ESSAY PLAN: Argue whether collective bargaining and a strong role for unions are constructive to organisations in today’s economic conditions. This essay is based on collective bargaining and strong role for unions in today’s economic conditions. The essay begins by explaining what collective bargaining and trade unions are‚ providing relevant examples within the context. The essay also highlights the importance of collective bargaining in today’s organisation. An argument has been made providing
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squarely conflicts with management ’s efforts to meet competition by implementing decisions‚ which affect the employee- employer relationship. Unions no longer accept a business decision that obtains enterprise cost savings at the expense of an employment pattern established in a collective bargaining agreement as a proper exercise of managerial prerogative. Today‚ union and management meet periodically to negotiate collective agreements‚ which‚ besides establishing the terms and conditions of
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Health Care Bargaining and PPACA in GMFC Introduction Companies with a huge number of employees must comply with the federal regulations relating to the Patient Protection Affordable Care Act (PPACA). The PPACA is a massive program that purports to cover each and every aspect of health care and education in the United States (Sade‚ 2012). Effects of PPACA on the work industry‚ both to employers and employees‚ can bring rise to increased costs‚ frustrations‚ and costs that create a staggering situation
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Employee Relations LAW 1202 Arvin SEECHURN Contents 3.8 Gender differences ................................................................................................... 23 . 3.9 The New Roles of Trade Unions ............................................................................. 24 1 Industrial Relations ................................................................................................... 1 1.1 Introduction and Definition ..
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Comparing and Contrasting Western European and Asian Employee Relations Systems INTRODUCTION For this week’s group assignment‚ our team researched China‚ Japan‚ Canada‚ and Denmark. Our team sought to better understand Western European and Asian Employee Relations Systems from comparing and contrasting the systems that each have in place. For this assignment‚ we looked into three key dimensions for the countries named above. Specifically‚ we researched the traditional role of the government
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collective bargaining; generally they were system that involved a form of centralised bargaining in a particular industry or segment of an industry (Alan Rycroft‚ Barney Jordaan‚ 1992:146) Industrial councils consisted of representatives from one or more employer parties and one or more employee parties who as a whole enjoy representation on the council. Statutory councils were formed as a result of a compromise between government and big unions to satisfy the governments fear that the bargaining council
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affecting their interests at enterprise level. Employee participation in Zimbabwe at enterprise level is conducted between an individual employer and a worker’s committee under the auspices of a works 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
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is unfair‚ unjust‚ or inequitable.” The definition is very broad and covers all kinds of dissatisfaction‚ which an employee has while doing his job. A grievance means any discontentment or dissatisfaction arising out of anything related to the enterprise where he is working. It may not be expressed and even may not be valid. It arises when an employee feels that something has happened or is going to happen which is unfair‚ unjust or inequitable. Keith Davis has defined grievance as “ any real or
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relations obligations‚ and overseeing the forward with fairness industrial relations system (Australian Labour Party 2007a‚ pp. 17-18). The range of functions cover five areas including the safety net of minimum wages and employment conditions; enterprise bargaining; Industrial action; Dispute resolution; and Termination of employment (Fair Work ombudsman‚ 2010). The responsibilities of FWA include: 1. The resolution of workplace grievances 2. Hearing unfair dismissal and unlawful termination claims
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which some of the fruits of economic development could be designated for collectively bargained wage increases. In terms of the role of the law‚ collective bargaining was far more important than the influence of legal regulation. For employers and trade unions‚ the role of statute law was to support and
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