Introduction: The labour relations is termed as the relation between the employees and employers. In other words it is the labour relation laws that brings flexibility to the labour markets in other hand balancing or fulfilling the needs of employers and employees. Though the balanced labour laws are critical in creating and running(maintaining) and environment the encourages production economic growth. The labour relation have an affect with the following factors. Labour organization. Labour market.
In 1987, after decades of repression, more than 3.500 labour strikes hit the Republic of Korea. Workers from heavy industries and other sectors engaged in demonstrations to protest for better wages, better income distribution, social justice and democracy. Although the desire for a more democratic country should not be considered a direct determinant of the structural characteristics of industrial relations, unions entered the pro-democracy movement on a pragmatic and strategic manner. The demonstrations
Review 7th Article “Child Labour” According to UNICEF, child labour is defines as work that exceeds a minimum number of hours depending on the age of the child and type of work. Child labour is most commonly found in less economically developed countries due to the some factors. There are poverty, education, globalization, parent illiteracy and social apathy, exploitation of cheap and unorganized labour. To school students around the globe, child labour is thought of being something of the past
[LAW 337(LABOUR RELATIONS LAW] “Critically discuss the above statement, taking into account the current situation in Botswana and determine whether or not you agree that trade unions should participate in the political affairs of the country.” INRODUCTION The main focus of this paper is to make a critical analysis of the statement made by the late President Sir Seretse Khama when he spoke about trade union in his country in the 1971. This paper will therefore attempt to highlight the role
structure, compensation of he labour-force and a study of market forces- all at the economic level.” The above definition reveals that industrial relations arise out of employer-employee interaction in modern industries which are regulated by the Government in varying degrees. “The concept of industrial relations has been extended to denote the relations of the State with employers, workers and their organisations. The subject, therefore, includes individuals relations and joint consultation between
Industrial Relations - Management Perspective Introduction The term industrial relations describe the relationship between an organization and its employees, the field has gained eminence since the conflicts between management of the firm and its employees have increased. The organization created channels to communicate and listen to the need of the people working for them, and this lead to the addition of Human resource department in the organizational structure. Various Personnel management techniques
productivity and advocating for ‘decent work’ for the employed (Meersman 2013). Conclusion South Africa has a conflicted variety of capitalism as it displays a range of CME-like labour regulations and neo-patrimonialism but it is in conflict with the more liberal economic environment that is claims to have. These adversarial labour relations resulted in the class compromise which contributed to the violence of the Marikana Massacre. This Marikana saga has had a huge effect on the economy, stalling foreign investments
Industrial relations is defined by Salamon as cited in Wallace (2004) as "a set of phenomena, operating both within and outside the workplace, concerned with determining and regulating the employment relationship." Industrial relations in the workplace covers everything from human resource management, employee relations and labour relations. It refers to the relationships between employers and employees (LRC, n.d) . The last thirty years have seen many changes in Irish Industrial Relations in Ireland
Industrial relation have been a subject of major concern for quite some time, but traditionally, industrial relations is based on the assumptions that the workers and the managers are not classified as the same entity. Industrial relation has two historical meanings; one it describes the public policy and employment practices of the employers and unions and the other meaning refers to a specific academic new and certain theoretical principles. Thus this paper illustrates an approach to British industrial
working hours, shift length, and work on holidays, sick leave, vacation time, retirement benefits and health care benefits. The results of a collective bargaining is called a collective bargaining agreement. The collective bargaining process may involve labour strikes or employee lockouts if the employer and employees are having trouble reaching an agreement (Bendix 2006). According to Swanepoel & Slabbert (2012) There are six steps involved in the collective bargaining process: The negotiating team is
and challenging aspect that is employee employer relations. This aspect of human resource management gets recognition in the organization, among the employee, national government and international body. Employee employer relations are the most critical aspect of human resource management for a country in a bigger picture. Various technical aspects mostly law, need to be well understood and practice by the human resource manager or industrial relation manager of a business organization. All this is
Modern Industrial Relations in India A study of modern industrial relations in India can be made in three distinct phases. The first phase can be considered to have commenced from about the middle of the nineteenth century and ended by the end of the First World War. The second phase comprises the period thereafter till the attainment of the independence in 1947, and the third phase represents the post-independence era.
2.0 The Two Faces of Trade Unionism Trade Unions is essentially pluralistic in outlook, it covers not only the relations between employer and employee, but also the relations between employers and unions and between them. TU theory, practice and institutions traditionally focus more on the collective aspect of relations. This is evident from the central place occupied by labour law, freedom of association, collective bargaining, the right to strike etc. It was the study of Freeman and Medoff
It is quite evident that the nature of work in today’s modern days has evolved through centuries and has advanced to much greater heights, such as today’s modern technologies Technology today has taken its toll in making sure that it replaces human labour in all aspects of work, furthermore surveys shows that work practices are increasingly prevalent in organisation in advanced industrial societies. Lawler (1995) states that “Yet when moder... ... middle of paper ... ... Africa. (7th ed). South
STRIKES A strike is when labour and work is being withheld by the workers of a certain company in support to their demands which were made to their employer or employers yet the employer or employers have not yet met any of the employees’ demand, the workers then result in a strike which can be in the form of a go-slow, overtime bans or a stay-away approach. A strike usually happens as a response to the employee’s grievances (Israelstam, 2011). The Labour Relations Act, 1995 defines strike (cited
renewal. Ironically the analyses of the decline of trade unionism in the literature go hand in hand with a growing body of scholarship on union renewal. This is a paradox in social science in recent years as there were growing scholarly interest in the labour movement despite of the retreat of trade unions as a global force (Phelan 2007; Burawoy 2008; Heery 2009). These scholarly endeavours recognized the many innovations in trade unions circles that counterweigh the deterministic and fatalistic vision
was the foundation of all the Labour Relation Acts up to this day. This legislation was then amended and renamed as the Labour Relations Act 28 of 1956. The shortfall of this piece of legislation (including the amendment) excluded all black Africans from the definition of “employee”. After 1979 the legislation was changed again to include all individuals to benefit from this Act. Post apartheid necessary changes were made to the legislation through the Labour Relations Act 66 of 1995. Because of these
New immigrants entering Canada are selected using a points system designed to hand-pick skilled, educated professionals. However, they face a difficult task attempting to integrate into the Canadian labour market. A common trend amongst studies is the detrimental role foreign-earned credentials and experience play during the hiring process. Their human-cultural capital is often devalued, limiting both opportunities for employment, as well as upward mobility. Intersectionality further complicates
the employer has followed a fair procedure - the dismissal is procedurally fair. However, If an employee is dismissed for fair reason but the correct procedure of dismissal was not followed, the dismissal will be UNFAIR. Section 188 of the Act (Labour Relations Act) stipulates that a dismissal is unfair if the employer fails to prove that the reason for the dismissal is a fair reason based on the misconduct or incapacity of the employee, or is based on the employer's operational requirements, and that
average time had risen from 287 days to 443 days to complete an arbitration case (Banks, 2016). Delays in labour arbitration creates practical difficulties for both parties such as financial loss to the employer, inhibit the productivity of both employee and management restiveness, harm contract negotiations, and ultimately affect the quality of the arbitration hearing