Skip to main content

WICKED MANAGEMENTS AND CALLOUS TRADE UNIONS 5

 As we conclude this Content on Wicked Managements and Callous Trade Unions, we shall share with you what should be done by both Management and Trade Union in protecting workers from unfair labour Practices.

Last week, we identified some of the National Economic Challenges and the contributions of both Management and Trade Union to unfair labour Practices.

The way out of Unfair Labour Practices falls on both the Management and the Trade Union. They are:-

- Management and Trade Union must commit to adhering to the Codified Rules of Engagement.

- Management shall not go out of the labour policies and procedures of the organisation.

- There shall be no secrets in the management workers affairs.

- Salaries, allowances and pensions must be paid as at when due (30 days cycle).

- Workers shall be given fair hearing.

- The Trade Union must be carried along on all issues of discipline and job loses.

From the above, what comes out like we said previously, the Trade Unions unfair labour Practices is a mere reaction to the Managements unfair labour Practices. The Trade Union will fall in line once Management does the needful.

You would have noticed that all of our discussion have been directed at the Public Sector majorly. 

The wickedness typified by impunity has led to the politically registered National Union of Academic Technologists (NUAT? to have given an ultimatum to go on strike for the government's policy of "No work, No pay". While you read this, the Management has not reached out to the Union.

Finally, we would like to say that cutting your nose to spite your face is an uncalled for attitude in the work place by Trade Unions. My humble advice to the Trade Unions is to stick to the Trade Dispute Act, so as to establish beyond all reasonable doubts that these illiterate politicians have destroyed all institutions on sight including the last hope of the common man - The Judiciary.

Next week, we shall comment on the NLC directive to all state councils to proceed on strike with effect from 1st December, 2024 against States that are yet to implement the new National Minimum Wage.

Comments

Post a Comment

Popular posts from this blog

HR MISTAKES BY YOURS TRULY 8

 I have a first degree in Sociology and Anthropology from the best university then in that discipline in Nigeria, the University of Benin, Benin City. During my undergraduate days, I decided not to earn naira on graduation, so when my course mates were rushing to major in Organizational Behaviour, I opted for Medical Sociology. I equally decided to go on to obtain a Masters Degree in Epidemiology so as to ensure that I work with either WHO or UNICEF where I would be paid in dollars. However, my university of choice was then being shut every other three months. This was against another decision of yours truly that I shall not spend more than 12 months for the masters program. At this point, I changed my mind to study Industrial Relations and Personnel Management at the best University then in that discipline in Nigeria, the University of Lagos, Akoka, Lagos. This major shift brought yours truly into a profession that it's major tenants contradict my major attitudes to life. Some of ...
3 comments
Read more

THE LAW OF REST 1

There are two Economics laws that best  explain, the law of Rest. These laws are: The law of Diminishing Returns and The Law of Marginal Utility. The Law of Rest states that when you work and rest and work again, you produce more than when you work continuously without rest. The application of this Law of Rest has been manifest in the practice of Bush Fallowing and/ or Shifting Cultivation in Agriculture. Applied to fair labour practice, it results in the principle of annual vacation for employees. Employees are meant to stop work and rest for 30 minutes after 4 hours of work. This accounts for why employees who work 8 hours a day,, are given 1 hour break in between the 8 hours. Applied to yearly work, every employee is entitled to a number of weeks vacation every year without negotiation. In fact in my clime, the law says, an employee shall not accumulate more than two years vacation. Any employee in any organisation where the CEO goes on vacation annually, and does not go on vaca...
3 comments
Read more

WHAT IS YOUR SALARY EXPECTATION? 2

 The above question is irrelevant for people who join organisations by Nepotism because interviews are merely to fulfill all righteousness. For others who join organisations by merit, it is a most important question because it is a question you already knew would be asked. Failing this all important question shows lack of proper preparation for the interview. I dealt with this question in two forms:- Firstly, From the Consultant's perspective. Secondly, From the direct employer's perspective. Based on my knowledge of salaries paid in various sectors of the Nigerian economy, when a consultant asked, to answer I only demand to know the sector her client was operating. As regards the direct employer, it was even easier to answer. I always found out what were the going rates in that industry. Three examples to clarify the points above. These examples will cover two from Structured Organisations and one from Unstructured Organisation, the ones I generally call "Mosafejo Compani...
2 comments
Read more