(matrix). Carefully select to avoid claims. unfair criteria - trade union membership‚ sex (or maternity) discrimination‚ race. Consultation to discuss all possibilities of redundancy- short time working‚ voluntary redundancy packages‚ freezes on pay rises. Real consultation must be evidenced no matter what. 1= 3 meetings one week apart‚ under 20= in good time (2 weeks?)‚ 20+ = 30 days‚ 100+ 45days(was 90). Sections 188 - 198 Trade Union and Labour Relations (Consolidation) Act 1992. Collective Redundancies
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current recession. Ireland has one of the most globalised economies in the world. One of its main attributes is the prioritising the attraction and retention of FDI through a combination of incentives‚ particularly low corporation tax and liberalised trade policies. The success of this policy is manifest in the large numbers of MNCs located there and its status as one of the world’s most FDI-intensive economies (Barry‚ 2007; Rios-Morales and Brennan‚ 2009). Ireland currently hosts seven of the top 10
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BACKGROUND This paper aims at analyzing the industrial dispute between Qantas and the trade unions in 2011. The key questions include: _(1) WHAT WERE THE CAUSES AND CONSEQUENCES OF THE QANTAS DISPUTE IN 2011? (2) WHAT DOES IT ILLUSTRATE ABOUT CHANGING INDUSTRIAL RELATIONS IN AUSTRALIA?_ To address the question (1)‚ there is an analysis of the interviews and documentary evidence to explain the causes and consequences of the Qantas dispute. To the question (2)‚ it applies theories of industrial relation
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1960 – Hardt & Negri – Ritzer – Hyperglobalists • Varieties of Capitalism • Forces drawing EU towards US model • Forces pulling EU apart Convergence Theories “Globalisation is the integration of product markets as a consequence of removing trade barriers; internationalisation of financial markets stimulated by deregulation restrictions on capital flows‚ cross-border spread of technological advances and transnational organisation of production by multinational companies” Kerr et al 1960 (Industrialism
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unprotected‚ their wages are extremely low‚ and a large section of them live under conditions below the poverty line. The developmental efforts by the state have done little to improve their living coalitions. This is a matter of concern not only for the trade unions but also for every rational person in this country. Defining the term ’unorganised sector’ is a difficult task indeed. Apart from the conceptual difficulties‚ the definition also depends on who is defining it and for what purpose. There are broadly
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INTRODUCTION An industry is a social world in miniature. Industries help in production and provide employment to the people of society. Different categories of human elements are involved in an industry. The relations of these groups inter se constitute the subject matter of industrial law. Industrial relations constitute one of the most delicate and complex problems of the modern industrial society. This phenomenon of a new complex industrial set-up is directly attributable to the emergence of
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that trades unions are‚ in Kelly’s (1998; 2005) terms‚ ‘managers of discontent’. . Discuss This essay will debate the unitarist perspective by comparing it with three other important UP:12/11/2012-11:48:17 WM:12/11/2012-11:48:19 M:BE414-5-AU A:12a1 R:1102810 C:2412B3C20A137A45C1C1045F0B3995EAA87D0190 employee relations theories: pluralism‚ radicalism and Kelly`s approach. The argument will expose de differences between the hypothesis aforementioned. It will be argued the role of trade unions
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hand is the right of employees to go on strike. In one incident the plumbers union went on strike and the contractors anticipated that their construction work could not be completed without the plumbers. This set a chain of events in action and the constructors had to eventually shut down their business. Other crafts which were not on strike were rendered unemployed because of this. Although the shutdown put members of unions‚ other than the carpenters and operating engineers‚ out of work‚ the Examiner
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Whereby‚ international employment relations involve (Bamber et al 2004) exploring institutions and facts that cross national boundaries such as the labour market roles and behaviour of intergovernmental organisations‚ multinational enterprises and unions. International and comparative employment relations include a range of studies that span boundaries between countries. This paper will examine employment relations‚ reasons justifying the international comparative study of employment relations and
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starts by defining the term ‘Industrial Relations’. DEFINITIONS According to Kochan in Dzimbiri (2008) Industrial Relations is defined as “all aspects of people at work as individuals and groups‚ organized or unorganized‚ the behavior of employer and union organization together with public policy or legal framework governing employment conditions.” On the other hand‚ Clegg in Blyton andTurbull (2004:29) defines industrial relations as “the study of rules governing employment‚ together with the ways in
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