1 / 45

Dispute Resolution

Dispute Resolution The role of the State Nature of conflict Player options 3 rd Party mechanisms Processes A “real” example STATE 3 rd party intervention TRADE EMPLOYER UNION ASSCIATION The Role of the State

Leo
Télécharger la présentation

Dispute Resolution

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Dispute Resolution • The role of the State • Nature of conflict • Player options • 3rd Party mechanisms • Processes • A “real” example

  2. STATE 3rd party intervention TRADE EMPLOYER UNION ASSCIATION

  3. The Role of the State The state sets the framework within which industrial relations exist and it is the state alone which has the law-making powers which may substantially change the rules affecting the employment relationship. (Crouch 1982)

  4. The Role of the State Depends on your perspective: Unitarist Pluralist Marxist

  5. Different Roles The State as Employer The State as Provider of Dispute Resolution Mechanisms The State as the State

  6. The State The Government The Dáil Civil Service Judiciary Garda Síochána Defence Forces

  7. The State as ‘The State’ • Market Individualism(State supports the market) • Liberal Collectivism(principal of ‘voluntarism’ & ‘pluralism’ – State facilitates) • Corporatism(State has power, capitalist focus, unions coerced into compliance) • Bargained Corporation(‘Social partnership’)

  8. Whatever else may have changed since the 1980’s, the defining characteristics of the employment relationship remain unaltered. Thus the basic conflicts of interest that exist between employer and employee have neither been eroded or eradicated. (Blyton & Turnbull)

  9. Two Recent Examples • Minister’s Tactics Could Spark ‘Major Dispute’ Warns Prison Union (IRN Jan 04) • Union Warns of Industrial Unrest Over Any Compulsory Transfers (IRN Dec 03)

  10. Industrial Conflict • Conflicts of interest inevitable • Not necessarily dysfunctional • Handling – crucial • Power bases unequal • Relative power fluctuates

  11. Forms of Industrial Conflict Unorganised Organised Informal Formal Individual Collective

  12. Employee Options - Strikes - Sit-in - Work-to-rule - Go-slow - Sabotage - Output control - Absenteeism - Turnover - Pilferage - Working without enthusiasm

  13. Employer Options • Lockout • Work intensification • Discipline/sacking • Intimidation • Closure

  14. Grievance Protocol Stage 1: You  supervisor  manager Stage 2 Shop steward Stage 3 T.U. official & employer Stage 4 Independent third party

  15. Industrial Disputes 2002 Days Lost = 21,257 (lowest on record since 1923) Number of disputes = 27 Number of firms = 43 Number of worker involved = 3553 Highest number days lost = • Manufacturing • Health & Social Work

  16. Resolution of Industrial Disputes First mechanisms in place with Industrial Relations Act, 1946. Major overhaul with industrial Relations Act, 1990. Provides structural devices for reconciling differences free of disruption.

  17. Third Party Dispute Resolution Level 1Level 2Level 3 Industrial Labour Circuit Relations Relations Court Officer Commission Equality Labour High Officer Court Court Rights Employment Supreme Commissioner Appeals Court Tribunal

  18. Processes • Conciliation • Adjudication • Arbitration • Formal Investigation

  19. Industrial Relations Officers ..assist in the prevention and settlement of trade disputes…. through facilitating voluntary negotiations between employers & workers.

  20. IRO’s • Conciliation • Independent • Voluntary & informal • Operate under L.R.C. Recommendations may be appealed to Labour Court.

  21. Rights Commissioner ….reduce workload of the Labour Court by providing a prompt adjudication service for what may be regarded as less major Industrial Relations issues.

  22. RC’s • Adjudication • Independent • Voluntary & informal • Operates under L.R. Commission Recommendations appealed to Labour Court or Employment Appeals Tribunal

  23. Equality Officers Revised role under the 1998 Employment Equality Act ...deal with discrimination on nine grounds.

  24. EO’s • Formal Investigation • Independent • Voluntary’ish’ & Informal’ish • Operate under the Director of Equality Investigations & based in the Equality Authority Recommendations may be appealed to Labour Court.

