A MODEL FOR CONCEPTUALISING THE CIVIL SERVICE COLLECTIVE BARGAINING IN ZIMBABWE
Abstract
The issues of salary negotiations and other conditions of service in Zimbabwe’s public sector, have always been contentious issues following the failure by both, the employer (Government) and employees (civil servants) to seriously engage in collective bargaining for time immemorial. The civil servants through their representatives, staff associations and their coalition body, the Apex council have often resorted to collective job action or labour unrest in a bid to force government to accede to their demands. This has always resulted in poor labour relations between the two parties. The study used the library analysis and interviews which culminated in interesting findings such as; civil servants were consulted through their coalition body, the Apex council. They were not involved in the final decisions. That was left to the prerogative of the labour minister, cabinet and treasury. The study recommended that there was need to amend both the Public Service Act and the Amended Labour Act 2 :01 (2015) and be aligned with the New National Constitution of 2013 which has provision for collective bargaining. Also staff associations who represent the civil servants’ different professionals should speak with one voice so that there is a holistic approach without prioritising sectoral
Downloads
References
International Labour Organisation (2010). “Trade union pluralism and proliferation in Ioannou. Trade Unions in Greece: Developments, Structure and Prospects,2(3):234-253
Rathee, S.T. (2015). Strategic Planning for trade unions. The Economic and Labour Relations Review, 6 (4): 112-122.
Sachikonye, L.M. (1985). Labour Legislation in Zimbabwe: Historical and Contemporary Perspectives. Harare: Zimbabwe Institute of Development Studies, Discussion Paper Number 3.
Uzhenyu, D. (2015). Collective Bargaining in the Public Sector, a Panacea to Perpetual Conflicts and Labour Unrest (Strikes): A Study of Zimbabwe Experiences.
Copyright (c) 2023 SIFISO NDLOVU
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
Author(s) and co-author(s) jointly and severally represent and warrant that the Article is original with the author(s) and does not infringe any copyright or violate any other right of any third parties and that the Article has not been published elsewhere. Author(s) agree to the terms that the GPH Journal will have the full right to remove the published article on any misconduct found in the published article.