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Chapter 1

IRE244H1 Chapter Notes - Chapter 1: The Employer, Human Resource Management

Employment Relations, Centre for Industrial Relations and Human Resources
Course Code
Tingting Zhang

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CH1 An introduction to IR in Canada
In this chapter, we will introduce the subject of IR, describes the legislative
framework that Canadian IR opreate within, give a brief overview of various
Canadian IR facts, and provide an overview of the structure and content of this book,
By end of the chapter you should be able to:
Identify the various terms used to describe union-management relationships
Describe how other academic subjects might address IR issues
Identify the major pieces of legislation that regulates Canadian IR and explain the
common elements among these laws
Understand how other kinds of Canadian legislation affect IR
Identify some of the major demographic and statistical features of Canadian
union membership
IR is the topic of study include fundamental issues of work control, the structure of
work, the value of work, and the balance between the conflicting goals of workers and
managements. Understanding how IR is very important to anyone who participate in a
workplace, whether as a worker or manager, or whether the workplace is unionized or
What does the term IR mean?
Generally refer to the relationship between a union ( an organization run by
and for workers) and the employer (the org or organizations the workers in the union
work for)
The employer also refer to “management” although is common used
term,since it reflects the employer-employee relationship that is basis of the
connection between the union and the company.
Union primary role in the workplace is to repre the works and employees in
interactions with employer. Because canadian provincial and federal laws gives it the
formal power to negotiate mutually acceptable workplace rules and working
conditions with employer.
The term labour relation”describe the union-employer relationship.
Definitions of unions as organized labour - works who have formally joined together
to advocate for work-related issues.
Legislation governing IR always refer to labour law or labour legislation.
However, IR is referred as union-employer interactions in the canadian
context. It has been used by canadian fedreal gov since 1919, when the royal
commission to enquire into IR in canada issued its report. In our opinion, IR is more
appro to describe union-employer relations than “labour relations”, since it sizes
that there are two parties in the relationships exists within the context of an
industry or workplace. Hence we choose IR as primary descriptive term in this
Debate on whether IR describe workplace relationships btw employers an
non-unionized workers?
find more resources at oneclass.com
find more resources at oneclass.com
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