Collective Bargaining Question 1 1.1.What is collective bargaining, and why is it important in labour relations? (2) 1.2. Name one advantage and one disadvantage of collective bargaining. (2) 1.3 Differentiate between a strike and a lockout. (2) 1.4. What legal framework governs strikes and lockouts in South Africa? (4) QUESTION 2 2.1. How did industrialisation influence the rise of trade unions? (4) 2.2. Explain one positive and one negative impact of industrialisation on labour relations. (2) 2.3. How are industrialisation, collective bargaining, and strikes interconnected? (6) QUESTION 3 Case Study 1:Collective Bargaining in the Mining Sector Scenario: In South Africa's mining industry, trade unions negotiate with employers through bargaining councils. In 2019, a major mining company faced demands from workers or higher wages and improved safety conditions. After weeks of negotiation, the union and employer reached a collective agreement that inciuded wage increases and stricter safety protocols. Questions Q3.1: What role did collective bargaining play in this case? (5) Q3.2:What was the outcome of the negotiations? (5) Case Study 2: The Marikana Strike (2012) Scenario: At Lonmins platinum mine in Marikana, workers went on strike demanding higher wages. The strike escalated into violant clashes, resuting in the deaths of over 40 workers. The event exposed deep inequalities in wages and poor communication between unians, workers, and managament. Questions Q3.4: What triggered the Marikana strike? (3) Q3.5: What were the consequences of the strike? (3) Q3.6: What lesson can be learned from this case? (3) Case Study 3: Industrialisation and Labour Relations Scenario: During South Africa's industrialisation in the 20th century, the mining and manufacturing sectors grew rapidly. However, workers faced long hours, unsafe conditions, and racial discrimination. This led to the rise of trade unions such as COSATU, which fought for workers' rights and influenced labour laws. Questions Q3.7: How did industrialisation affect workers? (5) Q3.8: What was the response of workers to these conditions? (5) Q3.9: How did industrialisation shape labour laws? (5) QUESTION 4 Scenario: Tripartite System in a Private Manufacturing Company A large private manufacturing company in Gauteng faced disputes in 2025 when workers demanded higher wages and safer working conditions. The employer argued that rising production costs made wage increases difficult. The government became involved because the dispute threatened economic stability and compliance with labour laws. A tripartite negotiation was convened, involving: Government - Department of Employment and Labour. Employer - Company management. Employees - Represented by a trade union. Q4.1: How did the tripartite system function in this private company dispute? (3) Q4.2: What role did the government play? (3) Q4.3: How did the employer contribute? (4) Q4.4 What did the trade union achieve for employees? (4) Q4.5: What was the outcome of the negotiation? (4) Q4.6: Why is the tripartite systern important in private sector disputes? (4) QUESTION 5 Case Study: Types of Employment Contracts Scenario: GreenLeaf Manufacturing hires workers under different types of employment contracts: Permanent contracts for senior managers. Fixed-term contracts for seasonal workers during peak production months. Part-time contracts for administrative staff who work reduced hours. Casual contracts for temporary labourers called in when demand spikes unexpectedly. One of the seasonal workers, James, is on a fixed-term contract for six months. At the end of the contract, the company decides not to renew his employment. Meanwhile, Sarah, a permanent employee, is considering resigning to pursue another opportunity. 5.1. What is the main difference between a permanent and a fixed-term contract? (4) 5.2. What rights does James have at the end of his fixed-term contract? (4) 5.3. How does Sarah's resignation differ from James's contract expiry? (4) 54. What are the advantages of part-time contracts for employers? (4) 5.5. What risks do casual contracts pose for employees? (6) TOTAL:100
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QUESTION 4
Q4.5. The scenario does not explicitly state the final outcome of the negotiation. However, in a functional tripartite system, the aim is to reach a mutually acceptable agreement that addresses the workers' demands for higher wages and safer conditions while considering the employer's concerns about production costs and ensuring compliance with labour laws and economic stability.
Q4.6. The tripartite system is important in private sector disputes because it brings together government, employers, and employees to find solutions. This ensures that negotiations are fair, comply with labour laws, and consider broader economic implications, thereby promoting industrial peace and stable labour relations.
QUESTION 5
5.1. The main difference is the duration and permanence of employment. A permanent contract is for an indefinite period, implying ongoing employment until retirement or termination for a valid reason. A fixed-term contract is for a specific, predetermined period or until a particular task is completed, after which it automatically expires.
5.2. At the end of his fixed-term contract, James's primary right is that his employment simply ends as per the agreed terms. He generally does not have a right to renewal or severance pay, unless he had a legitimate expectation of renewal that was not met, or if the contract was for longer than 24 months and not renewed for an unfair reason, as per the Labour Relations Act.
5.3. Sarah's resignation is an employee-initiated termination of an ongoing, permanent employment contract, requiring her to give appropriate notice to the company. James's situation is the expiry of a fixed-term contract, which is a pre-determined end to a temporary employment period, not initiated by either party at the moment of expiry, but rather by the terms of the contract itself.
5.4. Advantages of part-time contracts for employers include flexibility in staffing to match workload fluctuations, reduced labour costs (as part-time employees may not receive full benefits like permanent staff), and the ability to access specialized skills for specific hours without committing to a full-time position.
5.5. Risks that casual contracts pose for employees include job insecurity due to irregular work and no guaranteed hours, lack of benefits such as paid leave, medical aid, or pension contributions, and limited legal protection compared to permanent employees, making them more vulnerable to exploitation or unfair treatment.
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