UNION RECOGNITION PLANNING TO ORGANISE Union recognition 0.

Slides:

Advertisements

Similar presentations

Convention No. 189 Recommendation No.201

Advertisements

Employer’s anti-union campaign

What is “organising”? Why organise? Strategy

Benchmarks and work plans

ORGANISING Arbolitos (worker networks) Talking to apathetic or fearful workers.

Erstellt mit finanzieller Unterstützung der EU Kommission Luc Triangle, EMB 1 ROLE OF SOCIAL PARTNERS REGARDING MANAGEMENT OF INFORMATION, CONSULTATION.

Why use a Human Resource consultant? BOWEN VALE HR SERVICES.

Chapter 10 The Labor Union and the Supervisor. Chapter 11/The Labor Union and the Supervisor Hilgert & Leonard © Explain why and how labor.

SMALL BUSINESS AND WORKPLACE SAFETY AND HEALTH: THE CHALLENGE; THE OPPORTUNITY Small business and working conditions: Eurofound research findings Jean-Michel.

CHAPTER 1 The sources and institutions of employment law.

Outsourcing and Offshoring Major trend in UK business and service industries Outsourcing –work delegated to other companies under contract Offshoring –the.

Human Resources – Legal Considerations Unit 5: Organizing.

EWC A body for workers’ and employer’s co- operation in transnational companies in European Union.

JáN KIMÁK LEGAL CONCEPT OF EQUALITY IN INTERNATIONAL & NATIONAL LAW

Strategic Plan IDWN/Global Network AFRICA

Lesson Starter 1.What are pressure groups? 2.Why do pressure groups exist? 3.Name one method used by pressure groups. 4.Give two examples of Pressure.

STIR Occupational Health and Safety (OH&S) Occupational Health and Safety (OH&S) laws establish two things: 1.The right of employees to a healthy and safe.

ACTRAV-ITC-ILO COURSE A Trade Union Training on Freedom of Association (FoA), Organising & Collective Bargaining in the era of Globalization”

Work Programme Collective Bargaining & Social Policy Introduction Anna-Lena Börgö Etaat Bart Samyn.

Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 21.1 Views on Trade Union Recognition The proportion of.

TRADE UNION. 1 Explain the background, the rights to unionism, and the law that govern trade union (C2) 2 Discuss the roles and responsibilities of trade.

Industrial Relations System The laws dealing with the arrangements that are made between workers and employers The laws dealing with the arrangements that.

Migrant Labour and Trade Unions A try-out presentation 24 August 2005, Turin.

ROLE OF THE NATIONAL LABOUR INSPECTORATE The National Labour Inspectorate (PIP) is the administration responsible for providing supervision and control.

October 21-22, 2008 Druskininkai, Lithuania. Workshop on Migration Druskininkai, October 21-22; No. of participants – 28; No. of represented countries.

The International Federation of Purchasing and Supply Management Supply Chain Management and Strategic Sourcing embracing purchasing, materials, logistics,

SA1: Living in a Democracy Trade Unions. A trade union is an organisation of workers that tries to protect and improve the working conditions of its members.

GROUP WORK 11 (GROUP 3 - MEMBERS : MITRA,TAU, CHOUDHARY, SYLVIA) ♥NEPAL 1)Challenge - Lack of Legislation / Interference from Government on Freedom of.

Unionized Jobs. Definitions Labour Relations Board: A department of government that administers trade union legislation. Collective Agreement: The employment.

Trade Unions Read the bullet points as you go through the Power Points. Can you write something about each? NO - Look at you class jotters. Click on a.

Kill the Trade Union Bill Protect your collective rights.

IB Business & Management Topic 1 – Business Organisation and Environment ORGANISATIONAL PLANNING TOOLS.

ETUC Project 2014/06 "Building an Enabling Environment for Voluntary and Autonomous Negotiations at Transnational Level between Trade Unions and Multinational.

Interference in the labour market. Minimum Wage  A minimum amount per hour which most workers are entitled to be paid.  U.S. minimum wage is 15,000.

Special Interest Groups An organization of people with shared ideas and attitudes who attempt to influence public policy.

International Conventions on Collective Bargaining.

The Danish Confederation of Trade Unions, LO Welcome to LO.

Course Orientation A Trade Union Training on Collective Bargaining for Union Leaders (Francophone and Anglophone Africa) 18 to 29 July 2011.

‘Organizing’ in the changing world of work Issues and Strategies Arun Kumar, Actrav-ILO-Turin.

4.3 – The Role of Trade Unions

JILAF- ACTRAV/ITC-ILO Workshop A Trade Union Training on Employment Relationships, Contractualization & Labour Law 9 – 13 Aug 2010, Bangkok ACTRAV-Turin.

