A Workers Committee is defined, in section 2 of the Labour
Act, to mean a Workers Committee appointed or elected in terms of Part
VI. The formation of a workers committee in terms of the Labour Act is provided
for under section 23. Its functions are provided for under section
24. Section 23 of ...
A Workers Committee is defined, in section 2 of the Labour
Act, to mean a Workers Committee appointed or elected in terms of Part
VI. The formation of a workers committee in terms of the Labour Act is provided
for under section 23. Its functions are provided for under section
24. Section 23 of the Labour Act provides:
“PART VI
WORKERS COMMITTEES: FORMATION AND FUNCTIONS
23
Formation of workers committees
(1) Subject to
this Act and any regulations, employees employed by any one employer may
appoint or elect a workers committee to represent their interests:
Provided that
no managerial employee shall be appointed or elected to a workers committee,
nor shall a workers committee represent the interests of managerial employees,
unless such workers committee is composed solely of managerial employees
appointed or elected to represent their interests.
(1a) Subject
to subsection (1b), the composition and procedure of a workers committee shall
be as determined by the
employees at the workplace concerned.
[Subsection
inserted by section 14 of Act 17 of 2002]
(1b)
Notwithstanding subsection (1a), if a trade union is registered to represent
the interests of not less than fifty per centum of the employees at the workplace
where a workers committee is to be established, every member of the workers
committee shall be a member of the trade union concerned.
(2) For the
purposes of appointing or electing a workers committee, employees shall be
entitled to -
(a) Be
assisted by a labour officer or a representative of the appropriate trade
union; and
(b) Reasonable
facilities to communicate with each other and meet together during working
hours at their place of work; and
(c) Be
provided by their employer with the names and relevant particulars of all
employees employed by him; so however, that the ordinary conduct of the
employer's business is not unduly interfered with.
(3) In the
event of any dispute arising in relation to the exercise of any right referred
to in subsection (2) either party to the dispute may refer it to the labour
officer mentioned in paragraph (a) of that subsection, or, in the absence of
such labour officer, any other labour officer, and the determination of the
labour officer on the dispute shall be final unless the parties agree to refer
it to voluntary arbitration.”
Section 24 provides of the Labour Act;
“24
Functions of workers committees
(1) A workers
committee shall -
(a) Subject to
this Act, represent the employees concerned in any matter affecting their
rights and interests; and
(b) Subject to
subsection (3), be entitled to negotiate with the employer concerned a
collective bargaining agreement
relating to the terms and conditions of employment of the employees concerned;
and
(c) Subject to
Part XIII, be entitled to recommend collective job action to the employees
concerned; and
(d) Where a
works council is or is to be constituted at any workplace, elect some of its
members to represent employees on the works council.
(2) Subject to
subsection (3), where a workers committee has been appointed or elected to
represent employees, no
person other than such workers committee and the appropriate trade union, if
any, may -
(a) Act, or
purport to act, for the employees in negotiating any collective bargaining agreement;
or
(b) Direct or
recommend collective job action to the employees.
(3) Where an
appropriate trade union exists for any employees, a workers committee of those
employees may negotiate a collective bargaining agreement with an employer -
(a) In the case
where the trade union has no collective bargaining agreement with the employer
concerned, only to the extent that such negotiation is authorized in writing by
the trade union concerned; or
(b) In the case where there is a
collective bargaining agreement, only to the extent permitted by such
collective bargaining agreement; or
(c) Where the Minister certifies in
writing that -
(i) The issue in question was omitted
from or included in the principal collective bargaining agreement when it
should not have been so omitted or included; and
(ii) The
parties to the principal collective bargaining agreement have failed or are not
in a position to reach an
agreement on such an issue.”
A workers committee is a committee formed on the authority
given under section 23(1) of the Labour Act composed of employees appointed or
elected at a workplace by other employees employed by one employer to represent
the category of employees who appointed or elected its members on matters
affecting their rights and interests. It does not share these features
with any other body of people. In that regard, a workers committee is a sui generis institution, the formation, rights and
obligations of which are matters exclusively governed by specific provisions of
a statute concerned with labour matters. It enjoys no rights and bears no
obligations of bodies constituted in terms of the law of voluntary
associations.
Counsel for the appellant argued that the appellant was a
common law universitas personarum.
What is clear from section 16 of the Labour Act is that the
rights provided for accrue to the employees themselves. The section relates to
the terms and conditions of the contract of employment. In that regard, anyone
wishing to assist employees to vindicate their rights in a court of law can
only do so in a representative capacity.
The definition of a Workers Committee, in section 2 of the
Labour Act, is very clear.
