Thursday, November 6, 2008

NIGERIAN LABOUR RELATIONS AND THE CONSTRAINT.

As a result of industrialization, commercialization, and the quest for national development, economic growth and stability in Nigeria, one cannot talk about the corrent trend of labour relations without talking about the participatory role of government. Taking Nigeria as a typical example, government has had so much impact in the contemporary Nigeria labour relations and this is why it is difficult to differentiate labour relations from industrial relations among students of ILR. The role of government traditionally was to act like “unbiased umpire” between the employer and employees through its various agencies so as to insure peace and harmony in industries. Government therefore formulates laws, sets up commission such as the Adebo and Udoji Commissions and establishes boards like Wages Advisory Council and Productivity Price and Income Board (PPIB).
The participatory roles of government show that it has the most powerful instrument that influences and determines the scenario in labour relations. After several research and studies, Kehinde Kestler (2006) opined that the area of interest of government in labour relations is “wages fixation” which takes place through its various commissions, Wages Board and Wages Acts. Under normal circumstances-normal labour relations, the fixing of wages should be a collective agreement (which springs out from collective bargaining and negotiation) between employer and employee. This therefore becomes the new dimension of labour relations where preponderant activities in labour relations is almost taking over by the government. Abudu (1987) contends that government’s participation has become a political pressure that has eroded the principle of Collective Bargaining in industries.
Scholars have also identified another disheartening aspect of government’s role in labour relations which I view as paving ways to complete “employment discrimination”. Uvieghara (1985) pointed out the selfish interest of government in wages fixation. The national minimum wage act was enacted by government for fixing certain new minimum wage. But, it was also outlined in the act some workers who will not benefit from such new minimum wage as:
- Establishment with less than 50 workers
- Persons employ on part-time basis or those who work for less than 40 hours a week.
- Workers base on commission i.e. piece-rate earners
- Workers on seasonal employment such as agricultural (Uvreghara 1985).
The above is no doubt a complete negation to International Labour Organisation (ILO) standard of “core labour standard”. It is a complete occupational discrimination whereas ILO core labour standard states that “there should be no discrimination of any kind in matters of employment or occupation”.
In addition to the above, a good example is in Nigeria where federal government salary was increased by 45% in 1993. The state government detested this and it led to strikes throughout the 30 states in the federation. In 1998, under the military administration of General Abubakar, the increase in salary to N 3,000 naira also witnessed the usual resentment from state which resulted in incessant strikes across the country. Also, during Obasanjo government, the salary structure was reviewed through the parliamentary act. It was increased to N 7500 and N6500 for workers in federal level and state level respectively. This thus becomes the area of government interest in labour relations. Various scholars have therefore seen this as a negation of the “principle of voluntarism” as claimed by the government.
On the final note, it will be inappropriately incomplete if I fail to include that government participation is under pretence of ensuring for peace, harmony, tranquility and orderliness, it has been discovered by scholars and silent observers that the roles of government in the Nigeria labour relations has brought about constraint to achieving “Harmony” in industries. Some of the consequences of government excessive participation in labour relations are identified below:
- High rate of industrial unrest
- High wave of labour retrenchment
- Non-compliance with the provisions of national minimum wage rate act in the public sector
- Loss of man hour
- Low standard of living
- Employment and occupational discrimination
- Unfavorable inequality and indecent work in Nigeria industrial relation
The simple solution to the above scenario is that government should endeavor to maintain the principle of “absetionist policy”, restore the traditional labour relations. Government should also ensure a good and true practice of collective bargaining. Collective Bargaining should not only exist in theory but should be put into practices of its true sense. By so doing, labour relations will be a thing of peace and tranquility which government claimed that it is advocating for will be achieved in industrial organisations.


Oludeyi Olukunle Saheed.
08055609725
www.klatz238.blogspot.com

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