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- Volume 31, Issue 1, 2007
South African Journal of Labour Relations - Volume 31, Issue 1, 2007
Volumes & issues
Volume 31, Issue 1, 2007
Source: South African Journal of Labour Relations 31, pp 6 –24 (2007)More Less
This paper reviews the public policy thinking available to transforming countries like South Africa in the course of fundamental changes to their employment relations systems. Four possible pathways, labelled neo-liberalism, pluralism, corporatism and elitism and devised in the spirit of 'middle-range' theorising, are identified as offering possible solutions to the dilemmas and constraints faced. This framework is used to explore the particular policy route taken by South Africa, post liberation. The paper ends with a discussion of unresolved dilemmas that might prompt policy change, again using South Africa as a case study.
The 'bite' of minimum wage : enforcement of and compliance with the sectoral determination for farm workersSource: South African Journal of Labour Relations 31, pp 25 –46 (2007)More Less
The research on which this paper is based reveals the complex and differentiated outcomes of a statutory minimum wage. The primary objective of this research was to determine the extent to which the Sectoral Determination for Farm Workers is implemented on selected farms in the Eastern Cape. The experiences of farm workers are largely absent from existing studies of minimum employment conditions in the agricultural sector. Following a brief overview of the provisions in the sectoral determination, this article outlines some of the problems associated with the enforcement of statutory minimum wages, considers the impact of statutory minimum wages on remuneration and labour relations, and tracks changes in wage levels before and after the introduction of the sectoral determination. The most salient findings of the research include the following: First, farmers are complying with the provisions of the sectoral determination on a selective basis.
Second, although wages have increased, a significant portion of the workers interviewed still did not receive the minimum wage.
Third, the sectoral determination has not fundamentally altered the working, living and tenure conditions of farm workers. Finally, farmers seem able to absorb rising wage costs through selective compliance, work intensification, increased deductions and a strategic use of female and casual labour.
Author Lize BooysenSource: South African Journal of Labour Relations 31, pp 47 –71 (2007)More Less
South Africans have experienced major changes in the landscape of employment relations in organisations over the past two decades. Although numerous pieces of legislation have been put in place to achieve greater social justice, progress in redressing unfair discrimination in the workplace has been slow and uneven. This article aims, through an in-depth descriptive case analysis, to identify barriers to the implementation of Employment Equity (EE) and effective retention strategies of blacks in management in South Africa. This study affirms the findings of national and international research that claim that lack of communication and shared understanding of EE, white male dominated organisational culture, low leadership commitment and inconsistency in EE implementation are major barriers to effective EE implementation and retention of black employees. This study identified several new barriers to EE and retention: these include the role of white fear and the lack of meaningful engagement of white male employees.
The impact and management of HIV and AIDS in manufacturing workplaces of the Nelson Mandela Metropolitan municipal areaAuthor Jennifer BowlerSource: South African Journal of Labour Relations 31, pp 72 –96 (2007)More Less
This article reports the results of a descriptive study of HIV and AIDS in manufacturing workplaces. The levels of HIV infection, illness and death were established. Although there had been an impact on costs, these had been contained without a negative impact on profitability. Every workplace had engaged in some aspects of HIV and AIDS management and had complied with legal requirements. The workforce enjoyed an existing base of health security. The management of every workplace had responded to the specific issue of HIV, although programme usage was limited. HIV programmes were management driven but there was limited involvement from unions.