1. Remind them that they are responsible for their members and that they must not allow their members to intimidate non-members.
2. Inform the union that you will not tolerate any form of misconduct – such as violence, destruction to property, intimidation etc. Remember that intimidation, violence, hate speech and vandalism are criminal and so you can report them to the police.
3. Make clear that you will discipline employees for any misconduct and, in serious instances, dismiss
4. Tell them that if there is any violence, intimidation or damage to property they will receive an interdict from the Labour Court.
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
5. Let them know that if their members commit violent acts or damage property, you'll hold the union liable for the losses.
6. Try to get a written undertaking from the union stating that they will control their members.
7. Notify the employees, before the strike, that you will not tolerate any intimidation, violence, verbal abuse or damage to property and that any misconduct will be met with discipline and possible dismissal.
8. Place your misconduct policy on the notice board so that employees can be made aware of it before the strike.
9. After the strike, and if there were any incidents of misconduct, initiate disciplinary action. You must show that you will not tolerate any forms of misconduct whatsoever – regardless of the outcome of the strike.
So, there you have it. However, remember that, if you can, try and avoid strikes
. Attempt to negotiate with the unions. You might just walk away with a reasonable deal,
To learn more about strikes
, click here
and get access to Labour Law for Managers today.