Commitment versus Indolence!

Have you ever heard the words: “Go to the ant, O lazy one; Observe her ways and be wise. Which, having no chief, Overseer or ruler, She prepares her food in the summer
And brings in her provisions [of food for the winter] in the harvest.”?

We must be blind if we do not accept the reality of the current national operational restructuring processes in our Industry. The reality of these processes are vicious and unforgiving and cuts into your livelihood, your savings and your humanity.

Observe the ways of the Ant

Maybe a little bit melodramatic, yet in context with the current times, very relevant. Now is the time to be your own overseer! Your own ruler!

COVID 19 pushed the known structural boundaries of our place of work and left us with a different way of operating. Clocking in at 07:30 or 08:00 in the morning with Team Leaders, Foremen, Supervisors and Managers looking over your shoulder, structuring your workday and in many instances becoming a ‘work from home’ scenario, or a work without supervision scenario. The burden to perform and more so to perform accurately and with less hands, became the new reality. You have become your own keeper!

Indolence versus Commitment

Indolence is defined as ’an inclination to laziness : SLOTH’. Commitment on the other hand is defined as ’the state or an instance of being obligated or emotionally impelled’. Impelled is a strong word defined as an urge or a drive forward.

The discerning factor

During the consultations in terms of the Labour Relations Act 66 of 1995, section 189, it is evident that Employers need employees who are committed, their own keeper, the performer! Take note that performance as a selection criterion is not by default taboo. This was confirmed in the Labour Court in National Union of Metalworkers of South Africa and others v Columbus Stainless (Pty) Ltd (JS529/14). This judgment said that performance as a criterion should be limited to instances where there is an established assessment system in place, a dual system that existed prior to retrenchments, where employees are in a position to dispute or object to their performance assessments.

The saving grace to many employees in the current restructuring process, is the failure of employers to implement an assessment system, by which performance and capacity is measured on an ongoing basis and poor performance is addressed in a fair and objective manner.

Be wise

School days are long gone and by now you should realise that work or a career is not something that knocks on your door. It takes hard work and commitment! There is no place for indolence! Be wise and establish yourself when things are good, you will reap the benefit when the times are difficult.

How to contact MISA during the lockdown?

Kindly utilise the following e-mail addresses and links for assistance during this time:

Employer UIF/TERS Submissions                  UIFClaim@ms.org.za

Legal/Labour-related enquiries                    Legal@ms.org.za

*  Legal Reception                                          0114763920

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