unit 1 industrial conflict Flashcards
benefits of good industrial relations for a business - improved employee motivation
if the employees feel they are listened to and get on with their employers, productivity should improve as they feel appreciated and empowered. employees that don’t feel listened too may need more supervisions and incentives to work harder
benefits of good industrial relations for a business - lower absenteeism
a good manager should investigate employees issues and try to work harder together with them to improve the issues, so their employees will be happier to come to work
benefits of good industrial relations for a business - increased productivity
employees who have a positive relationship with their managers and other colleagues are more likely to put in a greater effort and want to work together with others
benefits of good industrial relations for a business - higher retention rates
if a company has poor industrial relations, staff are more likely to leave and a find a job elsewhere, disruption to production/ costing money on recruitment
factors that can lead to industrial disputes in a business - disputes over poor or changing working conditions
failure by management to provide safe working conditions, safe equipment, poor hygiene and adequate heating can lead to industrial disputes or a change to job duties or terms of employment without proper consultation or negotiation
factors that can lead to industrial disputes in a business - level of redundancy pay offered or who is chosen
a last in first out (LIFO) system may be seen as fair , not the employer just picking who they want to get rid of.
factors that can lead to industrial disputes in a business - new technology being introduced
workers may resists the introduction of new technology if they believe that the employer has not provided adequate training or financial training or financial reward for their increased productivity, causing conflict
factors that can lead to industrial disputes in a business - demarcation issues
a demarcation issue can arise when there are differences in pay and conditions of work between similar groups of workers
factors that can lead to industrial disputes in a business - trade union recognition
there is no legal obligation on an employer to negotiate with a union on behalf of an employee member , unless previously agreed. however, a business not recognising a union may lead to conflict between it and it’s members
factors that can lead to industrial disputes in a business - unfair dismissal
if an employee is dismissed unfairly or if the employer hasn’t taken the appropriate steps to dismiss a worker, it can cause disputes and conflict the workforce
factors that can lead to industrial disputes in a business - discrimination
if an employer treats one or a group of workers less favourably then others it could lead to industrial action
factors that can lead to industrial disputes in a business - disputes over pay
workers may launch a variety of different pay claims eg cost of living claims in times of inflation
types of pay claims an employee can make - cost of living claim
employees can argue that it is more expensive to live in Ireland, and therefore employees need to be paid more to maintain their standard of living, to allow for higher prices due to inflation
eg. the Irish congress of trade unions (ICTU) advised private sector members to seek pay increases of up to 5.5% in February 2022
types of pay claims an employee can make - comparability claim
employees can look at similar salaries of similar jobs in different sectors, to look at increasing their pay to be comparable to them.
eg private security guards can use publicly paid garda salaries as a comparison when negotiating their salary
types of pay claims an employee can make - productivity claim
if the output of an employee is capable of doing or expected to do increases, the employees may loo to receive additional pay to compensate or reward them for the increased productivity
eg part of the agreement for higher for nurses and midwifes(INWO) in 2019 was that they would shift certain types of work to a community support setting
types of pay claims an employee can make - relatively claim
certain types of jobs have been historically linked together. if one profession in the public sector receives a pay increase, other professions may also ask for increases in line with them.
eg following on from the labour courts recommendation to increase the pay of nurses in 2019, ambulance drivers, prison officers or the the gardai may now look for more pay as they are also in the public sector
resolving conflict- non legislative/ trade unions - what is a non legislative method to industrial conflict
a non-legislative approach should be the first strategy in a conflict resolution process between employees and employer.
it means that the parties involved are not using any law or body set up under a law to resolve the conflict
resolving conflict- non legislative/ trade unions - 1 meet and talk
this involves having a meeting between the individual employee and their employer to try and discuss the situation and clarify any difficulties. assistance can be sought from the shop steward ( the trade union rep for that workplace ) and the human resource manager ( the employee in charge of human relations in the workplace)
resolving conflict- non legislative/ trade unions - 2 negotiation
parties make series of offers and counter offers intended to aim at a compromise where both sides give up something to reach an agreement through bargaining
resolving conflict- non legislative/ trade unions - 3 conciliation
an unbiased third party attempts to get both sides of the dispute to talk and listen to each other . they encourage both parties involved to reach an agreement themselves, rather than being offered a solution to them.
resolving conflict- non legislative/ trade unions - 4 arbitration
an unbiased third party listens to both sides in the dispute, and then makes a recommendation by offering the parties a suggested solution. both parties may agree in advance to accept the solution offered
resolving conflict- non legislative/ trade unions - what is a trade union
an organisation of employees that promotes and protects and defends the interest of their members like seeking pay increases and improved working conditions through negotiation with employees
better PAY, increased PROTECTION, PRESSURES the govt
resolving conflict- non legislative/ trade unions - what is a shop steward
-it is the elected union representative in the workplace.
-it is the first ‘port of call’ if a member has any kind of difficulty or concern in their workplace. the shop steward will try to resolve the issue in a mutually acceptable way.
-if the shop steward cannot solve the problem in discussion with the supervisor or manager, then the matter will be referred to the union branch organiser and to further levels of the union, if necessary
-can’t authorised a work stoppage/ industrial action
- is vital is being a link between the employer and a worker to intervene and prevent minor issues escalating in a workplace
- they keep union members up to date with the latest developments in the sector, including new membership services and benefits
resolving conflict- non legislative/ trade unions - what is collective bargaining
where an employer and a trade union voluntary engage with one and other, in order to agree on terms of employment
eg pay rates, working conditions
industrial relations act 1990 - 1.defines what a legitimate trade dispute is
a trade dispute is defined as any dispute between employers and workers which is connected with the employment or non- employment or the terms or conditions of employment of any person
eg - dispute over pay and conditions
- discrimination against an employee
- employers not recognising a trade union
- unfair dismissal/suspension of an employee
employees cannot take industrial action over management decisions made for the business or take industrial action with their employer over govt decisions
industrial relations act 1990 - 2. clarify the steps that must be taken before a union is allowed to take official action
secret ballot - union members can vote confidentially on whether they are in favour of taking action or not. if a majority vote (>51%) to take action, they can then go on strike.
one week’s notice - the employer must then be given 7 days notice of the strike after the ballot. gives the employer an opportunity to resolve before action takes place
have the action sanctioned by ICTU (irish congress of trade unions )