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Industrial Relations

Industrial Relations. Industrial Relations describes how workers and Management get on with each other at work. Good Industrial R elations occur when:. Employers and employees have respect for each others rights. Good working conditions exist. Workers receive fair pay for a fair days work.

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Industrial Relations

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  1. Industrial Relations Mr. Poole Business Studies

  2. Industrial Relations describes how workers and Management get on with each other at work. Mr. Poole Business Studies

  3. Good Industrial Relations occur when: • Employers and employees have respect for each others rights. • Good working conditions exist. • Workers receive fair pay for a fair days work. • Communication and consultation exist between management and employees • There are procedures for dealing with solving disputes. Mr. Poole Business Studies

  4. Benefits of good Industrial Relations • The workers will not go on strike because problems will be sorted quickly. • Benefits to employer- the firm will not lose money or custom. • Benefits to employees- will not lose wages or their jobs. • The employees will be happy in their work • Benefits to employer- happy employees work harder which will lead to higher profits. • Benefits to the employees- there will be a good atmosphere in the workplace. Mr. Poole Business Studies

  5. Trade Union A trade union is an organisation that represents workers. It speaks on the behalf of employees to the employer on issues such as pay and working conditions. Mr. Poole Business Studies

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  7. Role of a trade union • Protects workers interests and workers rights in dealings with management or employers. • Aims to improve pay and working conditions for their members. • Gives workers a sense of security. • Represents the employees in negotiations. • Will negotiate redundancy payments when there are possible job losses • May negotiate discounts for its members on health insurance or credit union membership. Mr. Poole Business Studies

  8. Types of trade unions in Ireland • There are four types of trade unions in Ireland • Craft union – The members of the crafts union usually have a particular craft. Examples of this would be plumber or electrician. Examples of unions include: • The Technical, Engineering and Electrical union(TEEU) • The National Union of Sheet Metal Workers of Ireland. Mr. Poole Business Studies

  9. 2. Industrial union – These are unions whose members all work in the same industry. It doesn't matter what job they do in the industry or what position they hold to be a member. Examples include – Irish Bank Officials Association (IBOA). 3.Professional Unions – these are unions whose members have a professional qualification or Work in the service industry. Examples include: The Association of Secondary Teachers in ireland (ASTI) Mr. Poole Business Studies

  10. 4. General Unions – these are unions whose members come from many different industries.These unions tend to be very large. Examples of these unions include: The Services, Industrial, Professional and Technical Union (SIPTU). Irish Municipal Public and Civil Trade Union (IMPACT) Mr. Poole Business Studies

  11. Irish Congress of Trade Union (ICTU) ICTU represents all trade unions. It is the governing body of trade unions. It represents trade unions in negotiations with employers and the government with regard to pay and working conditions. Mr. Poole Business Studies

  12. Shop Steward A union member in the workplace , elected by fellow workers, to represent them in their dealings with management. He / She will offer advice on union related issues, may collect union subscriptions , attend union meetings, hand out union literature and communicate information to and from the union members. Mr. Poole Business Studies

  13. Causes of Industrial Relations Disputes • Pay • Dismissal • Discrimination • Working conditions • Demarcation • Redundancy Mr. Poole Business Studies

  14. Strikes • Work to rule – Where the employees will only do the exact work they were employed to do. • Go slow – Where employees do their work but do so as slowly as possible. • Overtime ban – Where employees refuse to do any overtime required by their employer. Mr. Poole Business Studies

  15. Strike – Where workers stop working and place a picket on the employer. If the strike is official it will have the backing of the union. • Unofficial strike – where workers go on strike without the agreement of their trade union. • Token stoppage – this is a short work stoppage to show the employer how the workers feel and what impact a strike could have. Others include: All out strike sympathetic strike Mr. Poole Business Studies

  16. How to resolve a dispute • Discuss the problem with the supervisor. If in solution • Discuss the problem with the shop steward, who will talk to management. If no solution • Shop steward notifies union head office. If no solution • A third party may be called in. Mr. Poole Business Studies

  17. Labour Relations Commission (LRC) Functions include: • Conciliation service – parties are brought together, and are encouraged to come up with a settlement themselves. • Advisory service – LRC offers advice to employers and employees on industrial relations matters. • It appoints Rights Commissioners. Investigates disputes concerning individual workers or small groups of workers. • It appoints Equality Officers. Investigates disputes on issues of equality and discrimination in the workplace. Mr. Poole Business Studies

  18. Labour Court The Labour Court is a court of last resort to help to settle industrial disputes. Functions include: • Investigates disputes • Court of Appeal • Investigates breaches of code of practice • Registers employment agreements Mr. Poole Business Studies

  19. Next Area Industrial relations & The law Mr. Poole Business Studies

  20. Protection of employees (part-time workers) Act 2001 • Part time employees may not be treated less favourably than full- time employees and are protected by the same legislation. • Example – Unfair Dismissals Act. Mr. Poole Business Studies

  21. Employment Equality Act 1998 • This law makes it illegal to discriminate at work on the following nine grounds: • Gender • Marital status • Age • Religion • Member of the Travelling community • Race • Family status • Disability • Sexuality Mr. Poole Business Studies

  22. Anti – Discrimination (pay) Act 1974 • Male and female workers doing the same work must be paid the same. Mr. Poole Business Studies

  23. Unfair Dismissals Act 1977-1993 • All dismissals are considered to be unfair until the employer can prove otherwise. • Examples – stealing ,constant lateness and warnings. The act applies to all workers who have ones year’s continuous service , including regular part time workers. • A worker cannot be dismissed for the following: • Trade union activity • Race • Political beliefs • Religion • Pregnancy • Sexual orientation Mr. Poole Business Studies

  24. Protection of Young Persons (Employment) Act 1996 • Under the act the minimum legal age for full time work is 16 years of age. Employers can take on children ages 14-15 for part time work during holidays and for work experience. • However only those over the age of 15 can get work on a part time basis during the school term up to a maximum of 8 hours a week. • Young persons 15-17 are not allowed to work between 10pm – 8am. • For 16-17 year olds the maximum working day is 8 hours a day and the maximum working week is 40 hours. They are also entitled to a 30 minute rest break after 4.5 hours. Mr. Poole Business Studies

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