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IR
Industrial Relations
| Term | Definition |
|---|---|
| Industrial Relations | Relationship between employers and employees in the workplace |
| Trade Dispute | Conflict over terms & conditions, the employment or non employment of any person |
| Trade Union | Interest group which seeks to improve conditions & pay of its members e.g. SIPTU |
| Shop Steward | Union representative in the workplace, elected by co-workers. |
| Productivity Claim | Pay increase for extra work |
| Comarability Claim | Seeking increase when workers doing similar work get an increase in pay |
| Relativity Claim | Designed to maintain pay differentials between employees at different levels |
| Cost of living claim | In order to keep up with inflation |
| 1990 Industrial relations Act | Law governing disputes and established LRC |
| LRC | Labour Relations Commission - promotes good IR |
| Secondary picketing | Picketing place of second employer who is frustrating strike being resolved |
| Picketing | Walking up and down outside place of work with plackards |
| Closed shop arrangement | When forced to join a particular trade union when hired. |
| Demarcation | A dispute over who does what job within an organisation |
| Labour Court | Court of last resort - provided arbitration service |
| Rights Commissioner | Investigates grievances/disputes over Unfair Dismissals. grievance procedures & involving 1 or a small group of workers |
| Unfair Dismissals Acts 1997-2007 | Protect employees between 16-66 with one year's continuous employment with the same employer. |
| Fair Dismissal | Incompetent/ unqualified/ incapable, miconduct or part of an agreed redundancy are all deemed to be fair dismissal. |
| Unfair Dismissal | TU membership, race, religion, gender, sexual orientation, colour, age, taking part in a strike, age, procedures not followed, or if the employer can't prove it was fair. |
| Penalties for Unfair Dismissal | Reinstatement, re-engagement or reimbursement |
| Rights of dismissed employee | to know reason, right of reply and have a fair hearing |
| Procedures for dismissal | counsel, verbal warning (problem and remedies outlined), written warning, final written warning, suspension, dismissal: employee has right to impartial hearing with representation. |
| EAT | Employment Appeals Tribunal, independent body responsible for implementing employees' rights under employment law. |
| Strike | Withdrawing of labour |
| Official strike | Sanctioned by union and ICTU |
| Unofficial strike | Not sanctioned by union or ICTU |
| Constructive Dismissal | When working conditions are made intolerable by employer so employee has to leave |
| Employment Equality Act 1998 | Outlaws discrimination on 9 grounds & established Equality Authorirty and Director of Equality Investigations. |
| Equality Authority | State body responsible for business compliance with equality laws. |
| Director of Equality Investigations | Investigates cases of inequality. If case concerns pay can award back pay. if not an employee can award €12,700 |
| Discrimination | The treatment of one person in a less favourable way than another person is, has been or would be treated |
| ICTU | Irish Congress of Trade Unions. Represents union movement |
| Reinstatement | employee gets their job back with same terms as before |
| Re-engagement | employee is employed in similar position on terms & conditions deemed acceptable |
| Re-imbursement | Financial settlement up to 104 weeks' pay |
Created by:
MsBradyBusiness
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