Labour Relations EXAM-1 Chapter-1 -Importance of unionization and labour relations *Employment relations (advantage of collective bargaining and conflict resolution power + increased employee voice) *Terms and conditions of work (union-negotiated agreements can result in better wages, benefits, and job security which can enhance employee morale and satisfaction) *Costs and productivity (cost going to be higher but unionized companies are more productive than non-union ones because they have higher job security. -In 1944 Canada enacted Privy Council Order 1003(PC1003), which brought to Canada the principles established by the Wagner Act. -Canada’s first labour org. İn the early 1800’s. -In larger workplaces, there will be separate labour relations department. -Framework for Labour Relations (Dunlop’s Model) The government ; Economy, technology, social values, political system, legal system Actors; Employers, unions, government, others Process and Activities; Union organizing, Contract negotiations, Strikes and lockouts Outputs; Collective agreement terms, benefits, job security, union security management rights, legislations, etc. Chapter-2 - Fiscal policy (maliye politikaları): refers to changes in government spending and taxation to regulate employment levels and inflation - Monetary policy (para politikaları) : refers to changes in interest rates to regulate employment levels and inflation - Industry and firm-level demand Sensitivity to demand differs Shirking employment in manufacturing Countercyclical industries Price elasticity of demand (it measures how sensitive the quantity demanded of a product is to changes in its price Elastic demand, larger changes in quantity when prices change. Example: Airline tickets, fast foods. Inelastic demand, small changes in price lead to smaller changes in quantity. Example: Medications, gasoline, electricity) Elastic demand vs inelastic demand. Chapter-3 - Factors affecting company’s labour strategies *competitive strategy: refers to how a firm tries to compete in the marketplace. *cost leadership: is a strategy in which the firm competes on the basis of price. (example: WALMART) *Differentiation: is a competitive strategy based on having a distinctive or unique product. (example: APPLE) - HPWS (High Performance Work System) : Policies and practices for HPWS; *High standards in rec. and sel. *job redesign *employment security *comparatively high compensation *min. status differences *employee involvement Chapter-4 - Union coverage: is the percentage of employees covered by a collective agreement, including those who do not become union members - As of the end of 2017, union coverage in Canada was 30.4% or 4.8 million workers. - US actively opposes unionization more than Canadian employers. - Union density(sendika yoğunluğu) : union density in Canada for male workers dropped from 41% to 27% between the years 19812014 Female workers over the same period remained relatively stable varying between 30% and 32% - Union Locals: the responsibilities of union locals are set out in the required constitution and bylaws of the larger parent union. There are 14,000 locals in Canada. They are administrative units for national and international union organizations. - International Labour Organization > Canadian Labour Congress > (Provincial federation of labour=National union=Canadian branches of international unions) > labour council>Union Local - Independent Local Unions: are unions that don’t belong to a national or international union. - International Unions: has members in two or more countries with its headquarters in one of the countries. - Every province has a Labour federation, belonging to a national umbrella body known as the Canadian Labour Congress - In Canada unions can be divided into four main types 1.National 2.International 3.Independent local organization 4.Direct chartered locals Chapter-5 - Labor relations board: is an independent body responsible for the administration of labor relations legislation affecting employers, employees, and unions in each jurisdiction (yetki alanı). There are 3 main actors 1. Unions 2. Employers 3. Governments - Labor relations board responsibilities: *Processing union certification applications *Processing applications for decertification *Supervising votes for certification and decertification *Hearing unfair labor practices complaints *Hearing complaints and issuing declarations regarding unlawful strikes, lockouts and picketing - Interest arbitration (arabulucu) involves arbitrators settling certain terms of the collective aggrement when management and union representatives are not able to successfully negotiate a contract. - Courts play a role in labor relations. It is possible to have an arbitrator’s decision reviewed in the courts. Chapter-6 - Why employees do not join a union: *Union dues *strikes *political and social activities of unions *loyalty to the employer *conflict *merit *Flexibility *job loss *lack of opportunity to unionize *perception of union member work habits and attitudes … - Certification Process *more common than voluntary recognition *application to Labour Relations board *union becomes the exclusive bargaining agent *Not possible for individual employees to negotiate - Who can a union represent? *employee status *dependent contractors *managerial exclusion *Employees involved in labor relations *occupational exclusions - The certification process of a Union 1. Determining the identity of the employer 2. timelines 3. appropriate bargaining unit 4. determination of union support - Successor rights: rights protect the rights of the union and any collective agreement if a business is sold - Decertification is the process by which a labor relations board revokes the right granted to a union to represent employees and bargain on their behalf with the employer. - Permissible employer conduct; *Changing working conditions *communicating with employees regarding unionization *prohibiting entry into the workplace by employees during their offhours *prohibiting entry into the workplace by persons who are not employees.
