International Journal of Research and Innovation in Social Science (IJRISS) |Volume VI, Issue XI, November 2022|ISSN 2454-6186
Michael Adusei Boadu, Phd
C.K. Tandem University of Technology and Applied Sciences (CKT-UTAS), Ghana
Abstract: The purpose of this study is to investigate into the awareness of the Labour Act, 2003 (Act 651). Questionnaires and semi-structured interview were used to solicit both qualitative and quantitative data from the Upper East Region, Navrongo of C. K. Tedam University of Technology And Applied Sciences. The study revealed that 71 (46%), were not aware of the existence of the Act. The study concludes that awareness of the Labour Act at CKT-UTAS is not up to the level expected. It is also recommended that management should institute annual labour week observation to educate employees; staff should be encouraged to acquire copies the Labour Act. The National Labour Commission should established regional and district offices to intensify labour inspections.
Keywords: Labour Act, Awareness, Public Universities, CKT-UTAS, Ghanaian
I. INTRODUCTION
Labour disputes around the world are increasing year after year after the Industrial Revolution era due to the complexities that have introduced by modern developments and technologies into the workplace which have affected viewpoints of employer – employee relationships. According to Hale (2009), labour disputes led to 758,800 working days being lost in the United Kingdom in the public sector. In Ghana, there have been numerous wastages of productive working hours due to a lack of awareness or failure of employers to apply the provisions found in the Act. The Labour Act, 2003 (Act 651) and the National Labour Commission Regulations, 2006 (L. I. 1822) are currently the most authoritative an instructive documents enacted to regulate labour relations in the country. Prior to the passage of the Labour Act, 2003 (Act 651), Ghana had a number of laws scattered in various pieces of legislation governing industrial relations. Some of the major laws were the Industrial Relations Act, 1965 (Act 299) and the Labour Decree of 1967, The Industrial Relations (Amendment) Act 1971 (Act 383). In all seventeen laws were repealed, except the Factories, Offices, and Shops Act, 1970 (Act 328), and the Workmen’s Compensation Law, 1987 (P.N.D.C.L. 187). The passage of the Act 651 on 25th July, 2003, and its being put into operation on 31st March, 2004 sought to ensure that industrial relations conform to the provisions on labour under the 1992 Constitution as well as International Labour Standards.