What is Labour Ralations?

Labour Relations involves the body of work concerned with maintaining Labour to
Labour relationships that contribute to satisfactory productivity, motivation and
morale. Essentially, Labour Relations is concerned with preventing and resolving
problems involving individuals with arise out of affect work situations.

Advice is provided to supervisors on how to correct poor performance and Labour

misconduct. In such instances, progressive discipline and regulatory and other
requirements must be considered in effecting disciplinary actions and in resolving
labour grievances and appeals. Information is provided to labour to promote a better
understanding of management’s goals and policies. Information is also provided to
labour to assist them in correcting poor performance, on or off duty misconduct, and /
or to address personal issues that affect them in the work place.

Labours are advised about applicable regulations, legislation and bargaining

agreements. Labours are also advised about their grievance and appeal rights and
discrimination and whistleblower protections.

 Relationship between union and employer

 Union functions as the voice of employees

 Collective bargaining is a process to negotiate terms and conditions of

employment

 Bargaining produces a written document called a collective agreement

Labor Relations involves three levels of decisions:

1. Labor Relations Strategy :

For management, the decision involves whether the organization will work with
unions or develop (or maintain) nonunion operations. For unions, the decision
involves whether to fight changes in how unions relate to the organization or
accept new kinds of labor-management relationships.

2. Negotiating Contracts :
Contract negotiations in a union setting involve decisions about pay structure,
job security, work rules, workplace safety, and many other issues. These
decisions affect workers’ and the employers’ situation in terms of the contract.

3. Administering Contracts :
These decisions involve day-to-day activities in which union members and the
organization’s managers may have disagreements. A formal grievance procedure
is typically used to resolve these issues.