HRM 703 Week 1 Overview: Upon completion of this week, you will be able to: 1. Discuss the employment relationship between workers and the company. 2. Discuss how employers can exist without unions but unions cannot exist without employers. 3. Identify reasons why workers unionize. 4. Discuss why unionization is declining in the United States. 5. Analyze the difference between the public sector labor relations and private business. Introduction to this week's topics:
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Submitted by MARITES O. CAÑA May 2012 The topics that I have been discussed in Dynamics of Labor Relations were Structures, Functions, and Leadership of Labor Unions, Organizational Structure of Labor Unions, Types of Arbitration and The Collective Bargaining Process. These topics is very interesting especially when you are working in a company the Labor Unions is widely exercise and of course these is also interesting to those people that is merely do not have knowledge about how these
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Industrial disputes and it’s resolution on the garments industry of Bangladesh Borna Akter Department of Management Govt. BM College Barisal, Bangladesh BBA(Honours),2nd year
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faster dispute resolving mechanism. That’s why “Arbitration Act” was provided with a view to give speedy justice to the people and also to avoid unnecessary court case expenses. It is an informal dispute settlement mechanism. Bangladesh has recently enacted a new arbitration law, known as “The Arbitration Act, 2001. The Act came into force on April 10, 2001. The Act has repealed The Arbitration (Protocol and Convention) Act, 1937 and The Arbitration Act, 1940. With this new enactment Bangladesh has
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detail. The paper will then examine the most common ways an HR employee will interact with the union. This is discussed through grievances and collective bargaining agreement. The process for both of these is examined in detail including which parts of the collective bargaining agreement are mandatory and permissive issues. Next, the paper explores the process a HR manager would go through in order to keep a healthy, happy, and productive relationship with the union. Finally the paper reexamines
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How to be a Good Employer There are many things to consider in making your organisation an effective, flexible and efficient employer. This fact sheet looks at a range of issues from legal paperwork to effective supervision in order to give you a guide to understanding good practice in employment and to help you to balance that with the needs of the organisation. This Fact sheet covers a number of specific areas that you might want to think ab
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Arbitration as a mechanism for resolving disputes has an ancient history stretching back thousands of years and was primarily based upon the principles of fairness and common sense. The origins of arbitration go back to dispute settlements in Roman law, Asia and Greece and Aristotle is reported to say an arbitrator goes to the equity of the case but a judge decides strictly with the rule of law. Philip the Second, the father of Alexander the Great, was an arbitrator who used this method to settle
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ARTICLE 1- Recognition 1.01 The Employer recognized the Gaming Employees’ Union, Local 1 as the sole bargaining agent for all employees of the Diamond Casino in the City of Windsor, save and except Shift Supervisors and persons above the rank of Shift Supervisor. 1.02 With an employee’s agreement, he or she may fill the role of Shift Supervisor on a temporary basis. ARITCLE 2-Union Security 2.01 The employer shall not deduct from the wages of each employee in the bargaining unit the amount
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MHR 522 Industrial Relations Section 041 Location: TRS 2-129 (Monday 3.00pm - 6.00pm) 1.0 COURSE TITLE 1.1 Course: MHR 522 Industrial Relations 1.2 Semester/Year: Winter 2014 1.3 Prerequisite &/or Exclusions: n/a 2.0 INSTRUCTOR INFORMATION: 1. Name: Ian Sakinofsky 2. Office Phone Number: (416)979-5000 X 7562) 3. E-mail address: isakinof@ryerson.ca 4. Office Location:1-046; Consultation hours: Monday 12.00pm-1.00pm, 2.00pm–3 .00pm 5. Methods of Posting Grades:
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1) YOUR EMPLOYMENT RELATIONSHIP To know whether your discharge was legal, start with what kind of employment relationship you and your employer had. Highest employees are in at-will employment relationships; union workers have collective bargaining agreements; and public employees may be covered by state laws, local laws, or regulations. To evaluate your employment relationship, you should look at the following materials: (1) any letters that you got to apply for the job, (2) any letter you gotten
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