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Union Recognition

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Union Recognition. Definition. Extent of the issue. Strategies. Solutions. Exceptions ... Better holidays - Minimum hours - Optional overtime. Management losses: ... – PowerPoint PPT presentation

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Title: Union Recognition


1
Union Recognition
  • Definition
  • Extent of the issue
  • Strategies
  • Solutions
  • Exceptions

2
Union Recognition is
  • the process by which management formally
    accepts one or more trade union as the
    representative(s) of all, or a group, of its
    employees for the purpose of jointly determining
    terms conditions of employment on a collective
    basis.
  • (Salamon 1987)

3
Disadvantages of Unions(Quoted by Managers)
  • Raise employment costs
  • Inhibit change
  • Encourage trivial grievances
  • Impede communication
  • Promote adversarial climate
  • Inhibit individual rewards
  • Provide platform for trouble-makers
  • Restrict productivity
  • Inhibit flexibility

4
5 Signs That Your Employees Are Trying To Organise
  • 1. Employees meet and talk in out-of-the-way
    places and separate upon their supervisor's
    approach.2. Complaints are made by a
    delegation, rather than by a single employee.3.
    Employees who appear to have little in common
    form new friend- ships.
  • 4. Employees begin taking inordinately long
    bathroom or lunch breaks.
  • 5. Employees adopt a new vocabulary that
    includes such phrases as "security," "dignity,"
    and "justice."

5
Union Recognition
  • Article 40.6.1 of the constitution gives workers
    the right to form or join associations (unions).
  • Employers not obliged by law to recognise unions.
  • Voluntarist Principle

6
M.N.C.s Hi-Tech Industries
  • I.D.A. policy change
  • Strategic decision to be non-union
  • sophisticated H.R.
  • Flexibility
  • Parent Company
  • Trade Unions competition for loyalty

7
HRM Features
  • Generous remuneration
  • High QWL
  • Good relationships
  • Open communication
  • Individualistic approach incompatible with the
    collective ideology practices of Trade Unions.

8
Typical Scenario
  • Dissatisfaction ? Approach Union
  • Management
  • agree to recognise
  • refuse
  • If (b) Union apply to Labour Court
  • L.C. recommendation
  • Management
  • comply
  • ignore

9
Non-Recognition Strategies
  • Traditional Anti-Unionism
  • Corporate Culture Union Avoidance
  • Sophisticated Paternalism

10
Traditional Anti-Unionism
  • Companys active attempts to block unions
  • If strike outside labour brought in
  • In-House Associations actively encouraged
  • Labour Court relies on voluntarist tradition
  • No legal obligation on employers to negotiate

11
Corporate Culture Union Avoidance
  • Barriers
  • Six month probation ? shareholder
  • Probation constitutes risk
  • Young, inexperienced, contract workforce
  • Ignore Labour Court recommendations

12
Sophisticated Paternalism
  • 1. Generous pay benefits
  • 2. Psychological climate
  • 3. Lack of grievances

13
MS Philosophy
  • - Respect for individual
  • - Attention to problems
  • - Open communication
  • - Recognition of contribution
  • - Continuous TD

14
Benefits (include)
  • - Pension scheme
  • - Subsidised canteen
  • - Medical benefits e.g. dental care
  • - Hairdressers
  • - Death benefit scheme
  • - Profit sharing

15
Why Make Irish Exception?
  • Conscious of being British owned
  • All other big players recognised unions
  • The BHS experience

16
  • Staff gains
  • - Career break scheme
  • - Better holidays
  • - Minimum hours
  • - Optional overtime
  • Management losses
  • - Higher expectations
  • - Longer negotiations

17
The Extent of the Issue?
  • Price-Waterhouse Cranfield (1995)
  • Irelands Largest Organisations
  • 80 Recognition
  • Gunnigle (1995)
  • Greenfield Sites
  • 47 Recognition

18
Factors Influencing Recognition
  • Size, sector, industry
  • Proportion white collar
  • Proportion female/part-time
  • Country of ownership

19
Alternative Solutions
  • Karavale Ltd. Co. Clare
  • Local workers committee engage directly with
    management
  • Issue not resolved then person committee become
    involved Union official, worker nominee
    independent

20
New right to bargain - IR (Amendment) Act, 2001
  • P2000 High Level Group investigation ?
  • 1. LRC Voluntary Procedures (advisory)
  • 2. Labour Court Investigation
  • -Recommendation
  • -Binding for one year
  • -Extendable
  • -No industrial Action until procedures exhausted

21
UL Research (2002)
  • 39 cases dealt with under (1)
  • Only one resulted in recognition
  • would appear to characterise the Act as a dismal
    failure
  • Favour statutory recognition
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