Alternative Dispute Resolution Non Union Employee Relations

Maintaining union voice in the Australian university sector: Union strategy and non-union forms of employee participation: Journal of Industrial Relations: http://dx.doi.org/DOI: 10.1177/0022185613489414 This article examines union response to employee’s needs and concerns. The writers finding suggest that in the short term, unions adopted a strategy of compliance and requirement through the development of hybrid forms of voice, such as staff consultative committees. They further understand that non-union

a need for conflict resolution on the job. The grievance and arbitration process is one way for employees to be heard when conflict on the job arises. The grievance and arbitration process is also a way for employees to obtain some type of satisfaction at the end of the grievance process. Having representation by the union often guarantees an employee a fair, just, and timely grievance process. However, not all employees feel that way when they are not a represented the union. The grievance process

Dr Isaac Chaneta Employee Welfare 1 PeCOP Journal of Social and Management Sciences Collective Bargaining Dr Isaac Chaneta University of Zimbabwe – Harare, Zimbabwe Abstract Collective bargaining is concerned with the relations between employers acting through their management representatives and organized labour. It is concerned not only with the negotiation of a formal labour agreement but also with the day- to- day dealings between management and the union. Because the management

British System of Employment Relations Introduction Employment relations refer to the theory and practice in the management and regulation of employee relationship (Smith, 2012; Wilton, 2010). It deals particularly with the socio-political aspect of that relationship as well as the distribution of power between management and employees, conflict and the regulatory framework of the relationship. It has traditionally been understood as industrial relations between trade unions and management. As such

approaches and definitions of “what employee relations is”. “Employee relations is a common title for the industrial relations function within personnel management and is also sometimes used as an alternative label for the academic field of “industrial relations”. The term underlines the fact that industrial relations is not confined to the study of trade unions but embraces the broad pattern of employee management, including systems of direct communication and employee involvement that targets the individual

Key Topics in Labor Relations 26 February 2012 Lynne Treykor Collective bargaining, as its name implies, is achieved when two or more parties come together to make a decision about something. Specifically, it is achieved when employers and a group of employees work together to decide important terms and conditions regarding employment. These terms and conditions include compensation as well as rights and responsibilities of employees, employers, and unions. They can also include guidelines

Introduction In many countries the state’s role in employment relations is not something that can be ignored. The state, which is characterized by a set of institutions made of the executive, legislature, the judiciary, the local government and the police, is a system of political domination that exercises power with the legitimate usage of violence, money supply and taxation. The presence of the state in any aspect of life of its citizens is pervasive, whether it is through macroeconomic policies

MSc EMPLOYEE RELATIONS Dr. Joe McBride Dr. Arjan Keizer 06003512 [pic] I certify that this assignment is the result of my own work and does not exceed the word count noted. Number of words: 1500 (Excluding references, title page) Assess the advantages and problems facing an employer seeking to manage employee relations in a non-union environment. The issue of the ‘non-union’ firm has come to the forefront in Britain principally because it has been seen as an exemplar of one strand

LWC1 STUDY PLAN CONTRACTUAL RELATIONSHIPS Chap Study Questions -10 1. What is the definition of a contract? An agreement between two or more parties for the doing or not doing of something specified. 2. Describe the various types of contracts. 1) Bilateral and Unilateral 2) Express and Implied 3) Executory and Executed 3. Identify and describe the theories of recovery in contract law. -17 1. What conditions would constitute a discharge of a contract? 1) Material breach 2) Minor

equipment inventory, the company may shift to more of a support role for new companies that want to store and repair equipment themselves at “The Group”. The change in mission will result in a need for the completion of job analyses to help prevent employee from leaving the company due to the change