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Industrial Relation Case Study

1898 Words8 Pages

1.0 INTRODUCTION

Industrial relation is study about the relationship between employers and employees. Industrial relation was identified had three faces which is science building, problem solving and ethical (Kaufman, 2004: pg. 94). In the science building, industrial relation is part of the social sciences as it seeks understanding in the employment relationship. In problem solving, there were establishment of trade union that consist of trade members in order to settle trade dispute such as requirement for higher wages, optimum working hours and protection from discrimination. For ethical value, it is inseparable with industrial relation as it wills emphasis employment relationship where it rejects “autocratic employer” principles, (Kaufman, …show more content…

The establishment of a union must be recognized by the employer concerned first before it can begin collective bargaining with an employer. Based on Industrial Relations Act 1967 (IRA 1967), Section 9, the procedure for a claim for recognition is stated. Employer of the trade union shall accord recognition within twenty one days after the claim. If not, DGIR have the power to withdrawn the claim for recognition. The Director General of Industrial Relation (DGIR) have the power to require the trade union of workmen, the employer, or the trade union of workmen, the employer, or the trade union of employers concerned to furnish such information as he may consider necessary or relevant within the period specified in the requirement. (2010:pg.17&18) In order to make information, Director General may obtain it from the person which he thought rationally has concern within fourteen days after 21 days have passed from the service of the claim towards recognition been …show more content…

For example, the feedback will be provided to the complainant by a formal letter regarding to their complaint 3 days from the date of receipt. This is because the cooperation given by all relevant parties is one of the main factors of complaints received by the Director General which can be completed successfully. Therefore, Section 20 is a provision of the act that allows the Director General to regulate the relationship between employers and workers and also trade union to prevent and reduce disputes between

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