Wanneer vakbonde aanspraak maak op organisatoriese regte binne die werksplek, is werkgewers dikwels onseker rakende hul eie regte en dié van die vakbond, asook hoe hierdie regte gereguleer word. Elke werknemer het die reg om aan ‘n vakbond te behoort, net soos wat elke werkgewer die reg het om aan ‘n werkgewersorganisasie te behoort en word beide hierdie liggame gereguleer deur die Wet op Arbeidsverhoudinge (WAV).

5 ORGANISATORIESE REGTE

Die Wet op Arbeidsverhoudinge (WAV) verleen die volgende organisatoriese regte aan vakbonde, onderhewig aan sekere vereistes:

• Toegang tot die werksplek
• Aftrekking van vakbondregistrasiefooie
• Vakbondverteenwoordiging in die werksplek
• Verlof vir vakbondaktiwiteite
• Openbaarmaking van informasie

OM AANSPRAAK TE MAAK OP ORGANISATORIESE REGTE

If a trade union wishes to lay claim to organisational rights in the workplace, the following must be in place:

• The trade union must be registered with the Department of Employment and Labour.
• The constitution of the trade union’s scope of application must correspond with the employer’s business industry.
• The trade union must also have sufficient (±20%) or majority (50%+1) representation in the workplace, that will determine which of the five organisational rights can be claimed.

To claim these rights, legislation requires that a trade union follow a procedure, which entails that the trade union must notify the employer in writing of the rights the trade union wants to exercise in the workplace.  The employer must then consult within 30 days thereafter with the trade union.

It is important for employers to be proactive to strengthen the employer-employee relationship.  Clear rules and guidelines in the workplace limit misunderstandings and conflicts, which promotes productivity as well as a positive working environment.