COLLECTIVE AGREEMENTS
Uganda Hotels, Food, Tourism, Supermarkets & Allied Workers’ Union (HTS-Union)
COLLECTIVE AGREEMENTS:
Collective bargaining which is one of our core mandate as a Union, is done on a day-to-day basis. We indeed continuously engage individual and group employers in our Sector to negotiate new Collective Agreements and review existing agreements for the working terms and conditions of employment with several employers. HTS-Union has become the leading trade union in terms of securing collective agreements with employers and as negotiation experts both locally and internationally
Most important and historical is the Recognition Agreement and Collective Bargaining Agreements (CBA) with Uganda Hotel Owners’ Association (UHOA) that cover over 130 hotel units in the country which were concluded in 2007 and 2008 respectively. During COVID-19 pandemic, using our expertise, we initiated negotiations of Memorandums of Understanding with employers to mitigate the negative effects of the pandemic on both employers and employees and 1 record recognition agreement with Latitude 00 Hotel and a CBA review with Protea Hotel by Marriott, Entebbe.
Importance of Collective Bargaining Agreement :-
It is a Tripartite component Social dialogue as a key principle in ILO and in particular convention, No 98, 1949, Article 29 of the Constitution of the Republic of Uganda 1995 as amended 2005 and the Labour Laws provide for Collective Bargaining Agreement, especially Section 24, (d) of the Labour Unions Act 2006.
- CBA presence at work place proves compliancy of the Laws of the Land by the Company.
- Sets minimum terms and conditions of service/employment.
- Raises the awareness of both management and employees on their rights and obligations at work
- It determines disciplinary code/procedures hence promoting discipline amongst workers.
- Provides for a systematic grievance handling process and procedures that are consistent with the Law.
- CBA puts in place a systematic Human Resource Management mechanism which works as a Management Tool.
- Setting acceptable a negotiated minimum standard that makes the administration and management of situations definite and easier.
- CBA existence and implementation at work place minimizes Litigation/Court action by Employees against Employers.
- It creates hope as it deals with ambiguous situations hence improving staff loyalty to the Company.
- CBAs control Labour turn-over while promoting employee retainance.
- It generally creates peaceful Industrial Relations at work place.
- CBA works as a motivation tool for employees hence making staff more productive.
- Streamlines communication between management and workers.