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1E03 Chapter 13.docx

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McMaster University
Rita Cossa

13. Employee and Management Issues  and Relations Employee Management Issues  Management: Wants to maximize profit and care for shareholders  Labour: Interested in fair treatment of workers o Fixing working conditions, higher wages, and any other things that are lobbied to the law to improve worker rights  Union: (Labour Union in Canada, Trade Union in Britain) employee organization with the main goal of progressing labour issues and rights at the workplace to the employer o Primarily done through the collective bargaining agreement o As the number of workers in union grow, the more power they have o Due to recent economic difficulties, shifts from manufacturing to less unionized industries, growth in part time work, and changes in management ways have made them less powerful in the economy Labour Union History  First started out as people wanting to protect their trades in local areas  As the industrial revolution came around and productivity became extremely important, workers began to lobby for rights that weren’t being fulfilled o Mostly wages as there was no minimum wage and no benefits requirements o Child labour was still acceptable back then  Many believe that union relationships with management are a pro in terms of competing with other companies o This can be seen as wages rise, more quality workers come to you and thus making you more competitive o Also set standards on training and giving benefits to others The Early History of Organized Labour  1800’s: Labour was scarce for employers, employees could easily fight for rights  Craft Unions: organization of skilled specialists in a particular trade and craft o Ex. Toronto Printers Union o Most were local and regional  When the industrial revolution came around, many of these craft union became less powerful as larger factories increase production making these smaller businesses less competitive o Condition in these factories for workers were terrible (Longer hours for little to nothing pay)  Unions were not legal until 1872 when the Trades Union Act was passed o even before and after unions were legalized, labour history has been known to be bloody with really bad endings to strikes (Ex. Winnipeg General Strike)  Industrial Union: Consists of unskilled to semi-skilled workers in mass production industries like automobiles and mining Structure and Size of Labour Unions in Canada  Union Local: Represents one store or small agency within a town o Can also represent a number of stores with a small region  National: A union that charter local unions in ONE country o Local unions are usually part of these national unions usually based on certain trades o Ex. Canadian Auto Workers (CAW) and United Steel Workers (USW)  Union Centrals: Co-ordinate activities of member unions when representing governments as well as the world scene o Local Unions also fall under there umbrella though with LIMITED authority  Can represent many trades o Often lobby for changes in legislation  Benefits, minimum wage, health, workplace safety, etc. o Ex. Canadian Labour Congress Size of Labour Unions  Union Density: percentage of workers that belong to a union o Recently, union density has been falling but union membership has been increasing  This is because not many people are part of unions anymore, but more people are slowly joining o Recent Trends  Highest Unionization in public sector especially in nursing fields and less in retail which is private  15-24 year olds are less likely to join compared to 25–54 year olds  Mostly fulltime with university degrees  And firms with employees over 500 more likely to unionized  Newfoundland with highest unionization while Alberta with lowest The Canadian Union for Public Employees (CUPE)  Represent public sector workers mostly o Health care, universities, schools, emergency services, transportation, etc.  More than half are women  One third are part time workers The Canadian Auto Workers (CAW)   Canadians joined US based United Auto Workers and created a Canadian version o Merged with 43 different unions o Largest private sector union o Represents mostly manufacturing with 24% of membership from actual auto workers  Losing power since manufacturing jobs are being lost Labour Relations Board  A quasi-judicial body consisting of representatives from government, labour, and business o More informal than a court but still has full authority of the law  Canada Industrial Relations Board o Promote and contribute effective industrial relation in any work that fall within authority of the parliament of Canada o Through mediation, it helps parties resolve disputes o Its other activities include  Certifying labour unions  Investigating complaints of unfair labour practices  Issuing cease and desist orders in cases of unlawful strikes and lockouts  Rending decisions on jurisdictional issues Collective Bargaining Process  The entire process whereby union and management representatives negotiate a contract for workers o Makes sure everyone is playing by the rules o How unions are selected, actions that are allowed during and prior to certification period, and ongoing contraction negotiations o Also procedures on how contract is enforced, and contract renewal  Certification: formal process whereby a union is recognized by the LBR as a bargaining agent  Decertification: Process whereby workers can take away unions rights  Steps of Collective Bargaining o Employees interested contact unions, sign membership cards, application to LBR after enough have signed, LBR certifies if enough people sign up for membership o Union local is established and voting contract begins, if accepted by the majority and management contract is enforced and strikes are illegal during the duration  If majority and management disagree, conciliation process has failed and can strike Objectives of Organized Labour  Changes over time as economic and social environment changes o Now it is a focus on upgrad
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