Labour relations

Labour Relation Approach and Issues Labour relation or what we call industrial relation is the heart of any industrial system. It is know as the relation between employees and employers of a company. For a successful growth of business of big or small firm this relation are needed to be smooth and healthy. Many writers have tried to define labour relation in different ways. Meaning of labour relation has kept on changing with the change in nature of work, technology and most important globalization

LABOUR AND INDUSTRIAL RELATIONS MISCONDUCT INTRODUCTION Misconduct could be a serious offence titled to be an unacceptable behavior by an employee or professional person. Misconduct can lead either to be a major or minor offence depending on the offence made by the person. In a misconduct case, the basic ruling is that the employer must prove beyond any doubt that the employee is guilty of the offence. Taking this into view it must be understood that the employee does not need to prove his innocence

detailed examination of the Jamaican Labour Laws HRNM 6015/ HR67A Industrial Relations and Negotiations (Semester II: 2013) University of the West Indies Department of Social Sciences An exploration into whose interest is served by the law and the reality of a class bias. 04-029353 Submitted as partial completion of the requirement for the Masters of Science Degree Human Resource Development at the UWI (Mona) Introduction Labour law in the Caribbean and Jamaica in particularly

EMPLOYMENT RELATIONS ACT 2000 INTRODUCTION The Employment Relations Act 2000 provides a framework for collective bargaining and gives unions its power to arrange better working conditions for union members through collective bargaining. The purpose of this report is to discuss and critique the existing law and proposed change under s 33 of the Employment Relations Act 2000. This report will first discuss perspectives of the political parties in relation to the theoretical perspectives on labour law.

Employment Relations UNIT 2 EVOLUTION OF INDUSTRIAL RELATIONS AND CURRENT DEVELOPMENTS Objectives After going through this unit, you should be able to: l l explain the historical perspective of industrial relations in India; appreciate the impact of globalisation, technological changes, and other forces on industrial relations; identify the issues and challenges confronting industrial relations in India. l Structure 2.1 2.2 2.3 2.4 2.5 2.6 2.7 2.8 2.9 Introduction Industrial Relations in India

Introduction In many countries the state’s role in employment relations is not something that can be ignored. The state, which is characterized by a set of institutions made of the executive, legislature, the judiciary, the local government and the police, is a system of political domination that exercises power with the legitimate usage of violence, money supply and taxation. The presence of the state in any aspect of life of its citizens is pervasive, whether it is through macroeconomic policies

MACHINERIES FOR THE SETTLEMENT OF LABOUR-MANAGEMENT DISPUTES IN INDIA: A STUDY Rohit* Introduction: In India,the law relating to labour-management disputes is known as industrial law. Labour-management disputes are disputes relating to an industry. Prior to the year 1947, labour-management disputes were being settled under the provisions of the Trade Disputes Act, 1929. Later, the Industrial Disputes Act, 1947 was enacted to ensure specific justice to both employers

economic actors: they are necessarily protagonists in the political arena. Regulating the labour market is a question of power resources. Yet if Unions are inescapably both economic and political actors, the relationship between the two is complex…” A trade Union as defined by the Trade Union and Employers Organisation Act as an organisation the principle object of which includes the regulation of relations between employees and employers or employers organisations. Thus, its objective would necessarily

arguments among many historians. Order-in-council PC 1003 came into effect on 17 February 1944. It was introduced during the Second World War in Canada by the Prime Minister William Lyon Mackenzie King. PC 1003 was also known by the Wartime Labor Relations Order. The codes of the Order-in-council PC 1003 protected the worker’s right to collectively bargain, represent and organize the unions chosen by a majority of the workers. This order-in-council PC 1003 covered both the federal and the provisional

TABLE OF CONTENTS Introduction Industrial Relations Issues • Identify and explain the industrial relation issues in the case • What are the requirements that need to be met and or steps that need to be taken initially? Why? • analyze potential challenges or problems in the case and how they could be addressed. • At what level or levels of the Industrial Relation Systems will most of these issues have to be addressed; Explain typical procedures that would be applicable. • Justify any advice