Study Notes: Chapter 16.docx

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17 Apr 2012
Chapter Sixteen: Labour Relations
MHR Notes
Canada labour laws have two general purposes:
1. to provide a common set of rules for fair negotiations
2. To protect the public interest by preventing the impact of labour disputes from inconveniencing the public
Labour union an officially recognized association of the employees practicing a similar trade or employed in
t he same company or industry who have joined together to present a united front and collective voice in
dealing with management
Labour management relations ongoing social interactions between labour unions and management
Collective bargaining negotiations between a union and an employer to arrive at a mutually acceptable
Bargaining unit the group of employees in a firm, a plant, or an industry that has been recognize by an
employer or certified by a Labour Relations Board as appropriate for collective bargaining purposes
Collective agreement - a signed, written agreement between an employer and the union containing provisions
outlining the terms and conditions of their employment
Impact of unionization on Human Resource Management
- instituting an open door policy when managers welcome employees into their offices to discuss problems
and/or conerns, and when employees feel comfortable in doing so, many issues can be resolved informally
- extending the courtesy of prior consultation if any action that might affect union members are discussed with
the union executive, the likelihood of grievances are greatly reduced
- demonstrating genuine concern for employee well-being- mutual respect and respect is often creating if managers
are concerned about employee well-being
- forming joint committees and holding joint training programs - forming labour management committees to
investigate and resolve complex issues can lead to innovative and creative solutions
- meeting regularly could result in more effective communication
- using third party assistance to build better relationships, it is often beneficial to bring in a consultant or a
government agency representative to help identify common goals and objectives in which trust and
communication can be strengthened
5 Steps in the Labour Relations Process
1. Employees Desire to Unionize
2. Union Organizing Campaign
3. Union Recognition Process
4. Collective Bargaining Process
5. Contract Administration and Grievance Process
Step One: Employees Desire to Unionize (in detail)
Typical factors can be clearly linked to the desire to unionize
1. job dissatisfaction
2. Lack of job security
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