challenge when transitioning from non-union to union

reshaping organizational culture

includes union and non union matters and workplaces

study of all aspects of union management relationships like bargaining rights

activities and process aimed to maintain productive workplace, how to manage employees

first labor organization

independant local unions for skilled craft workers like shoemakers to protect from unskilled workers

early on, Canada didnt have much, US did, Winnepeg general strike was turning point, then started in 1944

first piece of legislation passed in US that recognize collective bargaining rights

focuses on improvement of terms of employment through negotiation with employer

improve compensation and working conditions of bargaining unit members and seek broad social and economic change

John Dunlop's 4 key elements of IR systems model

actors: unions, employer, gov context: forces that influence demand for actors to interact like tech web of rules: binding: acceptance by actors of capitalism

3 rules in web of rules

1. rules determined by employers 2. rules created in negotiated CA 3. rules by gov

Alton craig 5 elements open system approach

1. environment may directly or indirectly influence other parts of model 2. actors: employers, union, gov 3. process: bargaining, negotiate 4. results: wages, CA 5. feedback from 4 elements

political economy approach - john godard

- labor relations affected by broader issues - Godard says will be conflict between employer and employee bc employers best interest to design work that requires low skill low wage, nature of employment relation lead to conflict

rules of law that originate from past court judge decisions

notice period employers required to provide based on age, position

dismissal without just cause, employer bears burden of proof

constructive dismissal

employer breaches contract, employee provide burden of proof - only applies to non union and not CA

labor realtions and hrm

labor relations part of hr, but in larger firms, may have dedicated hr and labor professionals

individual vs collective contracts/ negotiations, not mandatory for reasonable notice vs employer must comply with notice, if give cause for dismissal no need for reasonable notice vs if give reason, notice and severance dont apply

dispute methods union vs non union

union use grievance, non union use court

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Chapter 2

Question	Answer
challenge when transitioning from non-union to union	reshaping organizational culture
does the collective agreement need grievance process	yes
industrial relations	includes union and non union matters and workplaces
labor relations	study of all aspects of union management relationships like bargaining rights
employee relations	activities and process aimed to maintain productive workplace, how to manage employees
first labor organization	independant local unions for skilled craft workers like shoemakers to protect from unskilled workers
canada union history	early on, Canada didnt have much, US did, Winnepeg general strike was turning point, then started in 1944
Wagner act	first piece of legislation passed in US that recognize collective bargaining rights
business unionism	focuses on improvement of terms of employment through negotiation with employer
social unionism	improve compensation and working conditions of bargaining unit members and seek broad social and economic change
John Dunlop's 4 key elements of IR systems model	actors: unions, employer, gov context: forces that influence demand for actors to interact like tech web of rules: binding: acceptance by actors of capitalism
3 rules in web of rules	1. rules determined by employers 2. rules created in negotiated CA 3. rules by gov
Alton craig 5 elements open system approach	1. environment may directly or indirectly influence other parts of model 2. actors: employers, union, gov 3. process: bargaining, negotiate 4. results: wages, CA 5. feedback from 4 elements
political economy approach - john godard	- labor relations affected by broader issues - Godard says will be conflict between employer and employee bc employers best interest to design work that requires low skill low wage, nature of employment relation lead to conflict
common law	rules of law that originate from past court judge decisions
reasonable notice	notice period employers required to provide based on age, position
wrongful dismissal	dismissal without just cause, employer bears burden of proof
constructive dismissal	employer breaches contract, employee provide burden of proof - only applies to non union and not CA
labor realtions and hrm	labor relations part of hr, but in larger firms, may have dedicated hr and labor professionals
non union vs union	individual vs collective contracts/ negotiations, not mandatory for reasonable notice vs employer must comply with notice, if give cause for dismissal no need for reasonable notice vs if give reason, notice and severance dont apply
dispute methods union vs non union	union use grievance, non union use court

Created by: emilysun77

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