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AS and A Level: Trade Unions
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Work-life balance. In this essay, I will be writing on behalf of the New Zealand Council of Trade Unions (NZCTU). I will outline a policy that the NZCTU believes will help in this area, namely legislation making it easier for workers to achieve more flexi
The NZCTU supports the current bill, although there are a number of areas in which we would like to see it go further. Firstly, the scope of the bill is currently restricted to workers who are caring for a child under five years of age, a disabled child, or an elderly parent. Although the NZCTU believes that this is an important first step, we would eventually like to see all workers given the right to negotiate flexible working hours, since workers have a wide range of commitments beyond caregiving (Beaumont 2007).
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The final push for the strike to take place was when it was announced that the Yorkshire pit, Cortonwood, was only the first in a wide ranging programme that would result in 20 pit closures and job losses for over 20,000 miners. And so on 5th March 1984 miners all over Yorkshire took strike action. The bloodiest battle between the police and the pickets happened at the Orgreave coking plant in May 1984.
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These are for 'white-collar' (or professional) workers who perform the same or similar tasks in different industries (e.g. teachers, scientists). Aims Of Trade Union Trade unions have a number of aims: 1. To improve the pay of its members. 2. To improve the working conditions and the working practices of its members. 3. To support the training and the professional development of its members. 4. To ensure that their members' interests are considered by the employers when any decision is made which will affect the workforce. 5.Provide local, social and welfare facilities. 6.Influence government policy by sponsoring Members of Parliament and contributing money to political parties What do unions do?
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Dispute Resolution and Grievance with BellSouth Yellow PagesBellSouth Advertising and Publishing Corporation is a publishing company that sells and produces the
The third level is held between labor relations and the company union representative. The final level is held in arbitration. Rarely do the grievances go to the arbitration level. Only the most serious cases involving termination goes to the arbitration. In my time as a manager, I had only two grievances go to arbitration. The majority of our cases have been handled at the second or third level. One grievance that stands out in my mind as the most difficult was when we fired a rep for poor performance. This particular rep was a seven year employee.
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Oral methods are best for communicating about views and exchanges, which may arouse strong feelings or anxieties. Work-team briefing groups, meetings or quality circles are very useful means. Trade unions are regarded as an essential part of the communication process, by legitimizing management's decisions in the employee's mentality. As an alternative to dealing with individual employee or set up communication systems, trade unions can be useful in issues relating to pay bargaining and grievance handling. Joint decision-making "The practice in which employees take part in management decisions and it is based on the assumption of a community of interest between employer and employee in furthering the long term prospects of the enterprise and those working in it."
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However, trade union movements in Australia are confronting multiple challenges. Among the adversities that union leaders face they are pressing organizational problems: union membership is eroding due to structural changes in the economy and society, unfavorable political and institutional conditions make organizing even more difficult, and attempts to attract and represent new social groups remain inefficient. De-unionization and its consequences for collective bargaining and the political clout of union movements has become a problem acknowledged nation wide. Analysis * Comparative studies stressed the shift to bargaining decentralization, labor market deregulation, and inflexibility of production as major changes to current industrial relations changes.
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The report also recommended that the Government subsidy should be withdrawn and the miners' wages should be reduced. The month in which the report was issued also saw the mine-owners publishing new terms of employment. These new procedures included an extension of the seven-hour working day, district wage-agreements, and a reduction in the wages of all miners. Depending on a variety of factors, the wages would be cut by between 10% and 25%. The mine-owners announced that if the miners did not accept their new terms of employment then from the first day of May they would be locked out of the pits.
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A trade union is a voluntary organisation which employees are free to join if they wish. There may be a subscription charge depending on size; it varies from a very large association to a small association. Trade unions offer a range benefits and advisory services to members, represent their members during disciplinary or grievance procedures and aim to protect and improve pay and conditions of employment. They approach the government about introducing laws, which will benefit employees. Staff associations do not automatically have the same legal rights as independent trade unions, although many do. They may just provide an informal meeting ground for employers and employees and often have a similar role to a works council, where employees are involved in management and decision-making.
