Questions 1. What is a mandatory trading topic? 2. Can a union waive its right to bargain on a matter of mandatory bargaining? 3. Would the established employment contract apply to this case study? 4. Does management`s refusal to negotiate the use of surveillance cameras in the workplace violate the duty to bargain in good faith under the Labour and Management Relations Act (MRA), as amended? If so, what should be the appropriate remedy? 5. Discuss the merits of the parties` respective positions in this case. In the cut flower industries in Kenya and Uganda, sexual harassment of workers has decreased significantly. This case study is an example of a collective agreement in the cut flower sector in Uganda. It is a bottom-up trade union organisation and shows that this required the support of national trade unions, women`s organisations and an employers` organisation, as well as the support of the government. Workers and managers have recognized that sexual harassment of women at work and on the way to work is common. Farm management, local and international NGOs (UWEA and Women Working Worldwide) and trade unions have put in place mechanisms to reduce sexual harassment, including the implementation of a sexual harassment policy.
It also gives you the relevant references. Flowers and cuttings believe that freedom of association and awareness of their rights have improved since 2007. The union has been well regarded by workers, especially those on flower farms, where conditions have improved more dramatically as part of the CBA. Farms have set up a mix of management-led and worker/union-led complaint mechanisms. The workers drew management`s attention to the fact that the structure of the agricultural administration, which gave superiors excessive power over production workers, contributed to sexual harassment in the workplace. This has led to changes in management structures and a reduction in the discretion of superiors. .