Chapter 3 Flashcards
Industrial Relations
The relationship between employers and employees in a business
Positive Industrial Relations
- Good morale -staff are happy to be at work
- Lower turnover and absenteeism
- Good public image
- Atmosphere of openness and honest communication
Negative Induatrial Relations
- Low morale - poor atmosphere
- Affects profitability - Workers leave jobs
- Public image will be affected
- Lack of trust and hostile atmosphere between staff and management
- Workers take Industrial Action (strike)
How to have good positive IR
- Good wages and good conditions of employment
- Open communication between employers and employees
- Keeping promises and building up trust between employers and employees
- Treat staff fairly without discrimination
- Clear grievance procedure
Grievance Procedures
The rules agreed between management and employees when raising workplace issues
Trade Unions
Organizations that represent the interests of a group of workers by speaking and negotiating on their behalf with employers
• Type of interest group
• Simplifies negotiates for employers (they deal with a group of workers)
• Promotes wave stability
Shop Steward
- Negotiate on behalf of union members who are in dispute with an employer
- Keep members of the union in the workplace informed on union matters
- Ensure employees keep their side of any agreement
- Collect union subscriptions
Types of Claims
Cost of Living Claim: If inflation increases, workers demand pay rise
Comparability Claim: If workers doing similar work in a different company get a higher pay
Relativity Claim: If one group of workers believe they are more skilled than another group
Benefits of Trade Unions (Employees)
- Try to improve wages and working conditions of members
- Protect members from unfair dismissals
- Negotiates conditions in case of redundancy
- Workers are united
- Trade union know employment law and have researchers
Individual pay bargaining
Employer negotiates individually without employee
Evaluate Industrial Relations Act 1990
Advantages
- Legal right to protest agony any employer who will not give into their legitimate demands
- Protest against businesses that try to frustrate their strike
- Put pressure on employer to meet demands
Evaluate Industrial Relations Act 1990
Diadvantages
- Irish employers cannot be bullied into striking against their will
- All ballots to strike are secret
- Workers are immune from arrest and prosecution and being sued, provided they hold a secret ballot and give employer’s one week notice
- No fear of retribution
Types of industrial action
Token stoppage - stop work for a period of time
Work to rule - basic work and nothing more
Strike
Go slow - minimum amount of work without jeopardizing pay
Overtime bans
Workplace Relations Commission
Independent statutory body
• Promotes good Industrial Relations practices
• Promotes compliance with employment law
• Provides practical help in resolving industrial disputes
• Power to Enter business premises and obtain necessary information
Role of WRC
- Provides information to employees and employers
- Answer questions on industrial relation matters
- Offers guidance to firms in drawing up codes of practice
- Conciliation - negotiating (conciliation referral form)
- Arbitration - investigates disputes
- Resolves employment grievance of individuals
- Workplace Relations Complaint Form
- Can prosecute employers breaking the law
Steps in Unfair Dismissals Act 1977-2007
Inform employee Advice and support on how to improve Formal verbal warning First written warning Second written warning, demote, suspend without pay Serious misconduct, dismiss immediately KFC - €31 000
Reasons for Dismissals
Incompetence to do work Unacceptable conduct Unqualified Redundancy Employer has followed proper procedures to dismiss employee
Types of unfair dismissals
Employer did not follow proper procedures
The employer doesn’t have proof of reason for dismissal
Constructive dismissal
Personal reasons like religion and age
Redress for unfair dismissal
Reinstatement - full pay
Re-engagement - no financial compensation
Compensation
Employment Equality Act 1998-2004
Illegal to discriminate against someone on the basis of 9 grounds
• The treatment of one person in a less favorable way than another in comparable situations
9 Grounds
Employment Equality Act 1998-2004
- Gender
- Martial status
- Family status
- Age
- Disability
- Race
- Sexual orientation
- Religious beliefs
- Being a traveler
Harassement
Any behavior which is unwelcome and offensive no matter what form it takes
Equal pay
All employment contracts must have an equal pay clause
All employees are entitled to equal pay for like work
Non- Legislative
Talk with employer
Seek help - contact union or WRC
Evaluation of Employment Equality Act 1998 - 2004
- Ensures people cannot be treated badly
- Prevent discrimination that have been recorded in history
- Attempts to right the wrongs done to victims
- Director of the Equality Tribunal must be obeyed
