. It is obvious that not all the resolutions could be realized this year, however, this department managed to execute the following as per our year plan: mechanisms to empower women in the union, develop education and training programmes on women’s needs, encourage male comrades to take part in gender activities/programmes to raise understanding of gender issues. The above issues were going to be actualized in the following way: national gender schools and gender workshops.
- Full Text:
- Date Issued: 1998-11-12