With industrial development on rise regularly after independence, disputes and conflicts between employers and employees have naturally become the order of the day. Problems relating to strike, lock-outs, lay-off, closure, suspension, retrenchment, dismissal disciplinary proceedings, reinstatement...
Ultimately, it's about evolving with the times. By blending flexibility with added benefits and development opportunities, organisations can foster loyalty and productivity, regardless of the employment model.
Hybrid employment model should be developed around where gig workers are regarded as "dependent contractors" that combine flexibility with essential benefits. Companies must also provide training, skill development, or pathways to full-time employment to foster loyalty.
There have to be some opportunities for people in gig work to meet regularly and share their concerns and feedback in a personal forum as well. These will ensure that public outbursts become less frequent.
Common causes that are adverse unite workforce in a very special way. Organisations need to be mindful of any adverse occurrence and think of a risk mitigation strategy before it becomes a common issue.
To remain relevant, Trade unions have to rediscover and reorient their roles. They cannot remain stuck to traditional issues but have to understand and appreciate the changing realities and expectations of new Gen workforce.
