How would you characterise employee representation in the UK workplace? To what extent do you agree with the argument that the UK is ‘lightly regulated’ in this regard? Introduction This paper seeks to analyse the characteristics of employee representation in the UK and concerns about is the UK ‘lightly regulated’ in regard of the employee representation. Employee representation can be known as the right of workers to seek a union or an individual to represent them to negotiate with their organizations with a wide range of management issues, such as wage rate, working hours, working conditions, health and safety and also their benefits. It is vital to have a formal system of employee representation in a business. This can give an …show more content…
As we know that, there are still some workplaces are lack of employee representations, for example, smaller firms. According to the British Trades Union Congress, there were types of vulnerable workers, such as agency workers, atypical workers, young workers, industrial home workers, etc. Vulnerable workers can be defined as ’someone working in an environment where the risk of being denied employment rights is high and who does not have the capacity or means to protect themselves from that abuse. Both factors need to be present. A worker may be susceptible to vulnerability, but that is only significant if an employer exploits that vulnerability’ (DTI, 2006: 25). They are lack of employment protection (Pollert and Charlwood, 2009) and no union representations. They have no opportunity to express their opinion and no right to negotiate with their employers about their working conditions and terms. The UK government should set up unions for these vulnerable workers, in order to help them to receive better treat from their employers. Moreover, there is a significant decline in trade union recognition and representation and the nature of negotiation shifts to consultation (Terry, 2010). As it mentioned above, there is no absolute right to representation in the UK at the moment. The most common way to negotiate with firms is through the trade union. However, trade union
“An Employee Representative or an official … shall be allowed to enter the workplace … to assist with representing an employee(s)
Industrial relations → management of employees: pay rates, encouraging union representation, individual contracts or wage agreements with whole workforce
Over the last two centuries the relationship between organizations and their employees have changed as the result of interactions between the two groups and in response to changing governmental legislation. During this period, labor unions arose to advocate for workers and address the inherent power imbalance between individual workers and organizations (Thornton, 2013). In workplaces were unions represent employees, Foss (2008), defines labor relations as the “ongoing interchange between the union and the employer that identifies their common and specific interests and creates mechanism to clarify, mange, reduce and resolve conflicts over their specific interests” (p. 1). The legal framework governing the practice of labor relations is
The definition of 'employee' and 'worker' differs slightly from one area of legislation to another, but generally workers have less rights
A review of the major parts of National Labor Relations Board was enlightening particularly in regards to “the rights of private sector-employees to join together, with or without a union, to improve their wages or working conditions” (National Labor Relations Board, Retrieved 2015). Specifically, the rights of employees to confront an employer about wages without a union was interesting. Although the majority of employers protect themselves against this practice by incorporating a clause in the employee rules and regulations that prevents the discussion of wages and salary among workers and/or coworkers.
The legal system plays a vital part in balancing the rights and responsibilities of employers and employees. The extents to which these rights and responsibilities are adequately balanced by the law are lacking in certain areas and as a result non-legal avenues of maintaining this equilibrium are pursued. The legal system attempts to provide sufficient guidance for workplace related issues in the reform brought about by the 2009 Fair Work Act (Cth) and the regulations it has implemented. However, whilst issues such as discrimination, safety, leave and Termination of employment highlight the significant deficiencies of the legal system, they also serve as evidence of the substantial effort of the law in providing justice for employees and employers. The legal system makes is vital to ensuring a safe and just environment in the workplace however further
Being part of a union gives members the benefit of negotiating with their employer collectively, as part of a group; giving them more power than if they were to negotiate as individuals (Silverman, n.d.). Overall, unions demand fairness which can lead to the unions influencing and changing ‘managerial decision-making at the workplace level’ for decisions in which employees are affected (Verma 2005). Unions are also beneficial to have present in the workplace because their bargaining of better condition will often benefit non-members as the conditions negotiated with management are implemented across the organization with no regard to membership status. Management is also able to avoid union disagreement by benchmarking conditions to that of an already unionized workplace.
Given the culture these days of “No Win - No Fee” solicitors, the majority of employers have legal expenses cover that allows them to be guided through all employment issues by professionals who have the expertise in employment law. Owners/managers are advised to use this service for even the smallest employment issue as not following due process can prove costly for employers. In addition, these experts and the advice they give are non-biased and in accordance with current employment legislation.
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 forms of employee representation may not allow employees to express dissatisfaction with the workplace because of employer retaliation. Unions, the research explain would seek to dominate these committees by ensuring that their members were elected as staff representatives, thereby safeguarding the dominance of union voice. The non-union employee representation that was created, however, was constrained as an expression of employee voice. Despite this constrain unions have actively involved in establishing representative structures that given exposure to a broader set of organizational issues than those normally covered during collective bargaining. However, where unions have been weak or entirely absent from the workplace, employers were motivated to instigate alternative voice mechanisms through non-union representative bodies in order to channel dissatisfaction, facilitate communication and encourage
A union is an organization of workers who join together in order to have a voice in improving their jobs and the quality of work within the organization. In many occasions, unions help employees of an organization negotiate pay, benefits, flexible hours and other work conditions that may arise. Unions have a role because some degree of conflict is inevitable between workers and management (Noe, 2003). In this paper, I will be discussing the impact of unions and labor relations within an organization.
Unions challenge oppression, inequality and discrimination as they fight for what they believe in (Hyman, 2002, p. 10). If they feel like an individual is being treated unfairly, voices can raise a lot of awareness. An example in the reading was working class families in Cape Breton coals town shared interest in improving wages and conditions (Black, 2012, p. 148). This shows that in other parts of the country wages, working conditions and health/safety environment are problems that need attention. Worker centres can help address a range of issues such as working conditions and wages (Black, 2012, p. 146). Worker centres are a great facility which can help many individuals with their issues. It’s shocking that Americans consider unions as a negative factor that is making their economy fall down (Kristof, 2015, para. 10). Unions have their ups and downs, but unions help the economy get better and doesnt bring the economy down. Richard B. Freeman stated that “unions bring important benefits to industries, which can improve morale, reduce turnover and provide productivity improvements” (Kristof, 2015,
Aim Objectives Provide an overview for the presented discussion on employee voice Identify voice practices which represent an example of direct employee involvement and an example of representative participation Primary Research Methods Desk based research Analysed and assessed information; data and presented in report format Internet research focussed on Employee Voice Practices, Human Resource Management, Employee Involvement and Employee Participation, Unionised and non-unionised workplaces, Trade unions and collective bargaining Journal articles including Dundon and Wilkinson (2006), Employee Participation, chapter 15; CIPD (2005), (2009); Glover (2001), Communication and
This essay will argue that the concept of ‘worker’ defined under section 230 of the Employment Rights Act (“ERA”) 1996 is board; however, due to the undefined scope of section 230(3) of ERA 1996, employment tribunals and the courts have adapted a rigid approach in their interpretation; that there is a ‘high degree of legal uncertainty’ as established in this area of law; that the law does not adequately deal with non-standard forms of ‘workers’; present proposals for reform by the UK Parliament on the interpretation and application of law at common; and finally provide a conclusion for the arguments put forth.
This essay will look at various methods that have been used in the historical and modern context to give employees ‘voice’ which include Voluntarism, Trade Unions (TU’s) and
From this perspective, trade union is perceived not necessary and the role of it is creating conflict, and it is seen an unwelcome intrusion into the organization from outside competing with management for the loyalty of employees (Rose, 2004). Trade unions exist either as the result of wickedness or perverseness of individual employees, or because of a failure of management to anticipate and incorporate worker needs and concerns (Bray, Deery, Walsh and Waring, 2005).