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MHR 523 (220)

chap 16

9 Pages

Human Resources
Course Code
MHR 523
Kristyn Scott

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Chapter 16: Labour Relations LO Key elements of labour laws 5 steps in labour relations process 5 steps in a union organizing campaign 3 ways to obtain union recognition 3 steps in collective bargaining process Typical steps in grievence procedure Introduction to Labour Relations - Labour Union (or union): officially recognized association of employees practising a similar trade or employed in the same company or industry who have joined together to present a united front & collective voice in dealing with management - Purpose: to influence HR policies & practices that affect bargaining unit members - Pay & benefits; to achieve greater control over the jobs being performed - Greater job security & improved working conditions; & to increase job satisfaction - Labour-management relations: refers to the ongoing interactions between labour unions & management in organizations - Collective Agreement (union contract): a formal agreement between an employer & the union representing a group of its employees regarding terms & conditions of employment - Collective Bargaining: Negotiations between a union & an employer to arrive at a mutually acceptable collective agreement - Bargaining Unit: Group of employees in a firm, a plant, or an industry that has been recognized by an employer or certified by a Labour Relations Board (LRB) as appropriate for collective bargaining purposes - Organizations labour relations strategy (one component of its HR strategy) is its overall plan for dealing with unions, which sets the tone for its union-management relationship - Managers choosing a union acceptance strategy view the union as the legitimate representative of the firms employees - Managers select a union avoidance strategy when they believe that it is preferable to operate in a non- unionized environment - Union substitution approach: become responsive to employees needs so there is no incentive to unionize - Union suppression approach: desire to avoid a union at all costs Canadas Labour Laws - Has 2 general purposes: 1. To provide a common set of rules for fair negotiations 2. To protect public interest by preventing impact of labour disputes from inconveniencing the public Labour Legislation Commonalities - Certification procedures - Minimum one year collective agreements - Procedures preceding legal strike/lockout - No strikes/lockouts during life of contract - Interpretation disputes settled by final & binding arbitration - Prohibition of unfair labour practices - Labour relations boards to enforce legislation Labour Movement in Canada Today - Primary goal of labour unions: obtain economic benefits & improved treatment for their members - Business Unionism: Activities of labour unions focusing on economic & welfare issues, including pay & benefits, job security, & working conditions - Social (reform) Unionism: Activities of unions directed at furthering the interests of their members by influencing the social & economic policies of governments at all levels, such as speaking out on proposed legislative reforms Types of Unions 1. Type of worker eligible for membership. - Craft union: Traditionally, a labour organization representing workers practising the same craft or trade, such as carpentry or plumbing - Industrial Union: a labour organization comprising all the workers eligible for union membership in a particular company or industry, irrespective of the type of work performed 2. Geographical scope. - International Unions: Labour unions with their head offices in the US that charter branches in both Canada & the US - National Unions: Labour unions that charter branches in Canada only & have their head office in this country - Local: Small number of employees belong to these labour unions 3. Labour Congress Affiliation. - Canadian Labour Congress (CLC) - Major central labour organization in Canada & has over 3 million affiliated union members - Confederation of National Trade Unions (CNTU) - The Quebec counterpart of the CLC & has more than 300,000 members - American Federation of Labour Congress of Industrial Organizations (AFL-CIO) - American counterpart of the CLC is the AFL-CIO - Two organizations operate independently, but since most international unions in the CLC are also members of the AFL-CIO, a certain degree of common interest exists - Basic unit of the labour union movement in Canada is the local - Group of unionized employees in a particular location - Key players within the local are the elected officials known as union stewards - Union member elected by workers in a particular department or area of a firm to act as their union representative Membership Trends - As of 2008, just over 30% of Canadian employees were unionized Current Challenges Facing the Canadian Labour Movement Global Competition - Globalization is transforming the dynamics of labour relations in Canada Forcing employers to become more militant, & unions are struggling to maintain their influence at the bargaining table Demographics - Retention concerns may make employers more willing to offer job security in exchange for promises of productivity & flexibility from unions Unionization of White-Collar Employees - Service sector workers have been targeted for organizing campaigns - Since these jobs tend to have more women & young people than manufacturing jobs, unions are now focusing more on work/family issues & the health & safety risks associated with white-collar jobs Labour Relations Process - Labour relations process consists of 5 steps: 1. Employees decide to seek collective representation 2. The union organizing campaign begins 3. The union receives official recognition 4. Union & management negotiate a collective agreement 5. Day-to-day contract administration begins Canadas Labour Laws: Jurisdiction - Provincial/Territorial: 90% of labour-management relations - Federal: 10% of labour-management relations Step 1: Desire for Collective Representation - Number of factors can clearly be
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