1. Industrial Relations
Chapter 26

2. What does ‘Industrial Relations’ mean?
Industrial relations refers to the relationship which exists between employers and employees.
It is most important that this relationship is good.

3. Good Industrial relations Good Industrial Relations ensure that:
Discussions take place on a continuous basis
Disputes over wages, working conditions, etc can be settled quickly and without a strike taking place.
Workers are happier in their work and are more productive

4. Bad Industrial Relations Bad Industrial Relations lead to:
Disputes and strikes
Loss of pay for employees
Loss of profits for employers
Workers looking for new jobs
High levels of absenteeism and staff turnover

5. Industrial Relations
What is a ‘Trade Union’?
Trade Unions are organisations formed by workers to protect the interests of their members.

6. Trade Unions help their members in the following ways:
Industrial Relations
Trade Unions
Trade Unions help their members in the following ways:
They negotiate with employers for better wages, shorter working hours, longer holidays, safer working conditions, etc.
They protect members from unfair dismissal
They represent members in discussions with employer organisations and the government, on matters such as taxation, wages, etc.

7. There are 4 types of Trade Union Craft Unions White Collar Unions
Industrial Relations
Trade Unions
There are 4 types of Trade Union
Craft Unions
White Collar Unions
Industrial Unions
General Unions

8. Industrial Relations Craft Unions
Types of Trade Union
Craft Unions
Members belong to a particular trade and have served an apprenticeship
eg.: Irish Actors’ Equity Union, Irish Master Butchers Federation
White Collar Unions
Members work in professional areas such as the civil service and teaching.
eg.: ASTI Association of Secondary Teachers
TUI Teachers’ Union of Ireland

9. Industrial Relations Industrial Unions
Types of Trade Union
Industrial Unions
Members work in the same industry regardless of the work they do in that industry.
It represents people working at different types of jobs in nursing, banking, etc.
eg.: INO Irish Nurses Organisation, Prison Officers Association
General Unions
Members work in all types of industry such as manufacturing, cleaning, electricians, etc.
eg.: Services Industrial Professional and Technical Union - SIPTU

10. Industrial Relations
How is a Trade Union run?
Trade Union members elect certain people (shop steward, general secretary, president) and committees to run the union.

11. What is a ‘Shop Steward’?
Industrial Relations
What is a ‘Shop Steward’?
This is the local union representative and is elected by members for a term of one to three years.
The main duties of a shop steward include:
Recruiting new members
Acting a as a link between members and union HQ and passing on any information received from head office.
Negotiating with the employer on behalf of its members (employees)

12. Industrial Relations
The Irish Congress of Trade Unions (ICTU)
This is a voluntary body made up of member trade unions.
Most trade unions in Ireland are affiliated to the ICTU.
It provides one voice for all its members (unions)
It consults with the government and the government on all matters of national interest
eg.: wages, tax, social welfare
Gives advice and training to trade unions
Nominates people to the Labour Court and Labour Relations Commission.

13. The other party in industrial relations is the employer.
Human resource (personnel) managers represent the employer in all discussions with workers/unions.
Many potential disputes are settled when shop stewards and personnel managers meet

14. Employers organisations: Provide one voice for its members (employers)
Industrial Relations
At national level employers are represented by the Irish Business Employers Confederation (IBEC), the Irish Small and Medium Enterprises Association (ISME), Construction Industry Federation (CIF), etc.
Employers organisations:
Provide one voice for its members (employers)
Represent employers in discussions with the Government
Sometimes intervene if one of their members (an employer) is in dispute with a trade union
It gives advice to its members

15. What is Collective Bargaining?
Industrial Relations
What is Collective Bargaining?
This takes place between the Social Partners
i.e. the Government, Trade Unions, Employers Organisations, etc
They decide on the increase in the level of wages in an economy over a period of time.
In return for keeping wages increases low, the government agrees to keep taxes low.
Collective bargaining leads to the National Wage Agreements
Theses agreements lead to
Better industrial relations (less strikes)
Lower costs, lower prices and increased sales and employment

16. The following are reasons for ‘Industrial Relations’ disputes: Pay
Working Conditions
Unfair Dismissal
Redundancy
Demarcation
Discrimination

