Module 12 Flashcards
Workplace Health and Safety, and Labour Relations
OHS
Occupational Health and Safety
Why was OHS implemented?
OHS was originally implemented to reduce workplace deaths and injuries (130 years ago), and has evolved to now function as comprehensive workplace health management at today’s progressive employers.
Who is responsible for OHS?
OHS is a shared responsibility between employees and employers.
Key Pillars of Successful OHS Framework
- Commitment by leadership and management
- Employee participation in OHS initiatives
- Healthy work environment
- Various OHS initiatives which fit the specific worlplace
Types of Typical Health Hazards
Physical & mental
Physical Health Hazards
- Biological Agents (bacteria, viruses)
- Chemical Agents (toxic substances)
- Physical Agents (noise, tempurature)
- Ergonomics (repetitive strain injury, back injuries)
Mental Health Hazards
- Stress
- Burnout
- Other mental health issues (anxiety, depression)
Stress and Burnout
Many Canadians are (negatively) stressed at work.
Is all stress bad?
Not all stress is bad, we differentiate bad stress by calling it “negative stress”.
Acute Stress
The stress experienced on a daily basis from minor situations.
Chronic Stress
The physiological or psychological induced by a long-term internal or external stressor (chronic stress can lead to burnout).
Phases of Burnout
- Stress
- Chronic Stress
- Burnout
- Habitual Burnout
Labour Relations (LR)
Refers to the union-management relationship.
What are the 2 Main Schools of Thought on the Roles of Unions?
Business unionism and social unionism
Business Unionism
Focuses on protecting workers rights, improving working conditions and providing service to members.
Social Unionism
Focus on influencing economic and social policies of governments.
CLC
Canadian Labour Congress
ITUC
International Trade Union Confederation
Why do employees join unions?
Increase bargaining power, dissatisfied with their job or management, want union wage premium, want seniority-based benefits and promotion opportunities, and more job security.
Why don’t employees join unions?
Union is perceived as ineffective to further employee’s interest, employees feel well treated by employer, union expenses, career aspirations, or unions are seen as “bad for business” or “a thing of the past”.
Key Sources of LR Law
Federal & Provincial
Key Players in LR
- Labour Relation Boards
- Labour Arbitrators
- Courts
- Conciliators
Unfair Labour Practices
Unlawful intimidation can be a fine line dependin gon the circumstance of the idividual case.
LBR
Labour Relations Boards
Negotiating CBAs
- Time Consuming
- Resource Intensive
- Requires a lot of very careful preparation and research
- Final CBA needs approval by employer and usually employees have to ratify it too
CBA Negotiation Process
- Preparation Phase
- Negotiation Phase
- Settlement Phase
- If no settlement, conciliation process
- If conciliation fails, industrial conflict (strike)
Types of Grievances
- Individual
- Group
- Policy
- Employer
Individual Grievances
Employer alledged to violate the rights of individual employee.
Group Grievances
Employer alleged to violate rights of a group of employees
Policy Grievances
Employer alleged wrongdoing is of general interest for the entire bargaining unit
Employer Grievances
Employer claims union or individual employee has violated the CBA
Union Suppression
Actively fighting union representation by an employer.
Union Substitution
Offering to employees what they want and believe a union could obtain for them.
