MRL3702 Labour Relations – Complete Exam Prep with Verified Questions and Solutions.

MRL3702 Labour Relations – Complete Exam Prep with Verified
Questions and Solutions.




This document provides a comprehensive collection of MRL3702 Labour Relations Management exam questions
and well-structured answers designed to help students prepare effectively for their assessments and final
examinations.

The study material focuses on the core principles of labour relations, including workplace relations, labour legislation,
dispute resolution, collective bargaining, and employee–employer relationships. The questions are organized to
reflect common exam formats and frequently tested topics in the MRL3702 module.

This study guide includes:

Carefully selected MRL3702 exam-style questions
Clear and detailed explanations for each answer
Important labour relations concepts and theories
Revision material for effective exam preparation

This resource is ideal for students who want to review key topics quickly, practice exam-style questions, and
improve their performance in the MRL3702 Labour Relations Management examination.




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, PROCESS OF COLLECTIVE BARGAINING Two or more parties, namely a union on the one hand and an
employer/employers
organisation on the other hand about terms and conditions and any
other matters of mutual interest between the parties.

THE LRA ENCOURAGES COLLECTIVE BARGAINING - granting of organisational rights
THROUGH: - the right to establish bargaining institutions
- through closed-shop and agency-shop agreements

REFUSAL TO BARGAIN INCLUDES 1. the employer's refusal to recognise a union as a bargaining agent
2. the employer's refusal to establish a bargaining council
3. the employer's withdrawal of recognition of a collective bargaining
agent
4. the employer's resignation as a party to a bargaining council
5. the employer disputing appropriate bargaining units, levels and
topics.

A UNION IS DEFINED AS An association of employees whose principal purpose is to regulate the
relations between employers or employers' organisations and
employees.

ONLY REGISTERED UNIONS ARE ENTITLED TO 1. to conclude a collective agreement enforceable under
the LRA CERTAIN RIGHTS SUCH AS 2. acquire organisational rights
3. be a member of a bargaining council, statutory council and workplace
forum and
4. conclude closed-shop and agency-shop agreements

EMPLOYERS' ORGANISATION IS DEFINED IN any number of employers associated together for the purpose,
SECTION 213 AS whether by itself or with other purposes, of regulating relations
between employers and employees or trade union.

STATUTORY BARGAINING STRUCTURES 1. Bargaining council
2. statutory council


BARGAINING COUNCIL 1 or more registered trade unions and one or more registered
employers' organisations may establish a bargaining council for a sector
and area by adopting a constitution and by obtaining registration for
the council.

CONSTITUTION OF BARGAINING COUNCIL SECTION 30 of the LRA outlines the topics that the constitution of a
bargaining council must address:

1. the appointment of representatives of the parties to the council,
2. the representation of small and medium enterprises
3. the circumstances under which representatives must vacate their
offices and procedures for replacing them,
4. rules governing council's meetings
5. decision-making procedures
6. procedure for exemption from collective agreements
7. delegation of its powers and functions
8. procedures for changing the constitution and winding up the
bargaining council.





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