LRM3702
Assignment 6
2024 - DUE 4
November
2024
[Type the document subtitle]
[Pick the date]
[Type the company name]
, Book
Labour Relations in a Changing Environment
LRM3702 Assignment 6 (COMPLETE QUESTIONS & ANSWERS) Semester
2 2024 - DUE 4 November 2024 ;100 % TRUSTED workings, Expert Solved,
Explanations and Solutions
RELATIONS GONE BAD Makelotsomoney is a medium-sized retail company
with a few stores in the rural areas of the Western Cape, including Wellington,
Calendon, Swellendam and Montagu, Bredasdorp and Prince Albert. The
managers of each store meet every Monday via a call to share sales updates
and ideas, as they do not meet physically due to the cost of fuel. The
company upgraded its technology in its stores a few months ago because it
wanted to achieve greater efficiency. Joe, the chief shop steward of the Retail
Workers’ Union (RWU) (which has been recognised for collective bargaining
purposes for a few years) and Frank, an active union member, both based at
the company’s main store in Paarl, have been employed by the company for
many years as packers and general labourers. Both are quite ambitious and,
although it was not their job to operate computer terminals, they slowly taught
themselves how to operate the terminals in the store as they were keen to
improve their skills and educational level. They did so well that after a few
months, they had mastered the computer in the store and were performing the
jobs of computer operators by voluntarily helping out as and when needed, as
the company was short-staffed. They felt that they should receive some
recognition and perhaps some additional remuneration for their efforts and
willingness to learn. Joe then approached the store supervisor and asked that
the company regrade him and Frank upwards as he maintained that they were
now performing work of a higher grade. The store’s supervisor, having been
able to rely on Joe and Frank’s skills, had not himself mastered the terminal.
He feared that Joe and Frank were trying to replace him, so he said he would
look into the matter but, despite numerous reminders to him, he did nothing.
Joe and Frank then approached the factory manager and demanded that he
immediately regrade them upwards as they were now performing the job of
computer operators. He said that he would consider their demand and come
back to them. He was willing to recognise their efforts but was worried about
the cost of doing this. He then spoke to the company’s general manager. His
attitude was that recognition might have been due to Frank and Joe, but that
job grading was a management prerogative. He feared that if they talked to
Joe, as senior shop steward, about job grading, this would set a dangerous
, precedent and would constitute a victory for the union in its pursuit of greater
workplace control. He believed that the demand was a union-inspired attempt
to dictate to management. Although the factory manager wanted to discuss
the matter with the workers to find a satisfactory outcome, the general
manager decided that it would be best not to respond to Joe and Frank
because any response would constitute a concession to negotiate about a
management prerogative. Joe and Frank eventually decided that if the
company was not prepared to regrade them, then they would stop using the
computer and revert to the manual method they had used in the past. On the
first day of their refusal, they received an oral warning for failing to use the
computer and they were instructed by their supervisor that they should use
the computer in future. Joe and Frank were convinced that they could not be
forced to use the computer and were determined to pressurise the company
into giving them the recognition they demanded. They knew that the company
needed their computer skills, and they believed that if they withheld them, the
company would be forced to concede. They therefore continued with their
refusal. The company then gave them written warnings for failing to obey
reasonable instructions, as it hoped this would persuade Joe and Frank to
resume using the computer. When they continued with their refusal, they were
given final written warnings for insubordination. On the following day, they had
a major altercation with their supervisor when he instructed them to use the
computer. They informed him that they were sick and tired of being messed
around by the company and that the company could do what it liked but they
would not use the computers until they were upgraded. Joe and Frank were
then summoned to a disciplinary enquiry and dismissed for insubordination
after a full hearing. The workers at the company were incensed at the
dismissal of a senior shop steward and were convinced that the real reason
for the dismissal was that the company wanted to get rid of the union. They
therefore stopped work and demanded Joe and Frank’s reinstatement. The
company informed them that their work stoppage was unprocedural and illegal
and that they would not talk to them until they returned to work. The workers
did not heed management’s request and began singing and marching in the
car park. Its non-union workers approached the company. They demanded
safe custody out of the company premises and warned the company that they
expected the company to take firm action against what they called the
workers’ “illegal mass action”. They were frightened and felt that the company
was always giving in to the union. The workers continued with their strike the
following day. The company’s lawyers suggested that they resolve the dispute
by going to court for an injunction ordering the striking workers to return to
work. The company gave the workers an ultimatum to return to work. When
they did not heed the ultimatum, they were dismissed. The company’s
