Chapter 12 Notes - Chapter 12 Labour Relations Collective...

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Chapter 12 – Labour Relations, Collective Bargaining, and Contract Administration Overview of Labour-Management Relations – Labour-Management Relations: the ongoing economic and social interactions between labour unions and management in organizations. Labour Union (Union): an officially recognized association of employees practicing a similar trade or employed in the same company or industry who have joined together to present a united front and collective voice in dealing with management. Achieve better pay and benefits Achieve greater control over the jobs being performed Obtain greater job security and improved working conditions Influence rules and procedures governing areas such as discipline, transfers, promotions, grievances, and layoffs Labour Relations (LR) Strategy: an organization’s overall plan for dealing with unions, which sets the tone for its union-management relationship. Union Acceptance Strategy: a labour relations strategy based on management’s view that the union is the legitimate representative of the organization’s employees. They accept collective bargaining as an appropriate mechanism for establishing workplace rules Work with the union toward a win-win outcome in the decision-making process Union Avoidance Strategy: a labour relations strategy based on management’s preference to operate in a non-union environment. There are two possible approaches: union substitution and union suppression. Union Substitution (Proactive HRM) Approach: a union avoidance strategy that involves removing the incentives for unionization by ensuring that the needs of employees are met. Union Suppression Approach: a union avoidance strategy that involves the use of hard-ball tactic, which may or may not be legal, to prevent a union from organizing the firm’s employees or to get rid of an existing union. Canada’s Labour Laws – Two general purposes of Canada’s labour laws 1. To provide a common set of rules for fair negotiations 2. To ensure the protection of public interest by preventing the impact of labour disputes from inconveniencing the public Some of the key mandates of Canada’s labour laws The right of employees to organize, join, and participate in the union of their choice “Bargaining in good faith” by both union and management when negotiating a collective agreement The requirement that a collective agreement be in force for at least one year Prohibition of strikes or lockouts during the life of a collective agreement Mandatory conciliation process before a strike or lockout can be initiated The requirement that disputes over matters arising from interpretation of the collective agreement be settled by final and binding arbitration Prohibition of certain specified “unfair practices” on the part of the union and management Labour Relations Board (LRB): the legally recognized body in every Canadian jurisdiction (except Quebec) responsible for interpreting, administering, and enforcing the labour relations legislation. In Quebec, a
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  • Spring '12
  • Zinni
  • Trade union, Labour union, bargaining unit, collective agreement, Canadian Union of Public Employees

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