The role of an arbitrator in all matters relating to the interpretation and application of a collective agreement is to examine an interpretation of the collective agreement and/or to consider its application between the parties. I mention, however, that MATUSA is not a party to the collective agreement, which is why I do not think there was any power to appeal to refer a dispute over section 24 of the LRA. This point was not addressed or addressed in the arbitration process. It seems to me that the true nature of the litigation is of mutual interest – the “right” to represent members in a disciplinary hearing. It is clear, however, that the case was described as a matter with Derinier and the application of the collective agreement. When MATUSA attempted to exercise the right of representation, the municipality marked the collective agreement by denying MATUSA the right. The application of the collective agreement to MATUSA and its members was rightly considered a matter of controversy, unlike the self-dispute. Summary: EU Competition – The right to represent members at disciplinary hearings is not a right that can be acquired through collective bargaining. It is a right-wing consonant with the right to join a trade union and freedom of association.
The interpretation of a collective agreement must be compatible with constitutional rights. Any interpretation that does not infringe the rights enshrined in the Rights Bulletin must be favoured. Hero: (1) The request for review is rejected. (2) No charge order. 1. A bargaining council may ask the Minister in writing to extend a collective agreement in the collective agreement to all non-party parties to the collective agreement that fall within its scope and which are mentioned in the application if, at a bargaining council meeting, the SALGBC is voluntarily constituted, within the meaning of the Labour Relations Act, by mutual agreement between the employers` organization (SALGA) and the unions (IM. This agreement is contained in the Council Constitution (a collective agreement), which is the basic instrument of leadership that governs the relationship between the employers` organisation and the trade union parties, which must be read in conjunction with the Industrial Relations Act.  Once this has been established, the LRA is the next supervisory authority, namely that if the provisions of the LRA are to be interpreted, there is an obligation to interpret them in accordance with the Constitution of the Republic.