17. Workers might want higher wages.
Industrial Relations
Reasons for an Industrial Dispute
Pay
Workers might want higher wages.
Workers might want extra pay for extra work done
eg.: teachers getting paid for supervision
Working Conditions
Fewer hours of work
Safer Work Areas
eg.: Insisting on safety netting on scaffolding

18. Unfair Dismissal of Workers
Industrial Relations
Reasons for an Industrial Dispute
Unfair Dismissal of Workers
Ensuring that employees are fairly dismissed
The Unfair Dismissals Act lays down what an unfair dismissal is, what is a fair dismissal is, the proper procedure for dismissing workers and the forms of redress workers are entitled to if they’re unfairly dismissed.

19. Employees are made redundant if there is no work available for them.
Industrial Relations
Reasons for an Industrial Dispute
Redundancy
Employees are made redundant if there is no work available for them.
Conflict can arise over what employees are laid off first (Last In First Out [LIFO]) and the redundancy payment that they are entitled to.
Demarcation
This relates to doing the work one is employed and qualified to do
eg.: an electrician doing the work of a plaster

20. Industrial Relations
Unions can take 4 different types of ‘Industrial Action’ to back their claims:
Work to rule
Go slow
Overtime ban
Sit in
Strike

21. Where employees will only do the exact work they were employed to do
Industrial Relations
Industrial Action
Work to rule
Where employees will only do the exact work they were employed to do
Go slow
Where employees do their work but do so as slowly as possible

22. Where employees refuse to do any overtime required by their employer
Industrial Relations
Industrial Action
Overtime Ban
Where employees refuse to do any overtime required by their employer
Sit-in
This is when workers refuse to leave their place of work
Unions are rarely officially involved in a sit-in

23. Where workers stop working and place a picket on the employer.
Industrial Relations
Industrial Action
Strike
Where workers stop working and place a picket on the employer.
If the strike is official it will have the backing of the union and the ICTU
What is a Picket?
This is when workers walk up and down outside their workplace carrying placards stating that a strike is taking place

24. Industrial Relations

25. A Win-Win solution for both sides should be the aim.
Industrial Relations
All disputes should be resolved at the earliest possible stage to ensure that both the employee and employer do not loose out.
A Win-Win solution for both sides should be the aim.
If the written down procedures are followed then strikes should not take place.

26. Union Official Head Office/employer Conciliation Arbitration
Industrial Relations
The following are the 5 steps in the resolution of an industrial dispute:
Worker Supervisor
Shop Steward Manager
Union Official Head Office/employer
Conciliation
Arbitration

27. Industrial Relations Worker – Supervisor
Resolution of Industrial Relations Disputes
Worker – Supervisor
The worker should firstly discusses the problem with their supervisor. If there is no agreement then they go on to step 2
Shop Steward – Manager
The shop steward will then discuss the dispute with the manager. If there is no agreement we go onto step 3
Union Official – Employer
A Union Official from head office will discuss the problem with the employer (who informs IBEC). If there is no agreement then we go onto step 4

28. Industrial Relations Conciliation
Resolution of Industrial Relations Disputes
Conciliation
An acceptable person or organisation is asked to help both sides settle their dispute.
This is an 3rd party or middle man.
They encourage both sides to talk out their problems and help both sides reach a mutually acceptable, negotiated solution.
They may suggest a way of solving the conflict.
They cannot tell the parties involved what to do
If there is no agreement we move onto step 5.

29. The decision is acted upon.
Industrial Relations
Resolution of Industrial Relations Disputes
Arbitration
An acceptable independent person or organisation is asked by both sides to examine the dispute and to make a decision which both sides gave agreed in advance to accept.
The decision is acted upon.

30. Industrial Relations The Labour Court This is a court of last resort.
Resolution of Industrial Relations Disputes
The Labour Court
This is a court of last resort.
It is made up of a representative of employers, a representative of the unions and an independent chairperson.
The labour Court investigates a dispute. They make recommendations having listened to both sides.
These decisions are not legally binding but both sides are expected to consider them seriously.
Usually both sides agree in advance to accept the recommendations of the labour court. This is called binding arbitration