MGM364 - Labour Relations

Industrial Relations in Canada – 3rd Edition (Hebdon and Brown) Preunionization Master-Servant Relationship Employees had few rights Unions, collective bargaining illegal Little court protection Power imbalance, coercion Common Law - The legal regime for nonunion employment Movement to Unionization - Early Years (pre 1990s) New Model Unionism Movement to craft unions, occupation-based Apprenticeship Trainees learn a trade under the supervision of a senior trades person Trade Union Organized

Industrial Relations in Canada Topic One - Regulatory Framework - Wagner Act History WAGNER ACT (1935) Prior to the Wagner Act, unions rarely recognized without a violent power struggle in the US, in Canada while received legal recognition through the trade union act of 1872, unions more or less received the same response as seen in the US The state tried to contain labour conflict through Industrial Relations Dispute Investigations Act in 1907 but were unsuccessful A lot of factors include scie

The Organizing Campaign Industrial Relations in Canada – 4th Edition (Mcquarrie) The campaign Canadian labour legislation recognizes the right of most employees to freely choose to be a member of a union Many employees are first introduced to the idea of joining a union through an organizing campaign An organizing campaign is conducted by a union to persuade employees to choose the union as their legal representative Factors Affecting Employee Support for a Union Personal Factors Parents’ views

Establishing Union Recognition Industrial Relations in Canada – 4th Edition (Mcquarrie) Assessing The Certification Application The Workplace Notice When an application for certification is received by a labour relations board, in most provinces the employer and employees must be notified of the application by registered mail A notice of the application for certification must be posted in the workplace In some provinces, the notice must include a terminal date Determining Employee Support The l

Collective Bargaining Industrial Relations in Canada – 4th Edition (Mcquarrie) The Effects of Certification When a union is in place, the employer cannot negotiate one-on-one with employees Both the employer and the union are compelled to commence collective bargaining To ensure the union has the resources to do its work, there are union security clauses found in collective agreements and labour legislation Examples of union security clauses Dues Check-Off – The employer deducts union dues fro

Collective Agreement LO The role of the collective agreement in unionized workplaces The common layout of a collective agreement The types of clauses typically found in collective agreements Why management and labour may prefer certain wording in collective agreements and The importance and meaning of collective agreement language Role and Layout of a Collective Agreement The collective agreement is the agreement between the union rep all workers included in the bargaining unit and the employe

Conflict Resolution Grievance and Strikes Industrial Dispute - Disagreement rising from entering into renewing, or revising a collective agreement after using all dispute resolution solutions which can lead to a strike or lockout Strike Occurs when number of workers refuse to continue working or stop working Work slowdown also a form of strike terms referred to as Work to Rule Wildcat Strike When employees not in legal strike positions walk off the job If this occurs employers get a legal n

Grievance Arbitration Three Key Parties in the Grievance Process The employee, who often is the initial of the grievance The union, who is usually first represented by the shop steward Management, who at the start of the process is usually represented by the immediate supervisor If the grievance is not settled through the “normal grievance process, external third parties may became involved” Rights Arbitration - When the parties can’t resolve a grievance through the internal grievance process,

Impacts of Unionization Impacts Employers can’t have unilateral ability to determine all terms and conditions of employment Scholars propose several reasons for why HRM practices would be different between unions and non-unions Shock effect - Increased protection and costs that is associated with unionization Differing preferences between the union and nonunion members - unionized have been there longer (adv of seniority) Exit voice theory - dissatisfied employees have two choices - leave or voi

Role of Government Difference between sectors is dual role of government As employer government is party to collective bargaining - required to be neutral State intervention in collective agreement results in permanent dismantling Imperfect Labour Market Noncompetitive markets (service by teachers, nurses, police) Monopoly power Characteristics low wages. chronic labour shortage Public goods - Item whose consumption does not reduce amount available for others Inefficiently provided in competi