9 Local trade unions Negotiations also take place at local level on labour rules and other locally determined issues. The contract is largely administered at the local union level. Most of the day-to-day interactions between workers and management take place at the local union level. The national union provides assistance. Most union contacts are with shop stewards Individual members` participation in local union meetings includes the election of union officials and strike votes. However, most union contacts take place with the shop steward, who is responsible for ensuring that the terms of the collective agreement are applied. The shop steward represents employees in the event of contractual claims. Another union position, that of company representative, performs some of the same functions, particularly when the union deals with several employers, as is often the case with craft unions. The Greek system of labour market regulation has traditionally been characterised by a legal structure resulting from the interventionist role of the Greek state. The fundamental institutions of the industrial relations system – freedom of association, the internal structure and organization of trade unions, collective bargaining and the right to strike – are traditionally regulated by law (Yannakourou 2005). As industrial growth in Greece was delayed, labour legislation only took shape in the early 20th century and accelerated after World War II (Koukiadis 2009).
The modernisation of the Greek labour market and collective autonomy began in the 1970s with the aim of adapting to labour relations and conflict-based social movements (Ioannou 2012b: 204). The 1975 Constitution democratized industrial relations and broadened and broadened the existing list of fundamental rights, and Law 1264/19822 subsequently created a series of commercial relations. This study focused on a critical assessment of collective bargaining policy in Nigeria from a historical perspective. The main objective of this study was to assess the structure and system of collective bargaining in Nigeria since colonial times. The study adopted a conceptual analysis and theoretical explanation of the origin, development, weakness and involvement of the state in collective bargaining policy in Nigeria through a critical review of the existing literature. The study found that collective bargaining as a wage-setting mechanism in the public sector aims to prevent unilateral taxation of wages by the government and vice versa. However, it is not often used by the Nigerian government to determine salaries, but the government relies more on salary commissions, pay tribunals, and civil service administrative rules to determine salaries in the public sector. As a result, collective bargaining appears to be potentially ineffective. 1 Collective Bargaining and Industrial RelationsChapter 14 Collective Bargaining and Industrial Relations Chapter 14, Collective Bargaining and Industrial Relations, describes the industrial relations model and the objectives and strategies of the company, management and unions; union structure (including union administration and membership); the legal framework, union and employer interactions (organization, contract negotiation, contract management); and the achievement of objectives.
Environmental factors (other than legal) and bargaining power International comparisons and industrial relations in the public sector are also discussed. Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. A study on collective labour agreements and . 22 What supervisors should avoid to remain free to unionizeThreaten workers with more difficult employment conditions or lose their jobs if they unionize. Ask workers about any anti-union or anti-union feelings they or others may have, or review union authorization cards or pro-union petitions. Workers promise that they will enjoy favourable conditions of employment if they refrain from trade union activities. Spying on employees known or suspected of engaging in pro-union activities.
Table 14.9 What supervisors should not do to remain free of unions include: the threat of harsher employment conditions or job loss if they unionize. Ask workers about any anti-union or anti-union feelings they or others may have, or review union authorization cards or pro-union petitions. Workers promise that they will enjoy favourable conditions of employment if they refrain from trade union activities. Spying on employees known or suspected of engaging in pro-union activities. Chapter Key Points Understanding the history of the emergence of unions Identifying unfair labour practices of management and unions Understanding the union. 14 Exclusions from NLRA coverage Table 14.3NLRA specifically excludes coverage for persons who • are employed as supervisors. • Employed by a parent or spouse. • Employed as an independent contractor. • Employed in the domestic service of a person or family in a home. • Employed as agricultural labourers. • Employed by an employer subject to the Railway Labour Act. • Employed by a federal, state, or local government.
• Employed by another person who is not an employer within the meaning of the NLRA. Although the NLRA largely covers the private sector, Table 14.3 shows that there are some notable exceptions. The NLRA specifically excludes persons employed as supervisors from its scope. • Employed by a parent or spouse. • Employed as an independent contractor. • Employed in the domestic service of a person or family in a home. • Employed as agricultural labourers. • Employed by an employer subject to the Railway Labour Act.
• Employed by a federal, state, or local government. • Employed by another person who is not an employer within the meaning of the NLRA. 8 America`s largest unionsMost union members belong to a national or international union. In turn, most national unions consist of several local units, and most are affiliated with the American Federation of Labor and the Congress of Industrial Organizations (AFL-CIO). An important characteristic of a union is whether it is a trade union or an industrial union. 21 To remain free from unions, supervisors must report union activities to a central management group. Indicate and coordinate the company`s response to pro-union arguments in order to maintain consistency and avoid threats or promises. Follow effective management practices: Convey recognition and appreciation. Solve employee problems. Protect employees from harassment or humiliation. Provide company-related information. Be consistent in the treatment of different employees.
Consider any special circumstances. Ensure an appropriate performance management process. Treat all employees with dignity and respect. Table 14.9, What supervisors must do to avoid unionization, Report any direct or indirect signs of union activity to a central management group. Deal with employees by carefully stating the company`s response to pro-union arguments. These responses must be coordinated by the company in order to maintain consistency and avoid threats or promises. Eliminate union problems by consistently following effective management practices: convey recognition and appreciation. Solve employee problems.
Protect employees from harassment or humiliation. Provide company-related information. Be consistent in the treatment of different employees. Consider any special circumstances. Ensure an appropriate performance management process. Treat all employees with dignity and respect. 10 American Federation of Labor and Congress of Industrial Organizations (AFL-CIO)AFL-CIO is not a union, but an association that seeks to promote the common interests of its affiliates at the national level. There are 54 affiliated national and international unions and thousands of local groups. Represents workers` public order interests such as civil rights, economic policy, occupational health and safety.
Provides information and analysis that affiliated unions can use for their activities: organizing new members, negotiating new contracts and managing contracts The AFL-CIO is not a union, but an association that seeks to promote the common interests of its affiliates at the national level, just as the Chamber of Commerce and the National Manufacturers Association do for their employer members. There are 54 affiliated national and international unions and thousands of local groups. The AFL-CIO represents workers` interests in areas of public policy such as civil rights, economic policy, occupational safety and health. It also provides information and analysis that member unions can use in their activities: organizing new members, negotiating new contracts and managing contracts.