A workers committee can only be formed in terms of section
23(1) of the Labour Act for it to perform the functions set out under section 24. There
is no other provision by which authority is granted for the formation of a
committee known as a workers committee with the powers listed under section 24
of the statute. There can be no workers committee outside the confines of
the Labour Act. The fact that workers committees are specific statutory
creations is further established by the provisions of section 26 of the Labour Act
which give the Minister of Public Service, Labour and Social Welfare or any
other Minister to whom the President may, from time to time assign the
administration of the Act, powers to make Regulations governing the procedures
to be followed by employees at workplaces when forming workers committees, the
tenure of office of members and the operation, management and conduct of their
affairs. A workplace is a place at which an employee must attend at
specific times of the day to provide services to the employer in accordance
with the terms and conditions of a contract of employment between the parties.
Unlike a common law universitas personarum,
the functions of which are defined by its written Constitution, the procedures
for the formation of workers committees, the nature and scope of their
functions, are provided for by statute.
Section 26 of the Labour Act provides:
“26 Minister may make regulations relating to workers committees
(1) The
Minister may, after consultation with the appropriate advisory council, if any,
appointed in terms of section nineteen, make such regulations as he considers
necessary for the control of workers committees and works councils, and,
without derogation from the generality of his power in this regard, such
regulations may provide for -
(a) The
methods or procedures to be followed for the formation of workers committees;
(b) The tenure of office of members of
workers committees;
(c) The
operation, management and conduct of the affairs of workers committees and
works councils;
(2)
Regulations made in terms of subsection (1) may provide penalties for any
contravention thereof:
Provided that
no such penalty shall exceed the penalties referred to in section one hundred
and twenty-eight.”
A workers committee cannot sue for any rights in a court of
law because if it did, it would be acting without any authority. Any
organisation performing the functions listed in section 24 of the Labour Act
cannot act outside the scope of those functions and contrary to what the Regulations
made by the Minister under section 26 have prescribed….,.
The appellant sought to enforce the rights of the employees
provided for and protected under section 16 of the Labour Act. Enforcement of
these rights would fall within the contents of the functions of a workers
committee as defined by the Labourt Act. Except where expressly provided, the
functions of a workers committee are inextricably linked to a workers committee
and only that body would be entitled to exercise them in the manner prescribed
by the employees at the workplace who appoint or elect its members or under the
regulations made by the Minister in terms of section 26(1) of the Labour Act.
In other words, it is the employees who decide whether a workers committee
should be established at a particular workplace and it is they who, in the
absence of Regulations made by the Minister, determine the composition and
procedure of the workers committee. The functions can only be exercised on
behalf of employees who appointed or elected the workers committee at a
specific workplace.
A common law universitas personarum
cannot arrogate to itself functions specifically reserved for a workers
committee by a statute.
Unlike workers committees, trade unions, employers'
organisations and employment councils are required to be set up in terms of
written Constitutions. Trade unions so set up become bodies corporate when registered.
The relevant sections provide as follows:
“28 Requirements for formation of trade unions and employers
organizations
(1) Every trade union, employers
organization or federation shall -
(a) Subject to
subsection (2), before it raises funds from any source; and
(b) Within six
months of its formation; adopt a written constitution which shall provide for –
….,
29
Registration of trade unions and employers organizations and privileges thereof
(1) Subject to
this Act, any trade union, employers organization or federation may, if it so
desires, apply for registration.
(2) Every
trade union, employers' organization or federation shall, upon registration,
become a body corporate and
shall, in its corporate name, be capable of suing and being sued, of purchasing
or otherwise acquiring, holding or alienating property, movable or immovable,
and of doing any other act or thing which its constitution requires or permits
it to do, or which a body corporate may, by law, do.”
Section 60 of the Labour Act provides that every employment
council shall, upon registration, in terms of the Act, become a body corporate
and in its corporate name be capable of suing and being sued. It is also
capable of doing any other act which its' Constitution requires or permits it to
do, or which a body corporate may, by law, do.
A Workers Committee which has to be formed in terms of section
23 of the Labour Act, for the purposes of performing the functions specified
under section 24, is not required to adopt a written Constitution because it is
not intended to become a legal entity with its own existence and rights
independent of the members appointed or elected by the employees at the
workplace.
The legislature was conscious of the fact that employees at
workplaces may need to be represented in matters affecting their rights and
interests. The legislature provided for the creation of workers committees to
fulfil this function. The workers committee so created, has the right to
represent the employees concerned in any matter affecting their rights and
interests at the workplace level. It has no right to sue and be sued
because it is not a corporate body distinct from the members who constitute it.
A body which claims a right to institute proceedings in a court of law claiming
rights of employees under section 16 of the Labour Act cannot be a “workers
committee.”
