INDUSTRIAL RELATIONS

INDUSTRIAL RELATIONS CHAPTER 10

INTRODUCTION • One model of industrial relations recommends that employers and employees’ unions should work towards developing an harmonious relationship in which both parties respect the rights and role of the other

TRADE UNIONS Workers join unions because they realize that collectively they will be in a position to push for higher wages and better terms of employment Unions take steps to protect their members’ rights

UNION • NATIONAL ISSUES • Recommending protective • legislation for workers • Discussing with government • and employers • current issues • INDIVIDUAL MEMBERS • Representing members • with grievances • Providing benefits • to members • INDIVIDUAL EMPLOYER • Improving workers’ terms • and condition • Protecting members from • unfair treatment

TYPES OF TRADE UNION • National and regional unions recruit members from workers in different companies in the same industry or workers in the same trade or occupations Example: The National Union of the Teaching Profession (NUTP)

TYPES OF TRADE UNION • In-house Unions are formed by workers in a company or organization whereby membership is confined to employees in that particular company Example: National Union of Gold Storage Employees

TYPES OF TRADE UNION • Employers’ Association In those industries where a well-organized employees’ union exist, the employers are more likely to form an association of their own. Example: Malayan Commercial Banks Association (MCBA)

THE COLLECTIVE BARGAINING PROCESS • The process whereby employers and employees negotiate over the terms and conditions of employment. • Before a union can start to negotiate with an employer on behalf of the workers in a company, the union is required by law to gain formal recognition from the employer

RECOGNITION • When an employer recognizes a trade union, the employer gives the union certain rights, the most important of which is the right to represent his workers

COLLECTIVE BARGAINING • As soon as a trade union gets recognition from an employer, it can begin the process of bargaining with that employer to improve the terms and conditions of service of the workers in the company

COLLECTIVE AGREEMENT • A written agreement between an employer and a trade union relating to terms and conditions of employment • Most agreements include clauses on wages, working hours, holidays, allowances and any other benefits to be given to the workers

THE PICKET • Workers who belong to a trade union and who have a trade dispute with their employer have the right to picket at or near their place of work, providing: • They do not obstruct the exits and entrances • They do not intimidate anyone • Their activities are peaceful

THE STRIKE • Only members of a registered trade union may strike • They must have an unsettled trade dispute with their employer • Political and sympathy strikes are illegal

THE STRIKE Types of strikes are generally illegal: General strike A strike involving wide variety of workers from different industries, as many as possible, initiated for political reasons, aimed at harming the government in power

THE STRIKE Wildcard strike A strike which does not follow the prescribed procedures. Sympathy strike A strike by a group of workers who do not have any dispute with their employer but who wish to show their support for another group of workers who are embroiled in a dispute

THE STRIKE Sit-down or sit-in strike A strike where employees enter the workplace but refuse to work

SETTLEMENT OF INDUSTRIAL DISPUTES • Conciliation • a process whereby the Department of Industrial Relations helps to settle disputes between employers and employees • The majority of disputes are settled by using the conciliation machinery

SETTLEMENT OF INDUSTRIAL DISPUTES • Arbitration • The settlement of a dispute between an employer and his employees by a neutral third party • Under the Industrial Relation Act, the Industrial Court is empowered to settle trade disputes

INDUSTRIAL RELATIONS