council where the parties have equal representation. In this paper the writer shall attempt to critically examine the legal framework on the promotion of participation by employees in the decisions affecting their interests at enterprise level. Collective Bargaining is defined in section 2 of the Labour Act [Chapter 28: 01] as “an agreement negotiated in accordance with this Act which regulates the terms and conditions of employees.” Such agreements may be industrial or works council based. The writer
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workmen‚ * workmen and employers‚ and * Employers and employers. Thus‚ a trade union can be seen as a group of employees in a particular sector‚ whose aim is to negotiate with employers over pay‚ job security‚ working hours‚ etc‚ using the collective power of its members Features of trade unions: 1. It is an association either of employers or employees or of independent workers. They may consist of :- * Employers’ association (eg.‚ Employer’s Federation of India‚ Indian paper mill
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its objective or to fail. * Highly motivated employees= more productive‚ engaged and greater contribution towards its overall direction and success. * Demotivated employees= high absenteeism‚ poor time keeping‚ low productivity‚ strikes (collective strike) ‚ working to rule= undermine ability to ensure financial health and long-term competitiveness. * Organisations that are able to establish and maintain good relations with employees= avoid weakened effects of under-producing and uncooperative
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Labor Relation 4330 Assignment 1 The Winnipeg General Strike Table of Contents 1.0 Executive Summary The main purpose of this report is to analyze how the environment factors have effect on the goals‚ strategies‚ value and power of the actors in Winnipeg General Strikes. By the Industrial Relations System model in Canada‚ the internal factors of the actors in this strike will be intertwined with outputs of the Winnipeg General Strike and itself
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National labor relations act was passed in the year of 1935 to protect employees‚ and employers from creating interferences in each other’s paths via collective bargaining ( website ). For that very reason this law “is the declared policy of the United States”. Many years later the continuing wisdom and vitality of the declared policy seems to be questioned by one and all. When it comes to the continuing wisdom of the policy it is good to continue for it allows the formation and continuation
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for its first round of bargaining with the union pre-negotiation activities. Explain why each of the steps you have identified is critical to achieving an initial successful collective bargaining agreement with the union. Both parties should bargain in good faith in the collective bargaining process; meaning that there is a mutual obligation and understanding that both parties must participate actively to come to an agreement. It is important determine the category of bargaining: mandatory‚ permissive
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In this case study we are going to discuss the CRA case. The CRA case is mainly about the mining company breaking/dissolving the unions and making the employees sign the individual contracts. Here we will discuss and analyse how they went about pursuing the workers to leave the unions and sign the individual contracts. Before that we will briefly look into the profile of the CRA. CRA is a major Australian mining company‚ it is a large employer with about 15000 employees directly employed and another
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engage corporate management and negotiate wages‚ salaries and benefits. An employee can negotiate based on her individual merits and values to the company. Collectivism · Under the collectivism concept‚ individuals choose to benefit from the collective bargaining power of a union. Unions have been a foundation in U.S. industrial relations since the United Steel Workers (USW) union emerged in the second half of the 1800s. Comparison · To determine which option is applicable‚ individuals must consider
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attack on the federal Labor government. Industrial relations have increasingly become a central plank in this attack. Some of this appears to have a policy basis but it is overwhelmed by a backward- looking desire for a more anti-union‚ anti-collective bargaining legislative regime. Calls for maximising managerial prerogative appear within a loud but misplaced assertion that productivity improvement requires regressive changes to industrial law. Keywords Employer associations‚ employers‚ Fair Work
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expressed or not expressed.” Gary Dessler • “Any complaint or dissatisfaction on the part of a worker or a group of workers relating to his / their employment in the undertaking‚ with the general claims which normally fall within the scope of collective bargaining as a result of employment.”ILO • “Any dissatisfaction arising out of any reason connected with the employer or personal life which an employee believes unfair or unjust.” 2 of 13 1 10/23/2011 Importance of Grievance Handling • Dissatisfaction
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