Industrial Relations Charter

These responsibilities include:

•    The existing machinery for settlement of disputes should be utilised as quickly as possible in any event of an industrial dispute.

•    Both the Unions and the Management should undertake to settle any or all disputes at the appropiate level and according to the procedure laid down by them.

•    The Unions should never call a strike nor should the managment implement a lock-out without a prior notice served to either party. This caters to remove strikes and lock-outs which may jeopardise the chance of peaceful negotiations and wasted man-hours.

•    The Charter also provides that neither party will have recourse to intimidation or victimization or conduct itself in a manner that is contrary to the spirit of this charter. This provision removes the fear of victimization by management of those workers who engage themselves in trade union matters.

•    The management and the union must undertake to promote maximum cooperation in the interests of good industrial relations between their representatives at all levels and to abide by the spirit of agreements mutually entered into.

•    Another important provision in this Charter is that both parties should observe strictly the grievances procedure outlined in the Recognition Agreement which will ensure a speedy and full investigation leading to settlement.

•    The unions have been obliged to educate the management personnel and the employees regarding their obligations to each other for the purpose of good industrial relations. Here again the unions and the FKE should respect the worker's freedom of association i.e. the workers can involve themselves in trade union activities or even decide not to. All correspondence that arises between them should be dealt with as promptly as possible.

From the above provisions we can clearly derive the obligations of the management.