The Dynamics of Labour Relations

The Dynamics of Labour RelationsGovernment Regulation of Labour Relations-The Industrial Relations Disputes and Investigation Act-Canada Labour Code-Provincial Labour Law StatusesThe Labour Relations ProcessLabour Relations Process: a logical sequence of 4 events:1.Workers desire collective representation2.Union begins its organizing campaign, which may lead to certification andrecognition3.Collective negotiations lead to a contract4.The contract is administeredWhy Employees UnionizeReason #1 – Economic NeedsReason #2 – Dissatisfaction with ManagementReason #3 – Social and Leadership ConcernsOrganizing CampaignsOrganizing Steps:1.Employee/Union Contact:Employees investigate the advantages of representation, and union officials begin to gather info. on employee needs, problems, and grievancesTo win employees’ support, labour organizers must build a case against the employer and for the union.2.Initial Organization Meeting:Identify employees who can help the organizer direct the campaignTo establish communicating chains that reach all employees.
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3.Formulation of an In-House Organizing Committee:The committee’s role is to interest other employees in joining the union and in supporting its campaign.Authorization Card: a statement signed by an employee authorizing a union to act as his or her representative for the purposes of collective bargaining.4.Application to a Labour Relations Board:It will file an application for certification when it has collected enough authorization card to satisfy the requirements under the applicable certification model.5.Issuance of a Certificate by a Labour Relations Board:If the union is successful, the board will “certify” the union.If the union fails to meet the required test, the board will dismiss the application.6.Election of a Bargaining Committee and Contract Negotiations:Labour relations legislation imposes a duty on employers and union to bargain in good faith and make reasonable efforts to complete a collective agreement.

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