Workplace forums and employee committees

Author	Message
Written on: 04. 08. 2009 [13:07]
DSquire Des registered since: 04.08.2009 Posts: 1	Employee unhappiness and apparent lack of loyalty is caused, in many instances, by the failure of companies to communicate adequately with employees. Employees have no forum, other than through line managers and supervisors, to bring their concerns, ideas or suggestions to the attention of senior management. This is such an unfair and unfortunate situation. In many instances, senior management is not aware of the unhappiness and lack of moral that exists as line managers do not communicate the information upwards. The transfer of information is on a “need to know basis” and this does not include anything to do with staff morale. Senior managers therefore assume all is well in the workplace and remain oblivious to “root problems” that really exist. The labour relations act has made provision for the participation of workers in forums and committees. Such “officially constituted forums” may be formed where there are more than 100 employees. I personally believe companies with less than 100 employees should also consider such forums if the result is better employee communication and participation. Why deny employees the right and why not give employees an opportunity to contribute constructively to decision making in an organisation whether large or small? The objective and purpose of establishing such forums is to ensure communication and participation in the decision making process. This is a very good thing and if properly constituted, workplace forums can play a vital role in industry. The labour relations act states the function of workplace forums is • To promote the interests of all workers • Enhance workplace efficiency • Consult with employers (Communication) • Take part in decision-making The most important words here are “consult with employers” This necessitates open and honest two way discussion – between employees and employers. This discussion and communication should not be restricted to line managers but should include senior management and the decision makers in the organisation. Having been involved in the formation and training of various committees and forums I can without any hesitation state – the impact on morale and motivation of employee makes the formation of such forums and committees extremely worthwhile. The secret to success rests in the training of members to ensure they understand their role and responsibilities. Drawing up a constitution that outlines the specific terms of reference of the forum or committee is also an important consideration. Some of the committees and Forums that currently exist in various workplace environments are • Workers Consultation Forums (General forum) • Employment Equity committee • Health and safety committee • Multi purpose forums • HIV/AIDS committee • Training and/or skills development committee Companies are encouraged to introduce such committees and forums and to ensure they are properly constituted and equitably represent the workforce at all levels. In many cases companies have ignored the advice and/or legislation. Some have formed “hand picked” committees to suit their own purposes in order to appear to be complying, thereby defeating the spirit of the law. This short sighted approach denies employees the opportunity of being constructive and active participants in the success of various aspects of the business. The objective for training a workplace forum should be • To build capacity among committee members and to provide guidelines of good practice in terms of the requirements of the Primary labour legislation that impact on a business. • To enrich delegates with a basic understanding of company policies and procedures including the grievance and disciplinary policies and procedures • To empower delegates to run productive meetings • To provide delegates with basic communication and negotiation skills that will be beneficial and appropriate in such forums • To define the roles and responsibilities of committee members The benefits to be gained • The active participation of employees and/or employee representatives in business decision making process will benefit all. • It is an opportunity for two way communication that gets through to the top echelons of the company. • Employees are sure their ideas and suggestions are at least heard • Line managers are no longer seen as a stumbling block • Constructive dialogue leads to new ideas and previously unheard of suggestions • Employees are kept informed of developments in the workplace and have a means of clarifying areas of concern. • Policies and procedures are communicated to all and are continually under revision • Employees realise the employer has an interest in and is prepared to listen to constructive suggestions. • The morale of employees improves leading to overall employee improvement • Companies benefit and receive recognition for legislative compliance • Management becomes more attuned to the needs and suggestions of the entire workforce. • Good corporate governance is demonstrated by management For more information or an informal consultation regarding this issue contact Des Squire (Director) AMSI (Pty) Ltd 011 646 9369 or dsquire@amsi.co.za
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