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In fact, a strike might be seen as a less conventional route to display disgruntlement at work when many alternative measures can be enforced that avoid the negative externalities of foregone wages and legal implications. Employees now hold more bargaining power, where the Marshallian conditions lie often in their favour. The question to pose is, is the observed decline in strike activity simply just associated with an improvement in perceptions of workplace industrial relations and not it's' actual recovery? Why would a worker belong to a trade union?
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Canada was also a big supplier of ammunition and food to Europe during the war. This created many jobs during the war and even the unskilled and unemployed were able to find employment. Although war proved to be good for Canadian economy, the cost of living in Canada started to increase dramatically but the wages still remained low, inflation stated to occur and many employers were starting to undermine skilled workers and craftsmen. At the same time, Prime Minister Robert Borden passed a legislation that banned labor unions in the country.
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However, this disillusionment of improved working conditions did not last for long. When the war was over the skilled workers returned to these jobs, leaving those who had filled in for them unemployed and disillusioned. It was not only those who had lost their jobs who felt this way, but those that remained in their posts at companies which were handed back to private ownership were disheartened by the deteriorating working conditions, due to denationalisation. When the people of England came to the realization that post-war England would not be quite what they had first thought they were more willing to strike.
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To ensure compliance with its standards, the Gap sends a Gap Field Representative to conduct in-depth interview with a prospective supplier prior to the initiation of a business relationship. The Gap supplier in Salvador, run by Mandarin International, Taiwanese-owned Company that operated apparel assembly plants around the world. The Gap had begun contracting with Mandarin plants in El Salvador in 1992. A worker there was paid approximately 12 cents for assembling a Gap three-quarter sleeves t-shirt or turtle neck, which retailed at about $20 in the United States.
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Craft Unions. These are fairly small unions for skilled workers, performing the same or similar work in different industries (e.g. musicians). 4. White-collar Unions. These are for 'white-collar' (or professional) workers who perform the same or similar tasks in different industries (e.g. teachers, scientists). Pay Bargaining Trade unions are most closely associated with negotiating with the employers of a business on behalf of their members over the issue of pay. This is known as the 'pay-bargaining process', and it is an example of collective bargaining.
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The agreement said that under the triple alliance that the Railway union and the general workers union had to go on strike with the miners as a sympathy strike. This would cause major problems for the owners of their respective industries. On Friday 15th April 1921, the General workers and the Railway workers refused to support the miners and stopped their workers going out on strike with them. This was a bad day for the miners and was aptly named BLACK FRIDAY.
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Coupled with this are the long shift hours that the job requires with the nightshift from 10pm to 7am being the most unpopular. It is also necessary for employees to have to work split shifts. An example of this can be seen in the hotel business when employees serve morning breakfast. That person will then have time off before having to work once again on the evening shift, serving tea. This sector of industry also has a very high percentage of job turn over.
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This paper explores the history of government, employee and employer associations and their effects and influence on the employment relationship in Australia. It also considers how these stakeholders may influence the relationship in the future.
Government has four distinctive roles to play in the industrial relations scene. It is the primary rule maker, the primary economic manager, the guardian of public interest and a model employer. As a primary rule maker, Government attempts to establish ground rules under which employer and employees interact (Keenoy and Kelly, 1998). For example they provide the procedural rules that form the structure for settling disputes. The tribunals (both state and federal) developed as a result of these procedural rules, make most of the substantive rules that govern the employment relationship.
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Consequently this meant that negotiations were at a stalemate and thereby leaving only one course of action. The first strike was scheduled to commence on the 29th October 2002. However, this strike was postponed, but not cancelled, due to 11th hour talks between the union and the government. The first strike actually commenced on the 13th November 2002. It was a 48 hour strike, which caused many disruptions to the United Kingdom, as well as a small loss of life. Even after this strike, neither the government or the union were able to find a solution to the situation.
