MGHC53H3 Chapter Notes - Chapter 11: Profit Sharing, Layoff, Absenteeism
Document Summary
Non-union workplaces master-servant relationship: only restrictions on employers in common law are statutory legislation covering min. wage, overtime, grounds of discrimination, etc. Unionized workplaces employer cannot have unilateral ability to determine all terms and conditions of employment: collective agreement will outline both processes and requirements related to such issues. Institute formal promotion criteria: promote workers on the basis of seniority, not a significant relationship between unionization and the usage of internal labour markets in canada. Job design flexibility unions will seek to min. mgmt. flexibility (e. g. job rotation, job enrichment/redesign, job enrichment) Unionized workers receive more training than non-union workers. Increased access to training relative to non-union employees: probability of unionized workers having access to training was approx. 5% higher for men and 10% higher for women. 2 purposes of performance appraisals: developmental to develop and motivate staff, administrative determine pay, promotion, termination, and disciplinary decisions.
