LRM3601 Labour Relations Practices Assignment Questions May / June 2025 | UNISA
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Question 1
1.1 Explain the employer’s duty to recognise and bargain with a trade union under the Labour Relations Act. (6)
1.2 Differentiate between organisational rights applicable to the majority and sufficiently representative unions. (Note: Your answer should distinguish between the two representation levels, and set out the organisational rights applicable to each level.) (8) 1.3 Evaluate whether MzanziMed acted lawfully in refusing to grant IUHE organisational rights. Apply your knowledge to the case. (4)
1.4 Identify whether an interest or rights dispute was declared by IUHE in the MzanziMed case, and substantiate your answer. Also, explain the role of the CCMA in resolving this kind of dispute. (3)
1.5 Analyse whether the dispute and its resolution process align with constitutional principles and international labour conventions. (3)
1.6 Identify and explain the type of agreement that would be applicable between MzanziMed and the IUHE should they be able to sort out their differences. (1) [25]
Question 2
2.1 Define and explain the concept of negotiation within the labour relations context. (3)
2.2 Identify and discuss two types of negotiation styles. Provide examples from the case. (9)
2.3 Critically assess how internal and external factors impact the negotiations at MzanziMed. (10)
2.4 Suggest and briefly describe any three negotiation tactics and/or strategies that the employers of MzanziMed can employ to strengthen their chances of reaching an acceptable agreement with the unions. (3) [25]
Question 3
3.1 Critically evaluate the challenges associated with grievance procedures at MzanziMed and provide well-reasoned recommendations to management for improving the handling of staff concerns. (10)
3.2 Analyse the grievance procedure using the administrative assistant’s case as a practical example. In your answer, (1) describe and apply the typical steps of the grievance procedure; and (2) provide the HR department at MzanziMed with five (5) good practice guidelines related to effective grievance handling. (15) [25]
[TOTAL: 75]