GOVERNMENT TECHNICAL INSTITUTE
ORDINARY DIPLOMA IN COMMERCE – Year 2
Industrial Relations
Labour Management Relations
"The study of labor-management relations (LMR) refers to the rules and policies which govern
and organize employment, how these are established and implemented, and how they affect the
needs and interests of employees and employers. LMR has implications for the organization of
work as well as economic policy. Focus gradually has broadened from the formation and
operation of national and local institutions and collective bargaining to strategic human resource
policies. Most recently a multi-level agenda has formed, following new needs for regulation in
world trade, in the extended European Union, and in former communist and newly industrialized
countries." (Von Otter, 2007)
Responsibilities and Duties of the Government
a) To enact Labour laws - Labour laws or employment law mediates the relationship
between workers (employees), employers, trade unions and the government. Collective
labour law relates to the tripartite relationship between employee, employer and union.
b) Resolve industrial conflict and set up labour courts - A labor court is a governmental
judiciary body which rules on labor or employment-related matters and disputes.
c) Build partnerships through various schemes of participation between management
and employees - The government interacts and intervenes with private and public sectors
to set the ground rules for the governance of work relationships.
d) Protect the rights of workers through Labour Legislation or the constitution - For
example the system of industrial relations is informed, influenced and functions within
the norms of national legislation, international labour standards, and regional labour
policy of CARICOM. The national Constitution of Guyana, the labour laws, and
international labour conventions of the ILO, ratified by Guyana as treaty and
international law, provide the legal basis, foundation and framework for the conduct of
labour relations by the Government, its agencies, and the social partners represented by
trade unions and employers and their organizations.
Responsibilities and Duties of a Manager
The employer is responsible for meeting employee entitlements. They need to be aware of the
national workplace relations system and understand their responsibilities. If they fail to meet
their responsibilities it can have serious financial and legal consequences for their business and
also may be a breach of their franchise agreement. Management also needs to ensure that
workers are working the stipulated working hours under labour law.
a)
b)
c)
d)
e)
f)
g)
h)
i)
j)
k)
l)
m)
n)
To keep the smooth relations with union and employees.
Take the regular meeting of the Works committee
To keep industrial Disciplines.
Issue the letters for late coming, absenteeism, suspension etc,
To handle legal issues
Ensure Employees rights are not infringed.
Employers should have more transparency in their dealings with workers to build
confidence and have progressive outlook.
They should have open minded flexible collective Bargaining approach.
Workers should be allowed to participate in the management through forums,
committees and councils.
Develop sound labour policy, planning.
Give proper leadership and communication.
Enforcement of discipline.
Try to have union within workers fold.
Ensure that there is equity in distribution of wealth by acknowledging workers as team
members
Responsibilities and Duties of Employee representatives/Trade Unions
a) To represent members fairly and effectively in relation to matters arising within the
undertaking or Establishment in which they work and which concern employment and
conditions of employment.
b) To participate in negotiations and grievance procedures as provided for in
employer/trade union agreements or in accordance with recognized custom and practice in
the undertaking or establishment in which they work.
c) To co-operate with the management of the undertaking or establishment in ensuring the
proper implementation and observance of employer/trade union agreements, the use of
agreed dispute and grievance procedures and the avoidance of any action, especially
unofficial action, which would be contrary to such agreements or procedures and which
would affect the continuity of operations or services.
d) To act in accordance with existing laws and regulations, the rules of the union and good
industrial relations practice; liaising with and seeking advice and assistance from the
appropriate full-time trade union official.
e) To have regard at all times to the safe and efficient operation of the undertaking or
establishment.
f) Subject to any other arrangements made between an employer and a trade union, employee
representatives should conform to the same job performance standards, company rules,
disciplinary conditions and other conditions of employment as comparable employees in
the undertaking or establishment in which they work.
Responsibilities and Duties of Shop Stewards
The term "shop steward" has similar origins to shop floor, referring to the area of the
organization where production is carried out. Shop stewards are lay officials of trade unions,
workplace representatives elected by members. Shop stewards are thus not employees of the
union; while they are officials of the union, they are employees of the organization and still
perform duties as an employee (except in rare cases where stewards may have 100 per cent.
facility time and thus be fulltime stewards). Although the term has its origins in manufacturing
industry and with craft workers, "shop steward" is commonly used to describe workplace
representatives in other areas of work, including clerical and administrative employment. Shop
stewards are in charge of negotiation in such areas as disciplinary, grievance and disputes
procedures and bargaining on behalf of their members in respect of pay and conditions. They
also perform the following duties;
a. Monitor and enforce the provisions of the collective bargaining agreement (labor contract) to
ensure both the firm and union worker are not violating the terms of the agreement.
b. Ensure that the firm is in compliance with all local Laws and regulations.
c. Represent and defend fellow workers whom the firm believes violated company policy or the
terms and conditions of the collective bargaining agreement, often through the grievances
process.
d. Communicate and disseminate official union policy, memos and directives to workers in the
shop.
e. Popularize and promote union consciousness and values in the workplace.
The parties to Industrial Relations are and will depend on the following
1) Workers and their unions, the intelligence level knowledge of workers, back-ground of worker
leaders, real or bogus their linkage with political unions, are to be considered for the effective
relations.
2) Nature of employment and employers, whether benevolent, interested inworkers or aiming to get
as much profit as possible squeezing workers their attitude plays vital role in maintaining better
relations. Whether they want to have a team and growth of their team as a whole or just hire and
fire system.
3) Position of government, political will whether opportunitie favouringemployers or interested in
workers, are to be seen. Their interest in workers can be seen through their actions in creating
Laws for labour welfare and implementing them effectively
Von Otter, C. (2007). Labor-management relations. In G. Ritzer (Ed.), Blackwell encyclopedia
of sociology. Blackwell Publishing. Blackwell Reference Online. Retrieved June 13, 2007