Type:
Solution Manual
Resource:
Industrial Relations in Canada
Edition:
4th Edition
Author(s):
Fiona McQuarrie
Instructor’s Manual to Accompany McQuarrie/Industrial Relations in Canada, Fourth Edition
CHAPTER 1 An Introduction to Industrial Relations in Canada
LECTURE NOTES
Chapter 1 Objectives At the end of this chapter you should be able to: • Identify the various terms used to describe union-management relationships • Describe how other academic subjects might address industrial relations issues • Identify the major pieces of legislation that regulate Canadian industrial relations and explain the common elements among those laws • Understand how other kinds of Canadian legislation affect industrial relations • Identify some of the major demographic and statistical features of Canadian union membership
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What Is Industrial Relations? • Refers to the relationship between a union and an employer − Union: organization run for and by workers − Employer: organization that workers in union work for − Employer can also be called “management”, “the company”, or “the organization”, but “employer” is most common term because it reflects employer-employee relationship that is the basis of union’s connection to workplace − Union’s primary role is to represent workers in interactions with the employer − Union is given this power through Canadian provincial and federal law The expression industrial relations (IR): • Is the preferred Canadian term for union-employer interactions - Used by federal government since 1919 Royal Commission to Enquire into Industrial Relations in Canada •
Is a more appropriate description than labour relations (LR) - “Labour relations” comes from “organized labour”, a term used to describe unions
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Emphasizes that there are two parties - “Labour relations” only focuses on labour side of union-employer relationship - “Industrial relations” also indicates that union-employer relationship is within the context of an industry or workplace
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One widely used definition of “industrial relations” contends that it is a broad and interdisciplinary field of study and practice that encompasses all aspects of the employment relationship More appropriately as a descriptor of union-employer relationship - In common usage “industrial relations” refers to employer-employee relationships in unionized workplaces - Study of non-unionized workplaces is usually called “employment relations” or “human resource management” (although human resource management (HRM) can and does deal with issues in unionized workplaces)
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Much I.R. research on non-unionized workplaces investigates how nonunion workplaces replicate or adopt structures of unionized workplaces
I.R. differs from H.R.M. primarily in that I.R. deals mostly with unionized workplaces, while H.R.M. deals with both unionized and non-unionized workplaces
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No Single, Unifying Theory of Industrial Relations I.R. issues may interest historians, psychologists, economists, and others - E.g., historian: events leading to formation of a union or study of an industrial relations conflict - E.g., psychologist: development or changes of individual attitudes toward union or employer - E.g. economist: effect of unionized wage rates on industry wage rates or cost of living
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Each would approach the topic differently - Thus there is no single theory that completely explains all events in I.R. - Some theories may even contradict or be in conflict with each other
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No single theory could explain every possible situation - I.R. contains perspectives from multiple disciplines - Union-employer relationships involve complex work and work arrangements, and take place within complex organizations – and therefore difficult to have a single theory - Should instead recognize that different perspectives help to make a richer contribution to how we understand union-employer relationship
Why Study Industrial Relations? • Common student attitudes: − Unions no longer needed because workers are treated fairly − Only part of Canadian workforce is unionized, so no need to study unions if you might never join one − Personally opposed to unions and would never join one
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All valid statements, but there are several reasons to study I.R. even if you hold some or all of these beliefs: 1. In many workplaces and occupations, union membership is a prerequisite to employment − Attaining a certain job or pursuing a certain career may require joining a union regardless of one’s personal views on unions 2. Non-union members are often affected by the actions of unions and unionized employers − E.g., during Air Canada’s 2012 labour disputes between unionized workers and the employer (Air Canada), the impact of the conflict extended to other parties: travellers whose trips were disrupted; businesses whose products and supplies were not delivered on time, etc. − Thus important to understand unions and their activities even if you are not part of a union 3. Canadian law makes unionization an option for nearly every kind of worker − Not every workplace is perfect and unions may have a role to play in affecting worker satisfaction and working conditions 4. Knowing the history of unionization helps explain the modern Canadian workplace and the laws that govern it − Unions have been influential in obtaining e.g. minimum wage laws, occupational health and safety standards 5. Knowledge of I.R. is a benefit for anyone seeking employment in human resource management or related fields - Ability to work within and understand both unionized and non-unionized environments is a much sought after skill for employers 6. It is easier to contest unions if you know about them - If you want to oppose a union, it’s useful to know how they operate, what laws govern their operations, and what employers can and can’t do to counteract unionization in the workplace
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