SEIFSA has recommend that its members implement its final wage offer as from today.

The request is made to SEIFSA members, and not the industry as a whole.

This is not an end to the strike. The strike is still protected and still not settled, and there would be no change to the protected nature of the strike.

If you decide to implement SEIFSA’s last offer, your employees are not required to return to work regardless of which union they are members of. They can choose to continue with the strike even though the employer implements SEIFSA’s last offer.

The implementation of SEIFSA’s propsal has a number of possible outcomes, the most important of which would be the return to production, however the other possibilities are:

- The strike is weakened because there are fewer people withholding labour.

- Employers are placed in a  stronger position in the negotiations.

- Increased aggression and violence of the strikers still on strike.

- Increased attempts to remove working employees from the workplace by the strikers.

- The strike is not over until the settlement is signed.

If employees do want to return to work it is best to ensure they sign the attached agreement to return to work.

If employees decided to continue with the strike even though the last offer is implemented, the following applies:

- No work, no pay still applies.

- The strike and the strikers are still protected, and no discipline for striking can be taken. Disciple for vandalism and violence, etc can still become disciplinary action.

- All scheduled employees, except for NUMSA and MEWUSA members (regardless of whether or not they are actively on strike), must receive the increase, effective from your date of implementation;

- If an individual NUMSA or MEWUSA member elects to abandon his/her participation in the strike and before being allowed back into the factory, he/she signs the attached undertaking.  The employee can still decide to re-join the strike.

- The issue of backpay is not finalised, and is not to be implemented until finalisation ins settlement.

Mark - 07:33 @ common, Industrial Relations, Human Resources | Add a comment