The Labour relations act (LRA) has been widely regarded as contributing to an unstable collective bargaining in South Africa. This is because the LRA has been viewed as favouring larger unions and conferring advantages to bigger unions. This is motivated by the desire to promote fewer, larger unions that could more effectively and efficiently as a proliferation of small unions has been assumed to result in inefficiency because smaller unions would not be able to service their members to the extent
Taft- Hartley Act made big changes to the Wagner Act, giving the employees the right to refrain from participating in union or mutual aid activities other than to be required to become members in a union as a condition of employment. These amendments said that an employer could not discriminate against an employee for exercising Section 7 right. Unions were also prohibited from charging excessive dues and or initiation fees or causing an employer to pay for work not performed. Also supervisors were
fetishizing the commodity) in a society as reliant on material conditions in place within the society (relations of production); and continued to assert that it is not the moral or ethical duty, but seemingly the “correct” modus operandi (“society ought to be”) to redistribute that wealth back into the society from which it was borne. In 1937 The Communist Party