Table of contents
A general introduction which explains the employer/employee relationship p.2
Examine the context of labour relations p.3
Distinguish between the various roles participants in South Africa’s labour relations system p.4
Analyse the South African labour legislative framework regulating the labour relationship p.7
The rights and obligations of both parties to the employment relationship p.11
The role of collective bargaining and organisational rights in the labour relationship p.13
A general introduction which explains the employer/employee relationship.
The employer- employee relationship refers primarily to the communication that takes place between employers and employees
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Examine the context of labour relations
Labour Relations is the study and practice of the management of employment situations (Budd 2010). The aim of this concept is to remind and make people aware of the human rights in a workplace. Gerber, Nel and van Dijk (1995) explain labour relations as a discipline under which employees try to satisfy their economic, social and psychological needs in their work environment.
In South Africa the government mainly controls the labour relations system because the government is seen as the legislature. The labour relations system consists of the state (government), which is the secondary participant and employees (labour unions) and employers (management), which are the primary participants. This means that the system is largely controlled by the state and affects employers and employees
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The rights may be added to the employee’s employment contract. There are two types of rights namely explicit right that are and employees contract and implicit rights which are various pieces of legislation that are not referred to in the contract. There are also common law rights. These rights are automatically accepted as they have become part of the common law. “It is important to remember the reciprocal nature of the relationship between the employer and the employees, for what may be right for one, may be an obligation for the other” Venter et al., 2011). According to Venter and Levy rights do not exist within a vacuum, and that there are always obligations that come with them. These rights are usually forgotten by the parties involved within the employment
To select the sample for this study, data will be collected from two businesses; Alabama Power and Blue Cross and Blue Shield of Alabama in Birmingham, Alabama. The surveys will include segments in which the participants were asked to give an account of their; workplace, supervisor-subordinate relationship, leadership, employee performance, and organizational performance at the workplace (Scheidt-Nave et al., 2012). The other possible data collection may come from Survey Monkey. The instruments used for this study will be the OPS (all 67 participants will evaluate the organization), 360-degree feedback (57 subordinates will evaluate their supervisors and 10 supervisors will evaluate their subordinates), and the GRS (10 supervisors will evaluate their subordinates and 57 subordinates will evaluate
Labor Practice Paper Angelia Henry PHL/320 May 2, 2016 Bridget Peaco Labor Practice Paper Merriam-Webster online defines a sweatshop as a shop or factory where employees work long at a low wage that is under poor and unhealthy conditions (Merriam-Webster On-line Dictionary, 2016). Sweatshops are factories that violate two or more labor laws to include wages, benefits, child labor or even working hours (Ember, 2014-2015). Companies will attempt to use sweatshop labor to lessen the cost to meet the demands of customers. When we think of sweatshop, we always want to look at third world countries and never in our own backyard. In 2012, the company Forever 21 was sued by the US Department of Labor for ignoring a subpoena requesting the information on how much it pays its workers just to make clothes (Lo,
(Boella; Pannett, 1996) The Equal Pay Act 1970, amended by the Equal Pay Regulations 1983, provides the legal framework to remove discrimination between the sexes in the terms of their contracts of employment. Since, the introduction of the Equal Pay Act women has been able to claim equal pay to men. This regulation introduced a right to claim equal treatment for work of equal value in situations where the jobs of the complainant and the person with whom he or she is seeking comparison have not been rated equivalent under a job evaluation scheme.
Companies and corporations were also held accountable for the treatment of their employees from the formation of unions by the people. Today we see that the treatment of employees has become prioritized by some businesses and the evolution of voting
These rights were written into the original 1935 National Labor Relations Act and have been upheld in numerous decisions by appellate courts and by the U.S. Supreme Court. However,
One of the unfair labor practices that the Act prohibits involves employers interfering with, restraining, or coercing employees even as they exercise their rights (Bain, 2011). This includes the right to organize and take part in the labor organizations, as well as to collectively negotiate for wages or improved working
The topic of Labor Unions has been the focus of many political debates in recent years, with these discussions having people advocate for and against the unions. Labor Unions are an organization that represent a collective group of employees to protect and further theirs rights and interests. Labor Unions were first introduced in the eighteenth century with increasing numbers around the United States and the world, but unfortunately during the past decade these numbers have drastically decreased, resulting in less education and achievement of solidarity among employees. Solidarity is the unity or agreement of feeling or action, especially among individuals with a common interest. Workers in the United States would benefit more through labor
This sociological analysis paper will analyze the case of Monica Harwell, who is a female of African-American origin working at the Con Edison electrical utility company. She faced discrimination from her colleagues because of the color of her skin and the fact that she was a woman. Nevertheless, despite her qualifications and her hard work to the extent of even going back to school to better her career, which made her more qualified than most of her colleagues, Monica Harwell faced a lot of discrimination amongst her work mates, her case was so severe that she would even go urinating in the woods while at work, other colleagues would speak behind her back just to make sure that she does not progress in her career, she is even reported saying
• Civil liberty are citizen’s freedom to exercise customary rights such as freedom of speech without government interference. • In U.S. this right are guaranteed by the laws of the country commonly known as the Bill of Rights. • For instance the government in U.S cannot interfere in an individuals freedom of worship or freedom of speech. • Civil liberties are rooted in the Bills of Rights which limits the power of the government. • Civil liberty are established for the good of the community.
The employer may not want to accommodate the employee because it may jeopardize workplace safety, result in poor work performance, decrease professionalism in the
When it comes to equal opportunities in the matter of employment, article 16 says that there cannot be any discrimination based on
The term labour relations, refers to the system in which employers, employees and their representatives (management) and, the government who all interact and work together directly and indirectly to set the ground rules for working relationships inside and organization. labour relations has its roots stemming from the industrial revolution, where we saw the emergence of trade unions to represent workers and their rights. A labour relations system reflects the interaction between the main actors in the organization namely the government, the employer, trade unions and employees. Well set out labour relations in an organization safeguards fair labour practices, as well as contributes to long term success within the organization. There are multiple advantages to the Labor Relations Act, all of these advantages are put into place in order to protect the well being of the employee as well as the employer both on a fair and equal basis.
According to Stone (2013), discrimination is when another person is differentiate from another groups based on their sex, race, disability, marital and parental status. In the anti-discrimination legislation, it is known as making a group in advantaged and the other are in disadvantaged. Employment discrimination happens when employees and job applicants were discriminated because of their weaknesses, their family medical history, women that are pregnant, or the connection with a certain individual. (Doyle 2017). Discrimination has a lot of type such as discrimination by the society, discrimination that are indirect, harassment, and victimisation.
In a company Human Resource is a very important part of the strategic plan. The HR department is the go-to when a company decides how to approach a problem or gain Ideas. If there needs to be hiring, the HR department will take care of it. They will provide the proper training and tools to achieve the organizations goals. There must be a strategic plan put in place that way everyone is on the same page internally within the company to be successful outside of the company.
Industrial relations system in Malaysia functions within the legal framework of the industrial relations act 1967 and the industrial relations regulations act has this to say “An Act to provide for the regulation of the relations between employers and workmen and their trade unions and the prevention and settlement of any differences or disputes arising from their relationship and generally to deal with trade disputes and matters arising therefrom.” [7 August 1967]. The Act is self-contained. It changes all previous legislation pertaining to industrial relations but continue to encourage democratic self government in the industry by implementing safeguards to legitimate rights, prerogatives and interest of workmen, employers and their trade