Labour relations

The founder of Dunnes stores was Ben Dunne, he was also the chairman of the company. Dunne was originally from Co. Down but he moved to Drogheda, where he worked as an apprentice Cameron’s Drapery store in 1926[1]. He worked in two Cameron’s Drapery stores, the second one was in Longford. In the mid 1930’s he moved to Roche’s stores in cork, this is where he learned how to be a buyer. After learning to be a buyer, he founded his own store in cork, he called it Dunnes stores in 1944. Dunne was recognized

Introduction My argument in this paper is that globalization is not leading to a decline in the incidence of policy concertation in Western Europe between governments, employers and trade unions, contrary to much accepted wisdom, and that this persistence of policy concertation can be best understood in terms of a configurational model of policy concertation in which the main variables are perceived problems, the degree of agreement on economic policy among the relevant political actors,

In 1917, the Industrial Workers of Africa (IWA) which was the first trade union for black workers had formed. The South African Trades and Labour Council (SATLC) had brought together most of the country by the 1930s. The SATLC was not based on racial discrimination but instead it had accepted associations with black trade unions. The SATLC had consisted of some black unions which had joined

Trade unions around the world are falling on hard times in the organized workplace. The phrase ‘union live and die at the workplace’ is becoming a reality sooner than later. The likely obituary of trade unions world-wide are declining membership, density collapse, weaken bargaining power, and the lost of prominence and place in polity. Analyses of trade unionism in the literature for some 20 years now have commonly referring to a crisis of trade unionism. Most authors puts it ‘unions under siege’

dramatically different in terms of how they are viewed in Labour Law. Discuss. (5 marks) Section 1 (1) of the Labour Relations Act, 1995 defines “a strike as a cessation of work, a refusal to work or to continue to work by employees in combination or in concert or in accordance with a common understanding, or a slow-down or other concerted activity on the part of employees designed to restrict or limit output”. According to the “Labour Relations Act, 1995” the strikes are legal only if some preconditions

concentrates on the extent and location of collective and individual bargaining in these two countries. Collective bargaining is the process whereby workers organise collectively and bargain with employers regarding the workplace. In various national labour and employment law contexts, collective bargaining takes on a more specific legal meaning. In a broad sense, however, it is the coming together of workers to negotiate their employment. Basically,

employment cataclysms. The deindustrialisation of the major western economies over the past thirty years has stimulated the emergence of new economic powerhouses, the global influence of neo-liberalism, and the associated transformation of the capital-labour contract, of which have all radically altered and shaped employment across the industrial world (Saad-Filho, 2002). In the context of these pro-capitalist dynamics, work as a whole is undergoing further transformation as jobs are now veering away

3.2.3 FRAMEWORK OF THE IR POLICIES IN THE DOWNSTREAM OIL INDUSTRY The petroleum technology and the work culture that was brought by the British and American oil companies were very new to the workers and the employees in India. It took them some time to adopt the work culture but they started restraining from the British and the Americans. This is how they started organizing themselves into trade unions and seeked for legal actions instead of resorting to strikes because they were new. Like any other

INTRODUCTION The concept of human resource management has attracted considerable attention over the last two decades from scholars and practitioners alike. While part of the debate has centered on its application and theoretical underpinnings, the other has been on its prescriptive value for the survival of organizations in a turbulent and a volatile business environment. More recently, the issue of whether to situate the HRM debate in the organizational or the international context has arisen.

Literature Review During the 1970’s there was a surge in debate and practice of employee share ownership schemes. While the benefits have been highlighted throughout various literatures since then, there has is still a continued interest in the topic to date. As seen through the literature, ESOP’s can be implemented in almost any company in any sector. There are various opinions on what exactly the benefits of ESOP’s are, while some feel they reduce the risk of trade dispute between unions and companies