LRM4801 EXAM PACK
2025
QUESTIONS AND
ANSWERS
FOR ASSISTANCE CONTACT
EMAIL:
, lOMoARcPSD|44660598
Advance Labour Relation Management
LRM 4801
Assessment 08
Lesson 07,08 and 09
Due date Unique number
03 October 2022 824716
By
In the
Department of Industrial and Organisational Psychology
College of Economic and Management Sciences
at the
University of South Africa
1|Page
, lOMoARcPSD|44660598
Table of contents
1. Introduction...........................................................................................Pg 3
2. Question 1colective bargaining at ARM.................................................Pg 3-9
3. Question 2 Dismissals at ARM ...............................................................Pg 9-21
4. Question 4 strike handling at silver platinum mine ...............................Pg 21-26
5. Question 5 Grievance Procedure ............................................................Pg 26-32
6. Conclusion &&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&pg 32
7. References&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&Pg 33
8. Declaration&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&.....Pg 34
2|Page
, lOMoARcPSD|44660598
1.Introduction
Section 23 South African constitution guarantees every worker to be fairly
treated.it further guarantees workers to have right to strike. This assignment will
cover lesson 7, 8 and 9 of the LRM 4801 study unit. The assignment will all explore
collective bargaining, levels of collective bargaining their advantages and
disadvantages. The assignment will further deal with Dismissals for operational
requirements.it will deal with bot substantive and procedural fairness when
dismissing employees based on operational requirement of the employer.
The right to strike and procedure to be followed to advance this constitutional right
will be radiated. The assignment will also deal with the employer9s reaction to a
protected strike i.e., the employment of no work no pay, bonus payments for non-
striking employees. The last question to be responded to will be workplace
grievance and disciplinary procedure.
2.Question 1: COLLECTIVE BARGAINING AT ARM
1.1 According to Venter et al (2014), bargaining occurs either at plant level between
individual employers and trade unions (i.e., decentralized bargaining) or at industry
and national level between employers9 organisations and several trade unions or
trade union federations (i.e., centralised bargaining). The Labour Relations Acts
(LRA) promotes (but does not prescribe) the use of centralised bargaining
structures by means of bargaining councils.
The idea behind centralised bargaining is that employers throughout the industry
will pay the same wages and grant the same conditions of service. The expectation,
therefore, is that employers throughout the industry are expected to stand
together. Centralised bargaining tends to favour larger organisations and bigger,
better organised trade unions, since in both instances in larger players are better
able to establish and drive agendas. An example of centralised bargaining in South
Africa is the biannual industry- level negotiations on wages and conditions of
employment between the gold mines (represented by the Minerals Council South
3|Page
2025
QUESTIONS AND
ANSWERS
FOR ASSISTANCE CONTACT
EMAIL:
, lOMoARcPSD|44660598
Advance Labour Relation Management
LRM 4801
Assessment 08
Lesson 07,08 and 09
Due date Unique number
03 October 2022 824716
By
In the
Department of Industrial and Organisational Psychology
College of Economic and Management Sciences
at the
University of South Africa
1|Page
, lOMoARcPSD|44660598
Table of contents
1. Introduction...........................................................................................Pg 3
2. Question 1colective bargaining at ARM.................................................Pg 3-9
3. Question 2 Dismissals at ARM ...............................................................Pg 9-21
4. Question 4 strike handling at silver platinum mine ...............................Pg 21-26
5. Question 5 Grievance Procedure ............................................................Pg 26-32
6. Conclusion &&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&pg 32
7. References&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&Pg 33
8. Declaration&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&.....Pg 34
2|Page
, lOMoARcPSD|44660598
1.Introduction
Section 23 South African constitution guarantees every worker to be fairly
treated.it further guarantees workers to have right to strike. This assignment will
cover lesson 7, 8 and 9 of the LRM 4801 study unit. The assignment will all explore
collective bargaining, levels of collective bargaining their advantages and
disadvantages. The assignment will further deal with Dismissals for operational
requirements.it will deal with bot substantive and procedural fairness when
dismissing employees based on operational requirement of the employer.
The right to strike and procedure to be followed to advance this constitutional right
will be radiated. The assignment will also deal with the employer9s reaction to a
protected strike i.e., the employment of no work no pay, bonus payments for non-
striking employees. The last question to be responded to will be workplace
grievance and disciplinary procedure.
2.Question 1: COLLECTIVE BARGAINING AT ARM
1.1 According to Venter et al (2014), bargaining occurs either at plant level between
individual employers and trade unions (i.e., decentralized bargaining) or at industry
and national level between employers9 organisations and several trade unions or
trade union federations (i.e., centralised bargaining). The Labour Relations Acts
(LRA) promotes (but does not prescribe) the use of centralised bargaining
structures by means of bargaining councils.
The idea behind centralised bargaining is that employers throughout the industry
will pay the same wages and grant the same conditions of service. The expectation,
therefore, is that employers throughout the industry are expected to stand
together. Centralised bargaining tends to favour larger organisations and bigger,
better organised trade unions, since in both instances in larger players are better
able to establish and drive agendas. An example of centralised bargaining in South
Africa is the biannual industry- level negotiations on wages and conditions of
employment between the gold mines (represented by the Minerals Council South
3|Page
