Deadlock in Negotiations
Siužetinės Linijos Tekstas
- The rest of the management team meets with the union representative.
- The situation is well known to us all, but as Mrs. Mahumane pointed out, we are unable to raise their wages at this time.
- As stated, I am here on behalf of the employees. They demand the pay increase that has been promised to them for the past few years.
- Greetings, team. A union representative for our employees is here with us today. We are here today to talk about a really important topic.
- This will not sit well with the employees, and things may not turn out well.
- The union representative makes the demands of the employees known to the management team.
- 2020 2021 2022 2023
- As seen above, the anticipated increase in sales is anticipated for the year 2023.
- There are justifications and new tales every year. This exact statement was made the previous year. The expectations of the workforce are clearly evident. Either you give them the 10% pay increase or they will walk out.
- Further discussion on the matter
- We appreciate you sharing your concern with us and we do understand it. Since COVID-19 had a negative impact on our organization, unfortunately, we are powerless.
- I am sorry if I am putting you in a difficult situation, but please try to imagine yourselves in the employees' position. After all, they have families to support. We also need you, the management, to comprehend their perspective.
- We apologize, Ms Majola, but our hands are tied.
- Only when things are going well for the company can we increase employee pay. At this point, a 10% raise would be excessive and unaffordable.
- The union representative arranges a meeting with the rest of the management to inform them of the employees' proposals for pay increases.
- Pay negotiation impasse
- 2023 2022 2021 2021
- Employees must completely comprehend that since sales have not increased, we are unable to meet their needs.
- 2020 2021 2022 2023
- Oh well this calls for a strike.
- In addition to making ensuring that a workplace is safe, an employer may also have a responsibility to shield an employee from harassment.
- Meeting between the union representative and the workers
- However, earnings do not rise; instead, they consistently stay the same.
- Living expenses are rising.
- Management decides to raise salaries by only 5% rather than 10% after further discussion of the demands of the workforce between management and the union representative.
- Employees want to take action by bringing the issue before the CCMA.
- The employer instructs the union representative to return the employees' 5% wage rise offer.
- Noted, I will inform them and set up a meeting with them.
- The 5% wage rise that the firm has offered is disclosed to the workers by the union representative.
- STRIKE !!
- Due to the fact that each employee is entitled to a separate set of rights, they are free to proceed and are able to do so by addressing their concerns with the CCMA, BC, or SC in order to be heard, find a resolution, and receive assistance.
- Since the company is refusing to provide us what we require during this trying time, we will take this case further to the CCMA. As employees, we have a right to a salary rise.
- Management and the employer have met and chatted. Unfortunately, no progress has been made on the issue.
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