3-Industrial Relations

Question 1

5 reasons whys good industrial relations is important

Answer 1

Motivation:happier and willing to work harder
Intrepeneurship:employees put in extra effort by making suggestions
Retention:employees more likely to stay longer which saves business money
Delegate:employer trusts employee with tasks
Goodwill:employers and employees talk out problems(less chance of strike)

Question 2

3 non-legislative methods of solving consumer conflict

Answer 2

Negotiation
Conciliation
Arbitration

Question 3

Negotiation

Answer 3

bargaining to reach a mutually acceptable solution
discuss
employee may be represented by trade union
each side tries to explain side of the issue
try reach compromise
deal is called collective agreement-not legally binding

Question 4

Conciliation

Answer 4

two parties ask independent outsider (conciliator)to help reach a mutually acceptable solution
facilitator-offers guidance and advice
they can only suggest-no power to enforce

Question 5

Arbitration

Answer 5

two parties ask independent outsider (arbitrator) to investigate and make a ruling
listens and makes judgement
binding arbitration-agreed in advance

Question 6

What is a trade union?

Answer 6

an interest group which represents the views of the employee
annual subscription for members
e.g. INMO (irish nurses and midwives association)

Question 7

Functions of trade union

Answer 7

better pay and working conditions-negotiates on behalf of member
represents employee in disputes
protects its members interests-fights for them to keep their job or best redundancy package

Question 8

What is a shop steward?

Answer 8

a spokesperson represented by employees as their official union representative in the workplace

Question 9

functions of a shop steward

Answer 9

Recruit members
Represent members in talks with management
Informs union head office of demands
Keep members up to date on information from union head office

Question 10

What is the ICTU?

Answer 10

The irish congress of trade unions represents almost all trade unions in ireland

Question 11

Functions of ICTU

Answer 11

Provides training for unions
Settles disputes between unions
Promotes cause of trade unions
Give permission for all out strikes

Question 12

5 legislative methods of solving industrial relation conflicts

Answer 12

Industrial Relations Act 1990
Workplace Relations Commission
Labour Court
Unfair Dismissals Act 2007
Employment Equality Act 1998

Question 13

4 legitimate trade disputes

Answer 13

refusal to recognise union
pay and work conditions
discrimination
dismissal/suspension of an employee

Question 14

2 illegal trade disputes

Answer 14

political issues:protesting against government,cannot leave work to do it
disagreement between management and employees on how business should be run e.g. pricing policy

Question 15

secret ballot

Answer 15

need a majority vote to go on strike
must give employer's one week notice
must be private
notecard with yes or no into sealed ballot box 
prevents intimidation

Question 16

primary picketing

Answer 16

employees protesting outside their employer’s business premises by walking around outside it
public sympathy,get attention,persuade customers not to use business
must be peaceful

Question 17

secondary picketing

Answer 17

employees protest outside another employer’s business
only legal if other employer is helping their employer break their strike
e.g. tesco sending cashiers over to dunnes while dunes cashiers are on strike-dunnes workers can protest outside tesco

Question 18

immunity (industrial relations act 1990)

Answer 18

cannot be sued by employer for damages caused by strike and peaceful picketing-once secret ballet and one week’s notice

Question 19

evaluation of the industrial relations act 1990

Answer 19

1) can put pressure on employer to get their way.can protest outside other employers business who may be trying to frustrate strike.
2) secret ballot prevents being bullied into going on strike
3) immune from arrest and prosecution,provided secret ballot and one week’s notice given

Question 20

What is the Labour Court?

Answer 20

established to provide a free service for solving industrial relations problems.Hears both sides and issues a recommendation
court of last resort-only when all other efforts failed
recommendations not legally binding

Question 21

Labour Court function (investigates)

Answer 21

what could not be solved by WRC.
Holds formal hearing where each side presents their submission.
Issues a recommendation.
free and expert service that resolves disputes that couldn’t be solved elsewhere

Question 22

Labour Court (appeals)

Answer 22

hears appeals against recommendation made by Equality Officer
considers matter again-legally binding judgement
good job in dealing with workplace discrimination

Question 23

Labour Court (Register collective agreements)

Answer 23

registers collective agreements made between employers and employees
makes them legally binding
confidence of knowing agreement cannot be broken

Question 24

Labour court (JLC)

Answer 24

Joint Labour Committees
consists of representatives of employers and employees in a particular industry sector e.g. hairdresser
discuss and agree terms and conditions to apply to specified workers
maintains good industrial relations

Question 25

Reasons for fair dismissal

Answer 25

No qualifications
Incapable of doing job(lateness,absenteeism etc.)
Incompetent (fails to meet standards of work)
Misconduct (drunkenness,stealing,assault,bullying)
Redundancies (cannot afford to keep on employee)

Question 26

Reasons for unfair dismissal

Answer 26

Pregnancy
Sexuality
Traveller
Race
Age
Beliefs

Question 27

Procedures employer should take before dismissing an employee

Answer 27

1)counselling-guidance and advice on how to improve
2)verbal warning-possible reasons for dismissal,must give opportunity for employee to respond
3)written warning-situation doesn’t improve-formal letter stating reasons for possible dismissal
copy should be sent to employee’s representative e.g. shop steward
4)employee’s right of appeal-employee has right to be represented at hearing into her dismissal
must be fair and impartial

Question 28

redress for unfair dismissal

Answer 28

1)re-instatement:employee treated as never been sacked.Given old job back with same pay and conditions.Entitled to full back pay from date she was sacked.
2)re-engagement:given old job back but only from particular date
not entitled to back pay
usually when contributed to dismissal
3)compensation:employee paid amount of money
compensation for financial loss
maximum comp is 2 years pay