Basics of Industrial Relations Flashcards
Benefits of Positive Industrial Relations
- Recruitment and Retention
- Employee Motivation
- Intrapreneurship
- Change
- Industrial Action
Recruitment and Retention (Benefit of positive industrial relations)
It is easier to recruit, and keep staff, as your workplace is an attractive one
Employee Motivation (Benefit of positive industrial relations)
Happy employees tend to be more motivated, and are more willing to work
Intraprenseurship (Benefit of positive industrial relations)
Employees are more willing to suggest ideas
Change (Benefit of positive industrial relations)
Employees are more accepting to change when the employer is open and honest about the reasons for it
Industrial Action (Benefit of positive industrial relations)
Employees are more likely to speak to management about problems before they develop into serious issues, reducing the chance of industrial action.
Causes of Industrial Relations Conflict
- Pay
- Working Conditions
- Technology
- Redundancy
- Unfair Dismissal
Pay (Reason for an industrial relations conflict)
Dispute with employer over rates of pay, overtime rates, or pension contributions
Working Conditions (Reason for an industrial relations conflict)
Disagreement with employer in relation to working hours, or health and safety in the workplace
Technology (Reason for an industrial relations conflict)
Resistance to the introduction of new technology, if there is belief that
- The employer didn’t provide enough training
- The technology will lead to an increased workload, or staff redundancies
Redundancy (Reason for an industrial relations conflict)
Unhappiness at the way staff were chosen for redundancy, or with redundancy terms offered by the employer
Unfair Dismissal (Reason for an industrial relations conflict)
Belief that co-workers were unfairly dismissed, for a factor such as disability or race
Pay Claims
A demand made by employees to their employer for an increase in pay
- Cost of Living Claim
- Comparability Claim
- Productivity Claim
- Relativity Claim
Cost of Living Claim
Employees want their pay to keep up with rates of inflation
Comparability Claim
Want a pay increase because people doing similar work received one
Productivity Claim
Seek a pay rise because their workload has increased
Relativity Claim
The pay of one group is linked to another, even if they’re performing different jobs. e.g If the chefs in a restaurant receive a 10% pay rise, waiters may want it too to keep the same pay gap
Define trade union
An organisation that aims to protect and improve the pay and working conditions of its members. An employee can join by paying a yearly subscription. (e.g SIPTU)
What is a shop steward?
Someone who is elected by trade union members in a workplace, and acts as the union’s representative in that workplace
Duties include :
- Providing feedback to the union
- Giving advice and support to members in the workplace
- Helping to resolve disputes between employees and management
Benefits of Trade Union Membership for Employees
Protects Employment Rights - Makes employees aware of their rights, and protects employees if there is a breach of these rights
Information and Support - Provides information and support to members on issues like pay and leave entitlements
Better Pay and Working Conditions - Trade union negotiates with management on behalf of the staff to gain better pay and/or working conditions
National Level - Can increase awareness of employee’s concerns by providing information to the media
Benefits of Trade Union Membership for Employers
Faster Negotiations - It is faster to negotiate with shop steward, rather then individuals or groups of employees
Introducing Change - It can be easier for employer to introduce change
Improved Health and Safety - Employees inform shop steward of health and safety issues. This can then be passed onto management, and dealt with
ICTU
Irish Congress of Trade Unions
Umbrella body the campaigns on behalf of trade unions members in Ireland
Aims to provide training, resolve disputes, and negotiate on behalf of unions with the government
Bargaining
Individual Bargaining - Employee meets with employer
Collective Bargaining - Employer negotiates with groups of employees, which can be represented by a shop steward
National Collective Bargaining / Social Partnership - Social partners negotiate on a national level
Legal Types of Industrial Action
- Official Strike
- All-out Strike
- Work to Rule
- Token Stoppage
- Overtime Ban
Illegal Types of Industrial Action
- Unofficial Strike
- Wildcat / Lightning Strike
- Political Strike
Official Strike
Employees refuse to enter the workplace and perform regular duties.
This requires that a secret ballot is held, one weeks notice is given, and it is approved by the trade union
All-out Strike
All employees in the business go on strike, even if they are not involved in the dispute
This requires that a secret ballot is held, one weeks notice is given, and it is approved by the ICTU
Work to Rule
Employees only carry out the work stated in their contract, no more
Token Stoppage
Employees refuse to work for a short period of time e.g one day.
This warns the employer that worse action could follow. This can put the employer under pressure to resolve the issue quickly
Overtime Ban
Employees refuse to work overtime. This can put the employer under pressure to resolve the issue quickly
Unofficial Strike
Employees take strike action, but did not meet the requirements for an official strike
Wildcat / Lightning Strike
Employees take action with no warning to the employer
Political Strike
Employees leave the workplace to protest against the government. This punishes the employer, even though it is not through any fault of their own