  25. Labour Court Established under I.R. Act, 1946. 1990 Act – significantly altered role. • Services free • Independent • Equal representatives of employers and workers • Recommendations not (usually) binding

  26. LC Mission …to find a basis for real and substantial agreement through the provision of fast, informal and inexpensive arrangements for the adjudication and resolution of trade disputes.

  27. LC Functions - Investigate and make recommendations on cases referred. - Registration of agreements (JLC’s & JIC’s) - Appeals against Rights Commissioner or Equality Officer

  28. LC Structure Chairman(Kevin Duffy) 3 Deputy Chairmen  9 Ordinary Members  Administrative Staff For efficiency – can operate in 3 divisions of Chairman (or deputy) + 2 Ordinary Members.

  29. LC Process Minimum formalities • Written submissions by both parties • Submissions read by spokesperson • Supplementary oral submissions • Questions from court

  30. Labour Relations Commission Established under 1990 Act to: ….encourage employers and trade unions to take a positive and constructive approach to Industrial Relations. • Proactive • Restore LC to ‘last resort’

  31. LRC - Took over may functions of Labour Court. - Financed by department of E,T&E. - Tripartite body with Trade Union, Employer and independent representatives.

  32. Labour Relations Commission The primary objective of the Commission is to assist parties or individuals in dispute to resolve their industrial disputes through the appropriate use of the relevant services of the Commission.

  33. LRC Services • Conciliation Service (2002 settlement rate of 80%) • Advisory, Development & Research Service (ADRS) - Rights Commissioner Service

  34. Conciliation Service Assists employers, trade unions and employees to resolve IR disputes. • Responds to requests • Case assigned to IRO within 3 days • Over 80% of referrals settled • If they can’t resolve  Labour Court

  35. Advisory, Development & Research Service (ADRS) Works with employers & employees to build & maintain good relationships in the workplace. • Diagnostic Survey • Joint Working Party • Preventative Facilitation • Voluntary Dispute Resolution (non union)

  36. Rights Commissioner Service Investigate & recommend on disputes involving idustrial relations/employment rights legislation. • RC’s are independent of LRC • LRC provides admin back-up & facilitation

  37. LRC Functions • Review & monitor developments • Prepare codes of practice (eg. Addressing Bullying in the Workplace) • Publish IR/HRM journal • Commission, publish & publicise research • Range of publications • Organise seminars, conferences etc.

  38. LRC 2002 • Conciliation – 1,693 referrals • Employment Rights – 5,695 hearings • Advisory, development & research - diagnostic audit (22) - JWP with frequent user (5) - preventative facilitation (16)

  39. Resources • 40 civil servants • + 6 Rights Commissioners • Seven-member board (employers, TU’s and independents) • CEO – Kieran Mulvey • Annual Budget = €250million

  40. Commission’s Core Values • Flexible & responsive to clients • Quick & full response • Transperent & accountable • Professional • Independent & impartial • Confidential • Positive environment for staff

  41. LRC Advisory Service The industrial relations situation at Limerick Corporation is “one of the worst” that the advisory service of the Labour Relations Commission has come across, according to a diagnostic survey by the service. (IRN December 1998)

  42. Management Views - Small number of “militant” shop stewards – abusing their position - Some workers had other sources of income & not committed to the corporation - Unofficial disputes – increased significantly - Overly dependant on third parties to solve I.R. problems - Lack of consistency in interpretation & implementation of policy.

  43. Employee Views - Workers badly advised or not advised/consulted by shop stewards - Some shop stewards & workers wanted to cause trouble rather than do their work - Some managers were aggressive in their dealings with workers - No future in the corporation due to intention to privatise - Supervisors were not allowed to manage by their superiors – a lot of responsibility with no authority.

  44. Employment Appeals Tribunal Established under Redundancy Payments Act 1967 to: ….adjudicate in disputes regarding redundancy and to administer system of compensation.

  45. EAT Process ... legalistic, individualistic, rights based, heavily reliant on common law notions of fair procedure and assessment of reasonableness. • Claimant submits written case – represented by T.U./solicitor • Give evidence, call witnesses, cross examine, final address • Written recommendation issued

More Related