Arbeidsverhoudinge in die verpraktisering van beroepsveiligheid

Abstract

South African enterprises are confronted with rapid change in all areas; that is to say in economic, political, social and ecological areas, and these changes are making new demands on the enterprises as well as on role-players and the various relationships that arise from them. Due to these changes, labour relations cannot be seen in isolation. Labour relations is a broad subject field stretching from collective relationships to the relationship between the government and other role-players, or is even applicable to individual relationships. In order to prevent accidents the total workplace health and safety was promulgated within the scope of labour relations. In conjunction with this, the relationship within the organization is affected due to the fact that employers and employees have more input and responsibilities with regard to their safety. The successful management of workplace safety in an organization is dependent on legislation and on its respect for the demands thereof. Participative schemes and training related to workplace safety is of the utmost importance for the survival and existence of an organization in the competitive business environment. Labour relations play an important role in managing workplace safety. Workplace safety stems from labour relations based on the relationship between employer and employee as well as on legislation pertaining to it. Communication by means of participative schemes is the lubricant that facilitates labour relations and workplace safety. It also contributes to restricting the occurrence of accidents. The conclusion can be made that if workplace safety is not managed relationships in the workplace can not only have a negative influence on the workers but can also result in lower productivity. The main objective of this study was to determine whether a direct link exists between labour law and the safety of workers in the workplace. Chapter 2 concentrated on the exchange theory of G.C. Homans which emphasises the internal and external systems which are in place where interaction might occur. The Labour Relations Act which discusses the law on Workplace Health and Safety was commented on in Chapter 3. In-house training as far as internal and external systems are concerned, was emphasised. The empirical research was structured as a questionnaire and was used to collect relevant information. This was presented in Chapter 5. The major findings included the following: • 69.3% of respondents claim that the law does have an influence in the • enterprise. • 62.86% of the respondents claim that the Labour Relations Act does have a • significant influence on the law of Workplace Health and Safety. • A significant majority (73.47%) claim that a labour act is present in the • workplace. • 87.76% claim that workplace safety regulations are applied in the workplace. • 86.12% of the respondents believe that communication is imperative. • 82.04% of respondents claim that they are fully qualified for the job. • 73.06% say that they are qualified to take responsibility in the workplace. The conclusion could thus be drawn that a direct link exists between labour relations and occupational safety where interaction between the employer and employees take place. It also concluded that this can only take place if in-house training is done with regard to workplace safety.