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HRM

HRM. Labour Relations, Collective Bargaining and Contract Administration. Labor management relations. the ongoing economic and social interactions between labor unions and management in organizations. labor union. An officially recognized Association

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HRM

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  1. HRM Labour Relations, Collective Bargaining and Contract Administration

  2. Labor management relations the ongoing economic and social interactions between labor unions and management in organizations.

  3. labor union An officially recognized Association of employees practicing a similar trade or employed in the same company present a united front and the collective voice in dealing with management.

  4. Labor relations strategy (LR) • An organization’s overall plan for dealing with unions, which sets the tone for its union management relationships

  5. Union acceptance strategy A labor strategy based on management’s view that the union is the legitimate representative of the company’s employees

  6. Union avoidance strategy • A labor relations strategy based on management’s preference to operate in a non-union environment. There are two possible approaches: unions substitution or union suppression

  7. Union substitution A union avoidance strategy that involves removing the incentives for unionization by ensuring the needs of employees are met.

  8. union suppression approach • A union avoidance strategy involving the use of hardball tactics, which may or may not be legal, to prevent unions from organizing the firm’s employees or to get rid of an existing union

  9. Labor relations board • The legally recognized body in every Canadian jurisdiction (except Quebec) responsible for interpreting, administering, and enforcing the labor relations legislation. In Quebec, a labor court of 20 commissioners perform similar functions

  10. The purpose of Canadian labor laws • there are two general purposes • to set common rules for fair negotiations • To ensure the protection of public interest by preventing the impact of labor disputes from inconveniencing the public Protection of the public interest- police officers hospitals employees and firefighters are denied the right to strike in most jurisdictions

  11. Influence HR policies Improved compensation Improved conditions Greater control Increased security Why Employees Unionize

  12. Studies show that unions _____ employee turnover and ______ the productivity of workers: a) Increase; increase b) Increase; decrease c) Decrease; increase d) Decrease; decrease Sample Question Answer = C

  13. Canada Labour Code Provincial/Territorial Labour Relations Acts Certification Bargaining in good faith Dispute resolution Unfair practices Restrictions on strikes Union security Labour relations boards Legislation

  14. Unionization Structure Philosophy Certification Process Collective Bargaining Process Agreement Administration Dispute resolution LR – Essential Elements

  15. Some include: Bargaining Agent Business Agent Business Unionism Craft Union Rand Formula LR – Terminology • Union Acceptance Strategy • Union Avoidance Strategy • Union Suppression Approach • Union Substitution • Yellow Dog Contract

  16. Factual and lawful information Prohibit distribution of materials during work hours Business as usual No unplanned enhancements TIPS: No Threats, Intimidation, Promises or Spying Response to Organizing Drive Certification process follows the organizing drive

  17. Some include: Bargaining Zone Concessionary Bargaining Distributive Bargaining p359 Interest-based Bargaining Pattern Bargaining LR – More Terminology • Final Offer Arbitration • Interest Arbitration • Rights Arbitration • Mediation • Conciliation • Whipsaw

  18. Identify strategy Gather information Conduct wage & benefit surveys Assess budgetary impacts Analyze other agreements Review union’s campaign Audit past grievances Get supervisory input Have strike plan Establish authorities Prepare bargaining proposals Contract Negotiations

  19. Negotiation • opening position • yours • theirs • bottom lines • yours • theirs  3  3

  20. Which of the following is not a good suggestion to follow in negotiations: a) Start with easy issues b) Enlist the support of the conciliator or mediator c) Settle quickly and efficiently d) Stress past progress Sample Question Answer = C

  21. Closed Shop Union Shop Modified Union Shop Management Rights clause Rand Formula Open Shop Union Security

  22. Investigate each case as if it might lead to arbitration Write short answers Keep an open mind Collect facts Involve the shop steward Visit and inspect work area Review previous complaints Identify past practices Follow policy and agreement Grievance Handling

  23. The type of arbitration most likely to be used to settle grievances is: a) Final offer arbitration b) Binding arbitration c) Interest arbitration d) Expedited arbitration Sample Question Answer = b

  24. Handling Complaints and Grievances Positive Employee Relations Employee Communications Employee Discipline Progressive Discipline Employee Relations

  25. The final step in progressive discipline is: a) Constructive dismissal b) Wrongful dismissal c) Just cause dismissal d) Severance Sample Question Answer = C

  26. Due Process Guidelines Dismissal with cause Dismissal without cause Wrongful dismissal Bad Faith Conduct – Wallace Damages Constructive dismissal Termination

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