Parties' industrial relations policies outlined | Eurofound
Here we highlight what the three main UK-wide political parties' election manifestos say on industrial relations issues. The Labour and Conservative parties are. An Industrial Relations Dispute is a difference of opinion resulting in a dispute If the parties accept the recommendation, within three working days of their. An industrial relations system consists of relationships between employees in the IR system: Three main parties are directly involved in industrial relations.
Top 3 Major Components of Industrial Relation
In a separate manifesto for small businesses, published on 15 May, Labour set out a number of plans for reducing the regulatory burden, including giving small firms a greater role in shaping regulations.
Conservative Party The Conservative Party's election manifesto does not refer specifically to industrial relations issues but promises a major reduction in the regulation of business. The party proposes that all new regulations would have to be scrutinised by a new Deregulation Commission which would assess the costs for business.
The costs of regulation for business would be reduced year on year. Duringthe Conservative Party indicated that the national minimum wage would be retained by a future Conservative government UKNbut that it would repeal the statutory union recognition procedure introduced by Labour UKF.
Industrial Relations Disputes « Labour Law Guide
However, neither of these issues features in the manifesto. Liberal Democrats The Liberal Democrats want to promote the consultation of employees, proposing a statutory right for workers to consultation over "key business decisions affecting their future, such as factory closures". The manifesto also proposes: Priorities of the social partners The Confederation of British Industry CBI considers it is essential to maintain the UK's labour market flexibility and wants to see a reduction in "red tape", arguing that "the combined effects of the new employment rights of recent years are a cause of concern for many firms.
But the CBI would impress on the next government the need for any new initiative to quickly deliver measurable results. The CBI will continue to oppose unnecessary legislation, such as giving new mothers a statutory right to part-time work.
But they will want the next government to deliver measurable achievements on deregulation, not just warm words. These criticise employers' characterisation of a range of new or improved employee rights as "red tape". Commentary Unlike most parliamentary elections over the past three decades, industrial relations issues have not featured particularly strongly in parties' election manifestos nor, to date, the more general political campaigning though industrial action planned by railway workers in the run-up to the election could change this.
There are, however, distinct differences in the political parties' approaches to industrial relations, and the outcome of the forthcoming general election is likely to have important implications, especially in terms of the regulatory framework.
However, at the same time party leaders have been anxious to avoid alienating business opinion - an important constituency for "new Labour". This is reflected in the party's limited agenda for industrial relations reform as well as the absence of a commitment to introducing a statutory right to part-time working for new parents.
No commitment to increase the number of public holidays is included in the manifesto UKN. Keep employment minimum protections in the national employment standards, modern awards and enterprise agreements, but provide for slightly more ability to individually depart from those standards, provided the individual deal is better than what lies under the deal.
The major parties’ industrial relations policies
This is in the form of individual flexibility arrangements IFAs not being able to be restricted by enterprise agreements. This can be viewed as requiring the lowest common denominator to hold back individuals who are able to do better.
Unsurprisingly, the Coalition policy supports advancement of individuals where they can negotiate a better deal for themselves above the collective.
The Coalition policy proposes some changes to the closely prescribed parameters for union involvement in workplaces. Their changes essentially require prior involvement in the workplace by a union or current union membership at the workplace. The Coalition requires initial organising of the workplace to happen without access to that workplace. In the area of enterprise bargaining, the Coalition proposes to reintroduce limits on the topics that can be dealt with in enterprise agreements, but only in the building and construction industry.
This will be done via the code of practice already in existence, but it will be varied along the lines of the eastern states procurement guidelines which have been introduced in Victoria, New South Wales and Queensland.INDUSTRIAL RELATION OF HRM IN HINDI
The Fair Work Commission will be required to approve that agreement where it meets an industry standards test, a public interest test and not just be better than the relevant modern award s.
The Coalition will also place greater limits upon when protected industrial action can occur during enterprise agreement bargaining. They will do this via: The policy does not require measurable productivity outcomes from the negotiations only the discussion of the topic. In a small minority of cases, it will push out when protected action can occur. Recognising protected action in the early stages of bargaining is not common.
In terms of universal minimum conditions, the Coalition will greatly increase the paid parental leave available to mothers. Bringing back the ABCC can be viewed as reinstituting a strong cop on the beat, or as allowing for different regulation of one industry and one group of employees. They will tighten the requirements on industrial organisations and increase the penalties for those organisations if they breach the regulations.
The new benchmark will be the equivalent of that applying to incorporated entities; They will help small business in its compliance with the laws. In this way they are assisting in the rule of law in that they are helping the laws to be better known and complied with; They will provide for the payment of interest on recovered underpayments, where the money is held by the Fair Work Ombudsman whilst an underpaid worker is being located; They intend to adopt a significant number of the changes recommended by the Fair Work Act Review Panel.