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Lecture

ADMS 2600 - 13.docx

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Department
Administrative Studies
Course
ADMS 2600
Professor
Ron Alexandrowich
Semester
Winter

Description
Ch. 14 Government Regulations of Labour Relations -The Industrial Relations Disputes and Investigation Act -Canada Labour Code Labour relation board - Administrating the statutory procedures for the acquisition, transfer, and termination of bargaining rights - Hearing complaints related to unfair labour practices - Supervising strikes and lock out votes - Determining whether bargaining was done in good faith - Remedying violations of collective bargaining legislation. Labour Relations Process Step 1: workers desire collective representation Step 2: union begins its organizing campaign – on site planning Step 3: collective negotiations lead to a contract Step 4: the contract is administered Why Employee’s Unionize - As a result of economic needs (wages and benefits) - Dissatisfaction with managerial practices - To fulfill social and status needs - Unionism is viewed as a way to achieve results they cannot achieve acting individually Organizing Campaigns Organizing Steps - Union/employee contact - Initial organizational meeting - Formation of in-house committee (outside of the organization) - Application to labour relations board - Issuance of certificate by LRB - Election of bargaining committee and contract negotiations Employer Tactics Opposing Unionization - Stressing favourable employer-employee relationship experienced without a union - Emphasize current advantages in wages, benefits, or working conditions the employees may enjoy - Emphasize unfavourable aspects of unionism: strikes, union dues - Initiate legal action when union members and leaders engage in unfair practices Employer Don’ts during union organizing campaigns - Attending union meetings, spying on employee-union gatherings, or questioning employees about the content of union meetings - Threatening or terminating employees for their union support or beliefs - Supplying the names, addresses, and phone numbers of employees to union representatives or other employees sympathetic to the union Unfair Labour Practices for Unions - Unions are prohibited from interfering with the formation of an employer’s organization - Unions cannot intimidate or coerce employees to become or remain members of a union - Unions cannot force employers to dismiss, discipline or discriminate against non-union employees - Unions must provide fair representation for all employees in the bargaining unit
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