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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

Labour Relations, Collective Bargaining and Contract Administration

labor management relations
Labor management relations

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

labor union
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.

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

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

union avoidance strategy
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
union substitution
Union substitution

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

union suppression approach
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
labor relations board
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
the purpose of canadian labor laws
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

why employees unionize
Influence HR policies

Improved compensation

Improved conditions

Greater control

Increased security

Why Employees Unionize
sample question
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

legislation
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
lr essential elements
Unionization

Structure

Philosophy

Certification

Process

Collective Bargaining

Process

Agreement Administration

Dispute resolution

LR – Essential Elements
lr terminology
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
response to organizing drive
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

lr more terminology
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
contract negotiations
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
negotiation
Negotiation
  • opening position
    • yours
    • theirs
  • bottom lines
    • yours
    • theirs

 3

 3

sample question1
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

union security
Closed Shop

Union Shop

Modified Union Shop

Management Rights clause

Rand Formula

Open Shop

Union Security
grievance handling
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
sample question2
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

employee relations
Handling Complaints and Grievances

Positive Employee Relations

Employee Communications

Employee Discipline

Progressive Discipline

Employee Relations
sample question3
The final step in progressive discipline is:

a) Constructive dismissal

b) Wrongful dismissal

c) Just cause dismissal

d) Severance

Sample Question

Answer = C

termination
Due Process Guidelines

Dismissal with cause

Dismissal without cause

Wrongful dismissal

Bad Faith Conduct – Wallace Damages

Constructive dismissal

Termination