Discover the essential components of a strike and effectively manage striking employees...
aren't managed properly they could spiral out of control and become violent...
Leaving your company crippled by work disruptions and loss of profits...
Discover how you can avoid strikes
from ruining your company here.
You must ensure that the ultimatum clearly states the employees must return to work or face dismissal. Because if you're not clear as to what the consequences will be if they don't return to work, and you dismiss
them, it could be seen as unfair.
So don't warn employees of the consequences by using vague terms such as 'disciplinary action'. Be blunt!
The ultimatum must be reasonable.
In other words, you can't go attaching unreasonable terms and conditions to the ultimatum to return to work. If you do so, they must be legal.
For example, you can't go saying that the employees must return to work, and also that they must now accept your wage-increase offer.
Deal with striking workers legally every step of the way
The A-Z Guide to Preventing and Managing Strikes, compiled the team of experts who brought you the Labour Law Handbook, providing you with the right step-by-step knowledge on how to effectively and legally manage strikes
and striking employees.
It will help you:
- Navigate your way through the 8 techniques you can use to avoid strikes
- Understand relevant documents you'll need and steps you'll need to take to dismiss
illegal striking employees
- Enter into effective discussions with trade unions so the strike can quickly be resolved
- Avoid making the same mistakes made during other strikes
so you don't land up at the cleaners
- With this guide, you'll no longer need to fear being taken to the CCMA or even having to fork out unnecessary money to employees who demand unfeasible wage increases...
- Discover the three essential components of a strike
Read more here…
If and where necessary, you must get an interpreter to translate the ultimatum in a language that the employees will understand.
You must give the employees enough time to seriously consider the ultimatum and its potential consequences.
If applicable, let the union involved know of the ultimatum. The chances are they'll intervene as most unions don't want their members going on unprotected strikes
Before issuing a final ultimatum, you must get in contact with the union involved. For example, this could be as simple as a telephone call.
Also, remember that if your employees go on an unprotected strike, you must first go to the Labour Court for an interdict…
*To learn more on dealing with unprotected strikes
, go to chapter S 02
in your Labour law for Managers
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