Industrial Relations Act 1990

Mind Map by , created over 5 years ago

Leaving Certificate Business Mind Map on Industrial Relations Act 1990, created by 08aliso.burge on 01/31/2014.

Created by 08aliso.burge over 5 years ago
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Industrial Relations Act 1990
1 Disputes must be legitimate. Employees can only take industrial action in a dispute related to their job. Strikes can arise over matters such as pay, conditions, work duties, dismissals, union recognition or employment policies. It is illegal to go on strike over how a business is run.
2 Unions must hold a secret ballot of the members involved in the dispute. They must have majority approval in order to strike. All union members entitled to vote must be given a reasonable opportunity to do so and must be fully informed of all ballot details
3 Unions must give at least one week's advance notice to the employer before going on strike
4 Official disputes are legitimate trade disputes that have received approval of a majority of workers in a secret ballot, along with trade union and ICTU support.
5 An employer cannot sue unions or employees for loss of earnings arising for an official dispute.
6 Unofficial disputes have no trade union or ICTU support. These disputes are illegal.
7 Primary picketing of the employer's workplace is allowed as long as it is peaceful. Secondary picketing of another business not involved in the dispute is illegal, unless the second employer is assisting the first employer to frustrate the strike action.
8 Labour Relations Commission
8.1 The LRC provides a conciliation service for disputes. This means that an Industrial Relations Officer at the LRC assists employers and union representatives to sort out their differences and negotiate a mutually acceptable solution. These solutions are not legally binding
8.2 The LRC provides a Rights Commissioner Service for disputes involving just one or a small group of workers concerning unfair dismissal, maternity leave or disciplinary procedures. The Rights Commissioner visits the place of the dispute, investigates the issue and makes a recommendation that is not legally binding
8.3 The LRC provides an Industrial Relations Advisory Service for firms and employees with queries about employment law and good human resource practices
8.4 The LRC prepares and offers guidance to firms in drawing up codes of practice. Codes of practice are a set of recommended voluntary rules used in industrial relations to solve disputes.

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