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Select any ONE U.K.trade union. Explore their current levels of membership, and services for members and critically examine theoretical analysis for this current position and activity within the Employee Relations literature.
Through major mergers with the creation of MSF in 1988 and the Amalgamated Engineering and Electrical Union (AEEU) in 1992, Amicus was form in 2002, which included important consolidations such as the Graphical Paper and Media Union (GPMU) (1992) in the printing industry and UNIFI (1999) in the finance sector. The creation of Amicus was not unique as the number of unions affiliated to the TUC declined from 109 in 1980 (representing 12,172,000 members) to 76 in 2000 (representing 6,746,000).
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Therefore, the main purpose of a trade union is to protect and improve people's pay and conditions of employment. This objective is usually achieved through negotiation and representation. Negotiation is where union representatives discuss with management, issues which affect people working in an organization. The union finds out the members' views and relays these views to management. Pay, working hours, holidays and changes to working practices are the sort of issues that are negotiated. However, not all views will be taken on board by management; there may be a difference of opinion between them and union members.
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However, strikes have declined greatly since the 1980s. In the 1970s an annual average number of 2.6 million workers were involved in strike action. In the 1980s this reduced to 1.1 million and in the first half of the 1990s the figure fell to 0.24 million. (Keenoy, 1985) It is estimated that strikes have fallen from a national rate of 195 days lost per thousand employees in 1981 to 13 per thousand employees by 1994. (Floyd, 1998) The decline in strikes has been dramatic and they have been transformed from a major to a minor feature of the employment relations scene.
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Often this is because unions have merged with other unions so that they can increase their membership and their influence. Trade unions are democratic organisations, which are accountable to their members for their policies and actions. Unions are normally modelled on the following structure: * Members - people who pay a subscription to belong to a union * Union representatives - sometimes called shop stewards - who are elected by members of the union to represent them to management * Branches - which support union members in different organisations locally.
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An example of this is in 1984 when a miners strike threatened the steel workers job. The unions were very important for workers in the coal industry because conditions were very poor as they were working for long hours underground with nothing to protect them from things falling from above them etc. Because the mines were privately owned they were nationalised in 1914 because of the war to break down the differences in conditions and pay to make the miners happier so there would be no problems during the war.
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The new unions provided an outlet for this class feeling which was waiting to be tapped. The opportunity for improvement came with an improvement in overseas trade which meant there was almost full employment for a time. The 'bargaining position' of unions strengthened in these conditions because the employers could rarely break the strikes by bringing in new workers. By 1884 the agricultural labourer had been given the vote which gave the workers a spirit of determination to campaign for favourable legislation in Parliament. As the workers were slowly gaining political power they also gained a sense of growing confidence.
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In recent years, the topic of homosexuality and gay and lesbian marriages has also become prominent in American politics. The question of whether these marriages, also sometimes referred to as "civil unions," should be legalized has become a pressing issue, and one that has only begun to test the limits and limitations of the US Constitution. The notion that such a thing as sodomy could ever be legalized is causing civil distress and has become quite a point of contention for countless Americans. For, on the one hand, many argue that allowing such marriages would corrupt the morals and society of the United States, yet others respond that Americans should all have the equal opportunity to lead happy and fulfilled lives.
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Examine the changes that the continuing development of human resource management has brought about in the organisation with the emergence of trade unions in comparison to the effect from industrial relations.
( Plowman, D. pg 8) The origins and development of Trade unions tends to rest on the assumptions about workers and their motivations, the nature of the economic and political systems, and the essential function and behavior of the labor movement itself. (Deery, J. S, pg 215) Trade unions is an organisation made up of employees that acts collectively to protect and promote their interests. (Robbins, S.P et al, pg 674). The union is seen as a third party. It enters the workplace to increase membership or solve problems.
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