518346
Description
Mind Map by 08aliso.burge, updated more than 1 year ago
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Created by 08aliso.burge
about 10 years ago
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Industrial Relations Act 1990
- 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.
- 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
- Unions must give at least one
week's advance notice to the
employer before going on strike
- 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.
- An employer
cannot sue
unions or
employees for
loss of
earnings
arising for an
official dispute.
- Unofficial
disputes
have no
trade
union or
ICTU
support.
These
disputes
are
illegal.
- 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.
- Labour Relations Commission
- 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
- 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
- The LRC provides an Industrial
Relations Advisory Service for
firms and employees with
queries about employment law
and good human resource
practices
- 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.
- 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
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