Trade unions and employers’ organisations are two, if not the main, actors considered as the back-bone of industrial democracy at the place of work. Government is expected to act as the ‘model employer’, and at times is called to intervene and assist by facilitating solutions when, unexpectedly, entrepreneurs are hit by the unprecedented.
I need not stress as it is common knowledge that a handful of employers in the private sector, and at times the ‘model employer’, take actions which are unequivocal and tarnish the genuine efforts and the many positive initiatives which responsible entrepreneurs take to protect their workers while their business activity surfs the peaks and troughs in the present harsh local and international competitive markets. On the other hand, a handful of workers expect their employer to turn a blind eye on their, at times repeated, shortcomings. Entrepreneurs, managing either a small or a large business venture, expect commitment and loyalty from their workers.
When this fails it would be time for both parties to part ways before things turns sour.
The struggles of the past, trade union militancy, and the ‘us and them’ notion have thankfully long vanished from the industrial relations vocabulary except for occasional outbursts from one or another union which have not as yet well understood that the way forward is through meaningful social dialogue. Confrontation will only breed further confrontation to the detriment of the workers, the organisation and service users and clients. Conflict resolution and mediation at the place of work in the event of industrial disputes have become important instruments in ironing out industrial relations disputes. Neither trade unions nor employers should seek to take advantage from the other party because they may be more vocal, numerically strong or financially sound. The formula for successful and fruitful negotiations is only by bargaining at the table. While industrial action is a weapon which has been resorted to and will continue to be used by unions and rarely employers, there is no real alternative to open, constructive dialogue.
The Registrar of Trade Union has recently submitted its Annual Report in accordance with the provisions of Section 60(1) of the Employment and Industrial Relations Act (Cap. 452) for the period 1st July 2012 to 30th June 2013 to the Minister for Social Dialogue, Consumer Affairs and Civil Liberties. This recent publication indicates that there are at present thirty trade unions and fifteen employers’ associations in Malta. This in itself is a positive indicator that trade unions and their counterparts enjoy the trust of their members. It also shows that both sides of the employment equation are well organised.
During the 2012/13 period, trade union membership has increased by 2,213 when compared to the previous year. The two leading general unions reported a marginal decrease on one hand and an increase of 1,860 in membership respectively during the period reviewed. By and large, give or take some small shifts in members, the other twenty eight unions maintained the same levels of membership of the previous year. Overall, the total number of union members has now reached 91,576. This figure includes 11,231 pensioners who are represented by the two general unions, namely the General Workers Union and the Union HaddiemaMaghqudin. Collectively, trade union membership is made up of 59,560 males, equivalent to 65%, and 32,016 females, equivalent to 35% of the total number of trade union members.
Excluding the Pensioners Sections, the GWU is organised into seven Sections, while the UHM is made up of six Sections. The latter remains a strong force representing 12,604 workers within the public sector. On the other hand, the GWU shows a stronger trade union membership in the private sector.
The Malta Union of Teachers, the Malta Union of Midwives and Nurses and the Malta Union of Bank Employees reported that, during the period under review, they represented 14,056 workers, with minor changes reported over the previous year. Membership in these unions continues to show significant female participation, with a total of 9,889 female employees registered, representing 70% of their total membership.
Other sectorial unions, but nonetheless of significant importance in various sectors of the economy, continued to play a pivotal role in the conduct of meaningful industrial relations.
Collectively Employers’ Associations have registered a decrease of 363 in membership during the period 2012/2013 when compared with the previous year.
It is positive to note that, as at the end December 2012, it was estimated that around 245 collective agreements were in force, applicable to a wide cross-section of the working population. This figure may not be comprehensive as the Industrial Relations and Employment Department may not have as yet received a copy of a number of collective agreements entered into between a business unit and a trade union.
The number of collective agreements entered into between employers and trade unions is a reflection of the harmonious industrial relationships Malta enjoys. Industrial relations built and based on mutual respect and trust will pay dividends and benefits to the stakeholders involved.
This report should give both the trade unions and the employers’ organisations encouragement to continue with their endeavours in conducting health industrial relations. Seeking constructive ways towards achieving harmonious industrial relations both at enterprise level and national level remains fundamental to address many issues.
In this regard it is fitting to note that management has the authority to manage and execute decisions at the place of work while unions are duty bound to protect workers members of their unions. While this, in the eyes of some, may be seen as a very fine line management should not take the role of a union while unions should not play the role of management. They are two distinctive functions and cannot be merged into one.It would be wrong for trade unions to seek, or allowed to either openly or discreetly to take the role of management at any place of work whether in the private and/or public sector.
Hope that next year the trade union registrar will report more positive news.
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