Professional Documents
Culture Documents
Workplace
This is only intended to guide a lesson! It is
too text heavy for students, so alter it if you
intend to use in lessons.
Key Points
1. What are industrial relations?
2. Causes of conflict
3. Promoting good industrial relations
4. What are trade unions
5. Negotiating employee pay and conditions
6. Industrial Relations Act 1990
7. Types of Industrial Action
8. Consequences of Strikes
9. Labour Relations Commission
10.Labour Court
11. Unfair Dismissals Act 1977 to 2007
12.Employment Equality Act 1998
Industrial Relations
Refer to the quality of the relations
that exist between managers and the
employees in an organisation.
Trade Unions
Organisations that represent the views and
interests of employees in matters concerning
pay and employment conditions
Benefits of TUs
To employees
To employers
Simplifies
communication
Saves time
Saves money
Pay Claims
Employers or employees
want to change pay or
other conditions.
Types:
1. Individual bargaining
2. Collective bargaining
Type:
1. Social partnership
contd
Primary picketing is allowed.
Secondary picketing and wildcat strikes
do not have any legal protection.
Established the Labour Relations
Commission.
Token stoppages
Work to rule
Go slow
Overtime bans
A strike
Consequences of A Strike
Can negatively affect:
The business. Operations and production are
disrupted. Sales are lost. Profits fall.
Competitors can gain market share.
Management time is spent on resolving the
dispute.
The employees. Lose wages. Job security can
be undermined. If the strike is unsuccessful,
they can lose confidence in the union.
Contd
The customer. Goods and services are
unavailable.
The suppliers. Loss of sales.
The investor. Reduction in dividends.
The economy. Less money circulating.
The government. Loss of tax revenue.
Undermine international reputation.
Contd
Rights Commissioner Service. Helps disputes
involving one or a small group of workers
concerning unfair dismissals, maternity leave or
disciplinary procedures.
Industrial Relations Advisory Service for firms
and employees with queries about employment
law and good HR practices.
Code of Practice. A set of recommended
voluntary rules used in industrial relations to
solve disputes.
LRC Service
Benefits
Conciliation Service
Codes of Practice
Labour Court
Is involved when the LRC cannot resolve a
dispute.
They are the court of last resort in
industrial disputes.
Provides an arbitration service by listening
to both sides before recommending a
solution.
Contd
Consists of reps of employers, TU and an
independent chairperson.
Only gets involved when asked by LRC or
decision of Rights Commissioner/ Equality
Officer is rejected.
Provides an arbitration service.
Binding arbitration (both sides agree in advance
to accept the courts decision)
Contd
Agreement is now legally binding.
Establishes Joint Labour Committees
(JLC).
JLC is a forum for negotiating minimum
pay and conditions in industries where
many workers do not have union
protection.
Dismissal
Sacked from a job due to incompetence,
dishonesty or breach of company discipline.
Considered fair if:
Unacceptable conduct.
Job has become redundant.
Voluntary
Compulsory
Employer followed proper procedure.
Contd
Dismissal is unfair if:
Contd
The employee has been employed by a
business for any period of time and is
dismissed because:
Of their need to take maternity/carer
leave
Going on strike
Of their age
Of their religious/political views
Contd
Discrimination = being treated in a less
favourable way than another person
The law covers job applicants, full time and
part time employees and also customers.
Equality Authority and the Director of
Equality Investigations was set up to
enforce the law.
Talk
Seek help/Contact you
union
Legislative methods
An equality officer will
investigate. Has the power to
enter a business and seek
any info they want. Results in
compensation or action to
correct the discrimination.
An equality mediator will use
conciliation to work with
both parties and find a
mutually accept settlement.