Industrial Relations Conflicts

donnarowe10
Mind Map by , created over 5 years ago

Business (Unit 1) Mind Map on Industrial Relations Conflicts, created by donnarowe10 on 04/28/2014.

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donnarowe10
Created by donnarowe10 over 5 years ago
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Industrial Relations Conflicts
1 Industrial Relations
1.1 Relationship between employers and employees.
1.2 Employees will be happier in their work. Employee motivation and productivity increases.
1.3 Employees will put in extra effort, become intrapreneurs.
1.4 Employees are more likely to stay in the job, low staff turn over.
1.5 Employer will delegate to employees because their trusted.
1.6 Able to talk out problems in the spirit of good will
2 Causes of Industrial Relations Conflicts
2.1 Low pay
2.2 Poor working conditions
2.3 Redundancies
2.4 Promotions
3 Non-Legislative Methods Of Solving Industrial Relations Conflicts
3.1 Negotiation
3.1.1 Trade Unions
3.1.1.1 Fight for better pay/working conditions
3.1.1.2 Represent an employee on their behalf
3.1.1.3 Fight to protect against its members' interests
3.1.1.4 ICTU
3.1.1.4.1 Gives permission for all out strikes
3.1.1.4.2 Settles disputes between unions
3.1.1.4.3 Provides training to unions
3.1.1.4.4 Promote the cause of the trade union movement
3.1.2 A process of bargaining to try to reach a mutually acceptable solution to the conflict
4 Pay Claims
4.1 Comparability Claim
4.1.1 Pay rise because another employee doing similar work got one.
4.2 Relativity Claim
4.2.1 Pay of certain employees is linked to the pay of other employees despite doing completely seperate jobs eg. teachers and nurses.
4.3 Productivity Claim
4.3.1 Pay rise to compensate for having to work harder or cope with changes
4.4 Cost Of Living Claim
4.4.1 Pay rise because they can't afford to live on the wages they get due to inflation.
5 Concilliation
5.1 Two parties in a dispute meet with an independent third party. Acts as a facilitator, offering advice and guidance. No power to tell them what to do.
6 Arbitration
6.1 Independent third party investigates a dispute, makes a ruling and solves the problem. Employer and employee agree in advance to the decision; binding arbitration.
7 Legislative Methods Of Solving Industrial Relations Conflicts
7.1 Industrial Relations Act. 1990
7.1.1 Trade Dispute
7.1.1.1 A dispute between employers and employees in connection with the employment or non-employment of employees and the terms and conditions of their job.
7.1.1.2 Illegal Trade Disputes
7.1.1.2.1 Disputes over closed shop agreements
7.1.1.2.2 Political issues
7.1.1.3 Legitimate Trade Disputes
7.1.1.3.1 Pay and conditions of employment
7.1.1.3.2 Dismissal or suspension of an employee
7.1.1.3.3 Employee refusing to recognize the union
7.1.1.3.4 Discrimination
7.1.2 Secret Ballot & Week's Notice
7.1.2.1 Must give employer one weeks notice
7.1.3 Primary Picketing
7.1.3.1 Picketing peacefully outside their employer's business.
7.1.4 Secondary Picketing
7.1.4.1 Employees protest outside another employer's business premises. It can only be done it the other employee is helping their boss break the strike, otherwise, it is illegal.
7.1.5 Immunity
7.1.5.1 Employees cannot be sued for damages caused by the strike
7.1.6 Set up the LRC
7.2 Labour Relations Commission
7.2.1 Provides a conciliation service.
7.2.2 Provides an industrial relations advisory service
7.2.3 Draws up codes of practice to be used by employers and employees in certain industrial relations situations
7.2.4 Conducts research into industrial relations and monitors current developments in industrial relations
7.2.5 Provides the services of the Rights Commissioners and the Equality Officers
7.2.5.1 Investigates single or small groups of employees. Only deals with disputes about unfair dismissal, suspension, maternity leave and disciplinary procedures. Both employee and employer must agree to their decision.
7.3 Labour Court
7.3.1 Provide a free service for solving industrial relations problems. It is known as the court of last resort.
7.3.2 Issues recommendations
7.3.3 Hears appeals from an employer or employee against the recommendation of the Equality Officer & Rights Commissioner.
7.3.4 Interprets LRC codes of practice.
7.3.5 Established Joint Labour Committees (JLC)
7.4 Unfair Dismissals Act 1977/2007
7.4.1 Reasons for fair dismissal
7.4.1.1 Incompetent
7.4.1.2 Misconduct
7.4.1.3 Redundancies
7.4.1.4 Incapable
7.4.1.5 Unqualified
7.4.2 Reasons for unfair dismissal
7.4.2.1 Pregnancy
7.4.2.2 Union Activities
7.4.2.3 Beliefs
7.4.2.4 Race
7.4.2.5 Suing Boss
7.4.2.6 Age
7.4.2.7 Traveller
7.4.2.8 Sexuality
7.5 Employment Equality Act 1998
7.5.1 Discrimination
7.5.1.1 Gender
7.5.1.2 Civil Status
7.5.1.3 Family Status
7.5.1.4 Age
7.5.1.5 Disability
7.5.1.6 Race
7.5.1.7 Sexuality
7.5.1.8 Religious Beliefs
7.5.1.9 Traveller
7.5.2 Positive Discrimination
7.5.3 Equal pay for equal work
7.5.4 Set up Equality Authority
7.5.4.1 Aims to eliminate discrimination
7.5.4.2 Provides information about Employment Equality Act
7.5.4.3 Promotes equal opportunities
7.5.4.4 Set Up Director of the Equality Tribunal
7.5.4.4.1 Equality Mediation Officer
7.5.4.4.2 Equality Officer
7.5.4.4.3 Can dismiss a claim. Makes the final decision.
8 Industrial Action
8.1 Legitimate Types of Industrial Action
8.1.1 Official Strike
8.1.1.1 Secret Ballot
8.1.1.2 Seven days norice
8.1.1.3 Strike Pay
8.1.1.4 Peaceful protest
8.1.2 Work-To-Rule
8.1.2.1 work doesn't stop
8.1.2.2 Do what is in contract
8.1.2.3 Over Time Ban
8.1.2.3.1 Workers refuse to do any over time
8.2 Illegitimate Types Of Industrial Action
8.2.1 Unofficial Strikes
8.2.1.1 No secret vote
8.2.1.2 No weeks notice given
8.2.2 Wildcat/Lightening Strikes
8.2.2.1 No warning at all
8.2.3 Political Strike
8.2.3.1 Protesting against the government by stopping work.
8.2.4 Sympathetic Strike
8.2.4.1 Workers not involved in the dispute go out on strike to show their support fot the disputing workers.

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