industrial relations

Question 1

What are factors leading to industrial disputes?

Answer 1

Disputes over pay, changes to working conditions, redundancy, new technology, demarcation issues, trade union recognition, unfair dismissals, discrimination.

Question 2

What types of pay claims can employees make?

Answer 2

Cost of living (inflation), comparability, productivity, relativity.

Question 3

What is a non-legislative solution of ‘meet and talk’?

Answer 3

Discuss, clarify, and communicate issues around the dispute.

Question 4

What is a non-legislative solution of ‘negotiation’?

Answer 4

Offers, counter-offers, and compromises to reach a solution.

Question 5

What is a non-legislative solution of ‘conciliation’?

Answer 5

A third party encourages parties to listen to each other.

Question 6

What is a non-legislative solution of ‘arbitration’?

Answer 6

An unbiased third party listens to parties and then offers a solution.

Question 7

What does the Industrial Relations Act 1990 cover in terms of trade disputes?

Answer 7

Disputes about the employment or non-employment of a worker or discrimination.

Question 8

What notice is required before striking under the Industrial Relations Act 1990?

Answer 8

A secret ballot and one week’s notice.

Question 9

What is primary picketing?

Answer 9

Peaceful protests outside the workplace with placards.

Question 10

What is secondary picketing?

Answer 10

Picketing another workplace frustrating the resolution of the dispute.

Question 11

What types of industrial action are legal?

Answer 11

Official and sanctioned actions; employees cannot sue.

Question 12

What is work-to-rule industrial action?

Answer 12

Employees do exact jobs written in their contracts and no more.

Question 13

What is an overtime ban?

Answer 13

Workers refuse to work extra hours outside of contract hours.

Question 14

What is a token stoppage?

Answer 14

A brief stoppage of work that carries the threat of further action.

Question 15

What are the grounds for fair dismissal under the Unfair Dismissals Act 1977–2015?

Answer 15

Incapable, incompetent, qualifications, misconduct, redundancies, or contravening the law.

Question 16

What are the steps for dismissal under the Unfair Dismissals Act 1977–2015?

Answer 16

1. Counselling; 2. Formal verbal warning; 3. Written warning; 4. Inform of dismissal in writing; 5. Offer right of appeal.

Question 17

What are grounds for unfair dismissal under the Unfair Dismissals Act 1977–2015?

Answer 17

Steps not followed, insufficient evidence, discrimination, or constructive dismissal.

Question 18

What redress is available for unfair dismissal?

Answer 18

Reinstatement, re-engagement, or compensation (up to two years’ pay).

Question 19

What is employment discrimination under the Employment Equality Act 1998–2015?

Answer 19

Being treated in a less favorable way than another person (nine grounds).

Question 20

What is illegal advertising under the Employment Equality Act 1998–2015?

Answer 20

Advertising that is discriminatory, such as ‘young staff wanted.’

Question 21

What steps can employees take under the Employment Equality Act 1998–2015?

Answer 21

Talk it out, consult a third party, use WRC (conciliation/advice), WRC adjudication.

Question 22

What services does the Workplace Relations Commission (WRC) provide?

Answer 22

Advisory service, conciliation service, mediation service, adjudication services, inspection services.

Question 23

What is the role of the Labour Court?

Answer 23

Investigates complaints as a court of last resort, arbitration, codes of practice, registers agreements.