M O N T E N E G R O Negotiating Team for the Accession of Montenegro to the European Union Working Group for Chapter 2– Freedom Movement for Workers Bilateral.

Employer / Employee Relations. Content Employee / Employer relations Different approaches to employee relations: Collective bargaining Individual bargaining.

ITCILO COURSE A Capacity Building for Organizing and Managing Trade Unions 13 to 24 May 2013 Strategies for Establishing Effective Organizing Committees.

People in Business Trade Unions. By the end if the lesson you will…  Be able to explain what a Trade Union is and can affect workers, customers, the.

1 International Metalworkers’ Federation International Framework Agreements & role of national level unions Jenny Holdcroft.

Arab Countries and GATS - Mode 4: Negotiating for a ‘ fair ’ and ‘ just ’ migration regime Dr. Azfar Khan Senior Migration Specialist ILO Regional Office.

Build stronger unions Deliver minimum living wages backed by sustainable systems to deliver them Ensure social protection Change corporate behaviour in.

Employee Participation

2.7 Employer & Employee Relations

Employee Participation

New Market for Handicraft Industry

Employee Participation

University of the Western Cape

Unit 3 Human Resource Management Aim The aim of this unit is to enable students to appreciate and apply principles of effective Human Resource Management.

Country Report: Hong Kong SAR, China

ACTION PLAN Improving the protection of precarious workers in Viet Nam

Can government regulation help extend worker voice to the self-employed? CASE STUDY: POLAND.

Group Work: Country Review

Workshop Orientation Trade Union Training on

ITCILO/ACTRAV Course (A )

‘Organizing’ in the changing world of work

Special Features of the Swedish Government Sector

MARKET FOR LABOUR LABOUR MARKET IN EQUILIBRIUM SL

Country Situation Review: Group Work 1

Country Situation Review: Group Work 1 (discuss country wise but present a regional picture)

Course Orientation Organizing and Collective Bargaining

LABOUR LAW TRADE UNION.

THE EU LEGAL FRAMEWORK ON EMPLOYEE INVOLVEMENT

WHAT PROTECTS OUR WORKERS?

Presentation transcript:

UNION RECOGNITION PLANNING TO ORGANISE Union recognition 0

UNION RECOGNITION 2

3 What is the legal framework for gaining union recognition? Are there other laws that affect organising?

UNION RECOGNITION 4 Unions sometimes allow legal frameworks to control our organising strategy. We need to understand our legal frameworks but not be limited by or trapped by them. Our benchmarks and plans should be set by our situation, not by the legislative framework.

UNION RECOGNITION 5 In India, a registered trade union of workers shall at all time continue to have not less than 10% or 100 of the workers, whichever is less… Once 10% of the workers join the union, what should we do? Register with the labour board with 10% of the workers affiliated. Increase worker involvement first and then register. WHY?

UNION RECOGNITION 6 In India, there are legal protections that give workers the right to organise: freedom of association and core labour standards. The laws are strong, but delays common. Which will best protect the workers? The legal right to organise. Increase worker involvement before we publicly confront the employer. WHY?

UNION RECOGNITION 7 In Argentina, the law protects workers who are elected as union delegates from termination. In a workforce of 400, the union would be allowed to elect 5 delegates. Which will best protect the workers? The legal protection provided to the elected worker delegates. Increase worker involvement before we publicly elect delegates. WHY?

UNION RECOGNITION 8 In much of English-speaking Africa, the law provides for recognition once the union has signed up 50% +1 (a simple majority) of the workers as union members. It can lose recognition if it falls below this minimum. Some unions want to sign up 75% before they seek recognition. WHY?

UNION RECOGNITION 9 Informal or precarious workers may not be covered by labour laws. Can we still organise workers if they are not covered by labour legislation? Are out benchmarks relevant? WHY?

UNION RECOGNITION 10 When workers face pressure, we will usually need a higher standard of worker involvement than the minimum the law allows.

UNION RECOGNITION 11 ACTIVITY: Benchmarks and union recognition Aim: To understand and analyse the laws and regulations relevant to organising workers. To be able to put organising strategy and benchmarks first and not allow the strategy to be limited by or trapped by legal frameworks. Tasks: Select a facilitator and timekeeper. Review the benchmarks we have set. Discuss which is the best option once we have met the minimum legal requirements for union recognition: A. Take the steps for union recognition. B. Increase worker participation first and then seek union recognition. Prepare to share your ideas with the large group.

UNION RECOGNITION 12 Anything else to discuss regarding union recognition?