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LRT811S - LABOUR RELATIONS THEORY - 1ST OPP - JUNE 2025 |
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n Am I BI A u n IVE Rs ITY
OF SCIEnCE Ano TECHnDLOGY
FACULTY OF COMMERCE, HUMAN SCIENCES AND EDUCATION
DEPARTMENT OF GOVERNANCE AND MANAGEMENT SCIENCES
QUALIFICATION: BACHELOR OF EMPLOYMENT AND LABOUR RELATIONS HONOURS
QUALIFICATION CODE: 08BERH
LEVEL: 8
COURSE CODE: LRT811S
SESSION: JUNE /JULY 2025
COURSE NAME: LABOUR RELATIONSTHEORY
PAPER: THEORY
DURATION: 3 HOURS
MARKS: 100
EXAMINER(S)
FIRST OPPORTUNITY EXAMINATION QUESTION PAPER
Mr Elias Kandjinga
Ms Penehafo Johannes
MODERATOR:
1. Answer ALL the questions.
INSTRUCTIONS
2. You are expected to apply your subject knowledge to the questions.
3. Write clearly and neatly.
4. Number your answers.
1. Pen
2. Ruler
PERMISSIBLE MATERIALS
THIS QUESTION PAPER CONSISTS OF 5 PAGES {Including this front page)
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Section A {Answer all the questions}
[65 marks]
Analyse the case study from pages 4-5 and answer all the following questions.
1.1. Develop a theoretical understanding of the nature of labour and employment
relations in the mining industry, as described in paragraphs one to seven of the
case study and then incorporate them to produce a coherent representation of
Namibia's ideological position, which the governor supports.
{20}
1.2. Considering the act of leniency by Metal Mill management, discuss the
fundamental ethos/ingredients of an individual & collective labour relationship
apparent in paragraph five.
{20}
1.3. In paragraph four, the governor provided the region's Alternative Dispute
Resolution (ADR) status. Considering this is the case throughout the country,
discuss the implications [this has] on the Namibian labour and employment
landscape and suggest how this problem can be solved.
(15)
1.4. Considering what is contained in paragraphs six and seven, assume you are the ER
practitioner at Metal Mill. Discuss how you will mitigate the potential risks of
hostile employment relations at Metal Mill.
{10}
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Section B (Answer all the questions)
[35 marks]
Question 1
1.1. Explain what employee involvement means and discuss four employee
involvement initiatives.
[10]
1.2. Describe a grievance and clarify if Namibia's Labour Act includes the grievance
process and disciplinary policy. Explain your response.
(10)
1.3. In a short summary, how did the Labour Relations Theory as a course shape
your understanding of the employment relationship in employing
organisations? How do you foresee applying what you have learned thus far?
Here, you must express your understanding in your own words and not list
topics or themes appearing in your prescribed course materials. Also, please
note that this question is twofold, requiring you to relate theory to practice.
(15)
End of Paper!
Good Luck!
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Annexure 1: This case study is for questions under Section A only!
Metal Mills Reinstates Former Employees
Paragraph one - background
A company that provides engineering and maintenance services through a long-term
agreement with a Uls-based mine has resolved to reemploy a group of dismissed employees.
The governor of the Erongo region, Neville Andre, announced that negotiations with Metal
Mill and the company's former employees resulted in eleven employees' re-employment. The
governor of the Erongo region mediated talks between the former employees and Metal Mill,
Neville Andre, from January 2023. The governor intervened to promote sustainable
employment and improved labour relations in the Erongo Region and find an optimal solution
in the future.
Paragraph two
Andre sent the Erongo Regional Council chairperson, Benitha lmbamba, to assess the
situation. She presented a report, and the governor called both parties to his office to
mediate. Uis Mine, a subsidiary of Andrada Mining Limited, was invited by the governor to
resolve the dispute as a key client of Metal Mill. The consultations resulted in the re-
employment of eleven (11) former employees at Metal Mill, increasing its headcount to
thirty-six (36). After negotiations were held between all parties, the mediation process
resulted in the re-employment of all the ex-metal Mill workers, who were absorbed between
Andrada's Uis Mine and Metal Mill.
Paragraph three
As a part of the remediation process, Andrada Mining agreed to absorb an additional ten (10)
of the former employees into available vacancies in its engineering department, resulting in
twenty-one (21) of the former employees being re-instated between the two companies.
Andrada has further committed to prioritising the balance of the former employees for an
additional sixteen (16) non-artisanal jobs at the Uis Mine to be available in the next few
months due to the planned expansion. Metal Mill provides engineering and maintenance
services through a long-term agreement with Andrada's Uis Mine. The appointment of Metal
Mills aligns with Andrada's focus on developing local and national small and medium
enterprises in Namibia.
Paragraph four
"It must be noted without pointing fingers at anyone that both parties acted contrary to
certain parts of the Labour Act provisions. We are, however, happy to note that the mine in
Uis employs more than 300 Namibian citizens, thereby contributing to the economic
livelihoods of local and national communities. It is evident that the company is fully
committed to strengthening job creation and local skills development," Andre said. The
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governor highlighted that during his engagement with the workers, his office observed that
the workers in the Erongo Region are.not happy with the slow service delivery they are often
subjected to by the office of the Labour Commissioner. "Despite critical provisions of the
Labour Act 11 of 2007 that regulates the conduct of these offices, the workers are time and
again subjected to late issuing of dates for cases to be adjudicated upon, arbitration awards
are delayed and affect the Alternative Dispute Resolution (ADR) process." "We are pleased to
have reached a fair agreement and would like to thank the governor and Andrada Mining for
their involvement in the resolution process. Metal Mill remains committed to delivering its
service offering and strives to apply employment best practices in the Erongo region," said
Giel Verster, a representative of Metal Mill Engineering.
Paragraph five (Dispute)
Towards the expiry period of the Metal Mill contracts on 31 December 2022, the management
offered a two-year extension up to 31 December 2024 to all its forty-seven employees. The
new contracts were in line with the minimum wages for the Construction Industries
Federation of Namibia and the Metal and Allied Namibian Workers Union as regulated by a
collective agreement. Wages paid by Metal Mill to its employees were between 6% and 116%
higher than those prescribed in the Federations collective agreement. According to Andre,
the employees collectively decided not to accept the extension of their contracts because
Metal Mill management did not accept their demand for the hourly wage rate to be increased
to N$90 per hour across the board. "They demanded an increase equated to an average of
118 %, varying between 31% and 480% of current employee packages. "Following the expiry
of the contracts, Metal Mill appointed 20 new employees in January 2023 to ensure the
continuity of its service offering.
Paragraph six (labour relations in the region)
Andre criticised companies in the region that are not promoting and adhering to maintaining
conducive working relations. "The state of working relations is deplorable at some
workplaces. The intentional disregard for basic employment regulations and the complete
disregard for standing rules of engagement as it pertains to collective bargaining principles is
unacceptable. The non-compliance by employers to the basic employment conditions of
employment as set out under Chapter 3 of the Namibian Labour Act No 11 of 2007 and the
noncompliance to the Affirmative Action Act and other relevant legislation that is aimed at
regulating labour relations in the country is lamentable."
Paragraph seven (Better relations)
Andre called on companies in all sectors to prioritise good labour relations and maintain a
standard that is conducive to managing a successful organisation and an environment that is
conducive to attracting more investment.
Source: Local Press, February 2023
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