A universitas is an
aggregate of natural persons or individuals forming a legal persona or entity, with separate existence from them and
having the capacity of acquiring rights and incurring obligations. It also
enjoys the right of perpetual succession. See VOET 1.8.28; 3.4.1, 3.4.2, Webb and Co v Northern Rifles 1908 TS 464. The Law of Partnership and Voluntary Association in South Africa
by BAMFORD, 3rd ed…,. JTR GIBSON (ed) WILLE's Principles of South African Law, 7th ed….,.
A workers committee set up in terms of section 23 of the
Labour Act cannot set up a written Constitution in order to imbue itself with
the capacity to sue which it does not have under the statute in terms of which
it is formed. In CT Bolts v Workers Committee
SC16-12 GARWE JA said:
“Under the common law, an unincorporated
association, not being a legal persona, cannot, as a general rule, sue or be
sued in its name apart from the individual members, whose names have to be
cited in the summons. A universitas, on the
other hand, has the capacity, apart from the rights of the individuals forming
it, to acquire rights and incur obligations. The position is also
established that a body that has no Constitution is not a universitas for it is the Constitution that determines
whether an association is or is not a universitas. On a
proper interpretation of s 24 of the Act, it is clear that a workers committee
exists to safeguard and champion the interests and welfare of the workers at
the workplace. It has no other function. There is no provision in the
Act requiring a workers committee to adopt a Constitution. There is also
no requirement for a workers committee to acquire rights apart from the rights
of the individuals forming it and the employees they represent. There is also
no provision for a workers committee to acquire assets in its own name.”…,.
If a workers committee was endowed with the power of a
voluntary association established in terms of a written Constitution, with the
capacity to sue and be sued in a court of law, there would be no need of making
provision for separate workers committees for non-managerial employees and for
managerial employees. Provision for separate workers committees
underscores the fact that the interests of non-managerial employees at
workplaces are different from those of managerial employees. Each category
of employees needs its own workers committee to effectively articulate and
protect its interests at the workplace.
Counsel for the appellant argued that the title 'Gweru
Water Workers Committee' should not mislead the court into thinking that the
entity is a workers committee. He argued that the entity is a universitas personarum, created in terms of its Constitution. It
has the capacity to sue and be sued.
There is no doubt that the appellant can be sued and sue in
its name for rights of its members not specifically provided for in their
capacity as employees under the Labour Act. The question is whether the entity
can specifically act on behalf of the employees and perform the functions
specifically reserved for a workers committee under the Labour Act.
A workers committee has the power to represent the
employees at a particular workplace in any matter affecting their rights and
interests. Only a trade union can represent its members before a
determining authority or in the Labour Court. It cannot arrogate to
itself, as was done by the “Gweru Water Workers Committee”, the cause of action
of the employees and sue on their behalf. It is clear that the rights
provided for under section 16 of the Labour Act accrued to the employees
concerned in their individual capacities.
The appellant claimed on behalf of the employees.
A Workers Committee can only represent the interests of the
employees who appointed or elected it at the workplace. It cannot
substitute itself for the employees and claim their rights in litigation. The
right to sue accrues to the employees, and the employees, in their individual
capacities, can enforce the rights. The employees would be claiming rights
under contracts of employment with their employer. A universitas personarum would not have a right to sue for
those rights when it is not privy to any of the contracts of employment.
Representation, in the context of section 24(1) of the Labour
Act does not mean that a person or body would have the right to substitute
itself in place of the employees as a party to proceedings.
Counsel for the appellant sought to meet the challenge by
saying that the claimants in the dispute with the City of Gweru have always
been the former Zimbabwe National Water Authority employees now employed by the
City of Gweru. He argued that the respondent would not suffer any prejudice
should the employees be substituted for the universitas personarum.
The argument concedes the fact that the rights sought to be
enforced by the universitas personarum belong to
the employees in terms of their contracts of employment with the
respondent. The employees had the right to sue for their rights in a court
of law.
The objects of the appellant are provided as follows:
1. To promote the interests of its members in so far as
their employment with the City of Gweru is concerned;
2. To represent members in any matters and/or disputes
concerning their employment with the City of Gweru.
3. To undertake any activities that may be lawfully taken
by any organisation such as this as per the provisions of the Labour Act [Chapter
28:01] and the Regulations made thereunder in terms of any other laws relevant
to employment in Zimbabwe.
The objects of the appellant are the same as those a
workers committee would be seeking to achieve by the performance of the
functions listed under section 24 of the Labour Act. The legislature did not
intend that a body, acting in terms of section 24 should have capacity to
sue and be sued.
The objects of the appellant are the same as
those a Workers Committee would be seeking to achieve by the performance of the
functions listed under section 24 of the Labour Act. The legislature did not
intend that a body, acting in terms of section 24, should have capacity to
sue and be sued.