The relationship between Employers and Employees, referred to as the Industrial Relations Climate.
Industrial Dispute/Trade Dispute
When a dispute arises between the Employer and the Employee. There is then a poor Industrial Relations Climate.
Causes: Pay Working Conditions Redundancies Work Practices Discrimination Unfair Dismissals Demarcation Promotion
Trade Unions
Where a group of people with similar interests join together. Shop Stewart Paid Officials National Executive (Head Office).
Functions of Trade Union
Give power to the ordinary worker Negotiate with the employers Represent the workers in trade disputes Protect Job Security Provide Services
Benefits of Trade Union
Stronger negotiating Power Trained Negotiators Aware of all legislation
Duties of a Shop Steward
Negotiate on behalf of workers Keep all workers informed (attend branch meetings) Recruit new members Ensure agreements are enforced
Irish Congress of Trade Unions (ICTU)
A Union body which governs a group of trade unions, giving the group stronger bargaining power.
Functions:
Negotiate with Govt & Employers on National Agreements Promote Union Membership Sanction all-out strikes Research Education & Training Promote Union mergers
Industrial Action
Industrial Action may be taken under The Industrial Relations Act 1990 when negotiations have failed.
Types of Industrial Action:
1. Official Strike
Secret Ballot held. A strike that has permission from the Trade Union. 7 days notice given to the employer.
2. Unofficial Strike
No permission from the Union. Employers can seek an injunction. Employers can sue workers for loss of profits.
3. All-Out Strike
Every Union in the workplace goes out on strike.
4. Work to Rule
Where employees will only take part in work which is specified in their contract.
Who Suffers from a Strike?:
Business Employees Customers Local Businesses The Public Government The Union The Country
Unfair Dismissals Act 1977-1993
Provisions of Act:
One years continuous service. Between 16yrs 66yrs. Work at least 8 hours per week. Burden of Proof is on the employer.
Workers cannot be dismissed for:
Striking Becoming Pregnant Religious beliefs Traveller Political Beliefs Race Sexual orientation
Legitimate reasons for dismissal:
Incompetence Misconduct Redundancy Qualifications
Proper Procedures:
Verbal & Written warnings Employee entitled to Reasons & Reply & Representation Employee should notify Rights Commissioner & Employment Appeals Tribunal. Remedies:
Re-instatement Financial Compensation
Constructive Dismissal
Where the employer makes life so difficult for the employee that they leave their job.
Employment Equality Act 1977
Stop discrimination against women/men and married people in the workplace.
Provisions:
Discrimination is outlawed under the nine grounds (Gender, Marital Status, Family Status, Sexual Orientation, Religious Beliefs, Age, Disability, Race, and Travelling Community). Full/Part-time, Applications covered. Harassment and Bullying covered under act. Women cannot be treated less favourably then men & visa-versa. Selection cannot be based on sex of applicant. Access to promotion/training should be equal. All posts should be advertised to all staff. All workers should enjoy same working conditions. Action Report to EEA or Labour Court A statement should be made. Action taken by company or law. Compensation. Established the Equality Authority.
Functions of the Equality Authority:
Eliminate Discrimination Promote Equality Inform the Public Monitor implementation of Act Facilitate Complaints
Procedures for Complaint:
Complaint made to Director of Equality Investigations who will investigate the complaint.
The Director will then refer the case to either:
Equality Officer:
Decision Binding Can be appealed to Labour Court Resolution: Back Payment, Compensation
Equality Mediator:
Helps both parties to reach their own agreement.
Industrial Relations Act 1990
Set out the legal procedures for engaging in Industrial Disputes.
The Act Allows:
Peaceful Picketing. Secondary Picketing. Secret Ballots. Under this Act the Labour Relations Commission was established:
Labour Relations Commission.
Functions of the Labour Relations Commission:
Provides Industrial Relations Advisory Service Provides conciliation using Industrial Relations Officers. Provides the services of Rights Commissioners and Equality Officers. Assist Joint Industrial Councils and Joint Labour Committees. Helps businesses establish Codes of Practice. Undertake research.
Joint Industrial Council
Voluntary body established by Employers and Unions within a particular industry ie. Banking to discuss/monitor Industrial Relations.
Joint Labour Committees
Statutory Body set up by the Labour Court to intervene in an industry which does not have a union.
Labour Court
Court of final appeal for industrial disputes.
Used if:
The LRC reports it cannot solve the disputes. Both parties agree to investigation by court. The LRC is unwilling to investigate the dispute.
To investigate disputes. To recommend settlements. To establish Joint Labour Committees. To hear Rights Commissioner and Equality officer appeals. To interpret codes of practice. To register agreements.