Assignment 6
2024 - DUE 4
November
2024
[Type the document subtitle]
[Pick the date]
[Type the company name]
, Book
Labour Relations in a Changing Environment
LRM3702 Assignment 6 (COMPLETE QUESTIONS & ANSWERS) Semester
2 2024 - DUE 4 November 2024 ;100 % TRUSTED workings, Expert Solved,
Explanations and Solutions
RELATIONS GONE BAD Makelotsomoney is a medium-sized retail company
with a few stores in the rural areas of the Western Cape, including Wellington,
Calendon, Swellendam and Montagu, Bredasdorp and Prince Albert. The
managers of each store meet every Monday via a call to share sales updates
and ideas, as they do not meet physically due to the cost of fuel. The
company upgraded its technology in its stores a few months ago because it
wanted to achieve greater efficiency. Joe, the chief shop steward of the Retail
Workers’ Union (RWU) (which has been recognised for collective bargaining
purposes for a few years) and Frank, an active union member, both based at
the company’s main store in Paarl, have been employed by the company for
many years as packers and general labourers. Both are quite ambitious and,
although it was not their job to operate computer terminals, they slowly taught
themselves how to operate the terminals in the store as they were keen to
improve their skills and educational level. They did so well that after a few
months, they had mastered the computer in the store and were performing the
jobs of computer operators by voluntarily helping out as and when needed, as
the company was short-staffed. They felt that they should receive some
recognition and perhaps some additional remuneration for their efforts and
willingness to learn. Joe then approached the store supervisor and asked that
the company regrade him and Frank upwards as he maintained that they were
now performing work of a higher grade. The store’s supervisor, having been
able to rely on Joe and Frank’s skills, had not himself mastered the terminal.
He feared that Joe and Frank were trying to replace him, so he said he would
look into the matter but, despite numerous reminders to him, he did nothing.
Joe and Frank then approached the factory manager and demanded that he
immediately regrade them upwards as they were now performing the job of
computer operators. He said that he would consider their demand and come
back to them. He was willing to recognise their efforts but was worried about
the cost of doing this. He then spoke to the company’s general manager. His
attitude was that recognition might have been due to Frank and Joe, but that
job grading was a management prerogative. He feared that if they talked to
Joe, as senior shop steward, about job grading, this would set a dangerous
, precedent and would constitute a victory for the union in its pursuit of greater
workplace control. He believed that the demand was a union-inspired attempt
to dictate to management. Although the factory manager wanted to discuss
the matter with the workers to find a satisfactory outcome, the general
manager decided that it would be best not to respond to Joe and Frank
because any response would constitute a concession to negotiate about a
management prerogative. Joe and Frank eventually decided that if the
company was not prepared to regrade them, then they would stop using the
computer and revert to the manual method they had used in the past. On the
first day of their refusal, they received an oral warning for failing to use the
computer and they were instructed by their supervisor that they should use
the computer in future. Joe and Frank were convinced that they could not be
forced to use the computer and were determined to pressurise the company
into giving them the recognition they demanded. They knew that the company
needed their computer skills, and they believed that if they withheld them, the
company would be forced to concede. They therefore continued with their
refusal. The company then gave them written warnings for failing to obey
reasonable instructions, as it hoped this would persuade Joe and Frank to
resume using the computer. When they continued with their refusal, they were
given final written warnings for insubordination. On the following day, they had
a major altercation with their supervisor when he instructed them to use the
computer. They informed him that they were sick and tired of being messed
around by the company and that the company could do what it liked but they
would not use the computers until they were upgraded. Joe and Frank were
then summoned to a disciplinary enquiry and dismissed for insubordination
after a full hearing. The workers at the company were incensed at the
dismissal of a senior shop steward and were convinced that the real reason
for the dismissal was that the company wanted to get rid of the union. They
therefore stopped work and demanded Joe and Frank’s reinstatement. The
company informed them that their work stoppage was unprocedural and illegal
and that they would not talk to them until they returned to work. The workers
did not heed management’s request and began singing and marching in the
car park. Its non-union workers approached the company. They demanded
safe custody out of the company premises and warned the company that they
expected the company to take firm action against what they called the
workers’ “illegal mass action”. They were frightened and felt that the company
was always giving in to the union. The workers continued with their strike the
following day. The company’s lawyers suggested that they resolve the dispute
by going to court for an injunction ordering the striking workers to return to
work. The company gave the workers an ultimatum to return to work. When
they did not heed the ultimatum, they were dismissed. The company’s
