In the main, trade unionists are volunteers who offer their time, skills, experience, expertise and energy to support their union, its members and activities without financial compensation. As volunteers, they work to uphold and advance the collective interests of workers. They concentrate on advocacy, assisting members with issues and recruiting or organising new members. They execute various roles and functions with the ultimate aim of bringing about positive changes in the workplace and community. In going about their work, they are guided by the core values of the labour movement, which are identified as mutuality and reciprocity.
Based on the scope of the contributions of volunteers, it can be argued that there is a significant value attached to the engagement of individuals as volunteers within the trade union movement. The value extends to include gaining skills, confidence, experience, meeting new people and contributing to positive social change.
Trade unions are membership-based organisations. Those who volunteer their service to the work of the union are committed to making a difference. Those volunteers whose intention is for personal gain or for self-aggrandisement are not to be taken seriously, since by their actions, they are likely to compromise the integrity of the organisation.
Given that the trade union is a non-profit organisation, it is to be expected that volunteers have an unwavering commitment to ensuring that there is a just, equitable, and a compassionate society. One unique factor that stands out in the engagement of volunteers is the fact that some serve as union representatives within the workplace.
Such persons, known as shop stewards, are usually made up of workplace volunteers who members often appoint through internal democratic elections.
Those who serve in leadership and anagement roles are generally elected or appointed by the membership through the democratic process. They serve at the pleasure of the membership. Those who are elected or appointed to office are guided by the constitution and regulations of the organisation.
The observation has been made that the trade union movement is built on the involvement and engagement of volunteers. There is the understanding that all volunteering is undertaken by choice. While volunteers should not normally receive or expect financial rewards for their activities, it is accepted that they should receive reasonable out-of-pocket expenses or be paid a stipend. In this instance, it is important to make the distinction between those who are volunteers and those who are salaried employees. Those who volunteer should be aware that their involvement is primarily to complement and supplement the work of paid staff, and hence, it should never be seen as a means to displace or undercut paid staff when it comes to pay and conditions of service. It is highly recommended that volunteers should not be used to undertake the work of paid staff during industrial disputes.
Like paid staff members, volunteers should be exposed to training. The requisite resources must be provided for the purpose of lending support to the work and development of volunteers and the activities they undertake.
This requires that the annual budget process of the organisation considers the needs of the volunteers, as it relates to projects, programmes, activities and any special assignments.
The work and contributions of volunteers ought not to be taken for granted, as in the main, they are unsung heroes who work tirelessly behind the scenes to make the world a better place.
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