Solidarity joins Cheetahs’ battle against retrenchments

Solidarity will formally represent staff members of the Free State Cheetahs (Pty) Ltd in the restructuring process affecting up to twelve employees of this well-known rugby team and brand.

The trade union has informed the employer in writing that, in terms of the Labour Relations Act (No. 66 of 1995), it will act on behalf of its members to ensure that their rights are protected and that the process is conducted fairly.

According to Zane Hanekom, a litigator affiliated with Solidarity, the union is already actively monitoring the process.

He says that while there is an understanding of the financial pressure faced by businesses, including the Cheetahs, the impact of retrenchments on employees and their families should not be underestimated.

“This is not merely a business decision; it directly affects people’s lives and livelihoods. It is therefore essential to maintain a fair balance between employer and employee,” he said.

Hanekom further emphasised the importance of job retention, which should be the core principle of any restructuring process – including for staff members at the Cheetahs, who are now threatened with retrenchment as the organisation faces financial difficulties.

“Dismissal should always be the last resort. If there are reasonable alternatives that could save jobs, these should be considered first before employees lose their income,” Hanekom explained.

In its correspondence to the employer, Solidarity requested that full and detailed information be made available before consultations. According to Hanekom, this step is essential for a meaningful process.

“We cannot consult effectively if we do not have the necessary information. Transparency is the cornerstone of a procedurally fair process,” he said.

He added that Solidarity specifically seeks clarity on the business rationale, the organisation’s financial position, and the measures already considered to prevent retrenchments.

“We want to ensure that all possible alternatives are thoroughly explored before retrenchments are implemented,” said Hanekom.

As part of a constructive approach, Solidarity has also proposed considering voluntary severance packages (VSPs). According to Hanekom, this could provide a practical solution to reduce the impact of retrenchments.

“By allowing employees to leave voluntarily, it may help to preserve jobs for others and soften the overall impact,” he explained.

Solidarity has also objected to any rushed implementation of retrenchments and maintains that the process should first be concluded before any final decisions are taken.

“A rushed process serves no one’s interests. Consultation must be meaningful and must provide an opportunity for genuine engagement and input,” Hanekom said.

He confirmed that Solidarity is committed to a constructive process, but that the union will not hesitate to act should its members’ rights be compromised.

“Our aim is not to obstruct the process, but to ensure that it proceeds correctly and fairly. If this is not the case, we will take the necessary steps to protect our members,” he concluded.