According to Wheels24, employer organisations, the Fuel Retailers' Association and the Retail Motor Industry have been given notice of the strike.
National Union of Metalworkers of SA (Numsa) general secretary Irvin Jim says: 'Regrettably, employers took a very irresponsible stance by pulling back from the engagements which were intended to avert the strike.'
'Employers were unhappy with Numsa's decision to issue a 48-hour notice to strike,' he added in the report.
Giving notice to strike is just one of the requirements that must be met before a strike is considered protected.
Do you know what the other requirements are?
Strike action is considered protected under these circumstances:
According to the Labour Law for Managers Loose Leaf Service, there are certain procedural requirements that must be met before your employees can embark upon a protected strike.
Step #1: They must have referred the dispute for conciliation
Step #2: They must have given notice of intention to strike
You must receive the notice of intention to strike from your employees or their union in writing at least 48 hours before the strike begins. This is what Numsa has done.
The notice must indicate when the strike will start.
The Labour Law for Managers Loose Leaf Service explains that, if the dispute relates to a collective agreement concluded in a bargaining council, the notice must be given to that council as well. If you're a member of an employer's organisation that is a party to the dispute, notice must be given to that employer's organisation.
Step #3: If the issue in dispute concerns a refusal to bargain, they must have obtained an advisory arbitration award
You employees must have obtained an advisory award before they can give you notice of intention to strike.
Well there you have it. A strike will only be protected if these procedural requirements have been met.