Phase 16: Work Relations
Labour union: an officially identified association of employees rehearsing a similar trade or used in the same business or industry who have signed up with together to provide a usa front and collective words in dealing with supervision. -the aim of unionization should be influence HR policies and practices that affect negotiating unit people such as pay and benefits.
Labour- supervision relations: the continuing interactions among labour unions and administration in agencies -managerial acumen and flexibility in working with employees and implementing and administering HR policies/procedures are reduced.
Ordinaire agreement (union contract): a formal agreement between an employer plus the union representing a group of it is employees regarding terms and conditions of employment.
Communautaire bargaining: negotiations between a union and an employer to travel to a mutually acceptable ordinaire agreement
-an company labour relations strategy, one component of its HR approach, is the overall cover dealing with assemblage, which pieces the develop for its union-management relationships.
-union acceptance strategy- see the union while the legitimate representative of the employees. -union avoidance strategy- opt to operate in a non unionized environment. (Walmart)
-to steer clear of unions, companies can either undertake a:
-union substitution approach- become so responsive to employees' needs that there is no incentive for them to unionize -union reductions approach- when there is a prefer to avoid a union at all costs (Walmart)
Canada's Labour Laws and regulations
-Canadian Work laws have two basic purposes:
1 . To realise a common pair of rules to get fair transactions 2 . To safeguard the public fascination by avoiding the impact of labour conflicts from unnerving the public. -common characteristics of labour relationships across Canada (copy p439)
Types of Unions:
1 ) Type of member of staff eligibility to get membership.
a. Craft union- traditionally, a labour organization representing workers practicing a similar craft or trade, such as carpentry, rns, teachers w. Industrial union- a time organization symbolizing all staff eligible for union membership within a particular company or sector, irrespective of the type of work performed. 2 . Physical Scope.
c. International, nationwide, or regional unions
3. Labour congress connection.
d. Connection with much more another central labour organization
-local: the standard unit in the labour union movement in Canada, formed in a particular position.
-the union locals are often the most important portion of the union composition -key players within the neighborhood are the elected officials known as the union stewards, who are responsible for representing the pursuits and guarding the rights of employees
-as of 2008, approximately 30% of Canadian workers were unionized. -the account in assemblage as a % of the time force has been slowly decreasing since the eighties -various factors responsible contain, a dramatic increase in service sector and white-collar jobs, combined with a decrease in job opportunities in industrial sectors that have typically been highly unionized (manufacturing), and more effective HR procedures in non-unionized firms
Current Challenges facing the Canadian Labour Movements:
-forcing employers to become more militant, and unions are struggling to keep up their impact at the negotiating table. -jobs moving to lower-cost countries
-the aging staff and pending labour disadvantages affect unions
-HR and unions ought to work together to attract and preserve workers -retention concerns produce employers more willing to provide job protection in exchange intended for promises of productivity and flexibility from unions -pension and benefits pertaining to older employees
Unionization of white-collar personnel:
-focused upon work/family concerns and health and safety risks (repetitive...