Hours or Work and Overtime Collective agreement specifies overtime and how much

Hours or work and overtime collective agreement

This preview shows page 13 - 16 out of 18 pages.

Hours or Work and Overtime Collective agreement specifies overtime and how much can be worked, how it is assigned to employees, Involuntary- depending on how much gets done o Work Rules: Crew sizes, workplace restrictions, Featherbedding: perform unnecessary tasks because they are required by rules in Collective agreement o Job and Income Protection: Subcontracting, layoff notice, supplementary unemployment benefits Subcontracting is allowed unless specified in collective agreement o Layoffs ad Tech Changes: Layoffs harm employees- self worth and income
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Tech changes; uncertainty created, stress o Seniority Benefits status of seniority; vacation time off, retirement pension, Competitive status of seniority; promotions, layoffs, transfers Bumping rights for higher seniority employees Unions in favour of seniority; longer you work the more you have earned, impersonal way of deterring promotions etc, Management does not like, impairs efficiency, performance o Security and Rights Closed shop: must be union member before hired Union Shop: join union after probation period Agency Shop: no need to join union but pay dues Open shop: don’t join or pay dues o Maintenance of Membership Do not need to join union but if they do have to remain a part of it during employment Modified union shop: if non-union before unionization can choose to remain non-union CHAPTER 16 Contemporary Challenges - The Work and Labour Market Experience Yet as many as half believe that what happens to them at work is beyond their control and that they have little choice but to simply go along with things - Employee Rights and Protections The minimum wage is set so low that full-time workers can still find themselves earning below the poverty line Canadian workers also have only weak protections against termination and layoffs New parents also face a lack of affordable day-care facilities in most if not all provinces, and have few, if any, rights to alter their work hours so as to manage their family responsibilities. Yet in Canada, any such rights are generally limited to health and safety issues. Workers have few meaningful legal rights to participate in decisions that affect them, and those who make these decisions are neither elected by nor legally accountable to them. - Income Inequality and Stagnation Higher levels of inequality have been found to be associated with a broad range of negative outcomes, from more mental and physical health problems to lower educational performance and to higher levels of violence and crime. High levels of inequality are also contrary to the very values on which modern democracies are founded.
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- Collective Bargaining and Union Representation Unions represent only one in three employed Canadians. The greater majority of workers have remained non-union and, as such, do not enjoy the rights and protections associated with collective bargaining.
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