Indrustrial relation


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Indrustrial relation

  2. 2. What is Industrial Relation?  Interaction between employee and employer or the member of the trade union in the workplace.  Role: 1) To strengthen the harmonious relation between er and ee 2) To avoid any form of exploitation and discrimination in the workplace or outside work place.
  3. 3. EMPLOYER  Any person whether corporate or incorporate, who employs a workmen under a contract of employment which includes:   Manager, agent or any person responsible for the payment of wages. groups of persons whether or not statutory or incorporated, government, local authorities or other bodies EMPLOYEE  Any person who has attained the age of sixteen years old and employed under a contract of service or apprenticeship, whether written or oral and expressed to work for an employer
  4. 4. Employer and employee relation
  5. 5. PRINCIPLES OF IR: There are 4 principles of IR:  Principles of trade Unionism  Principles of Trade Recognition  Principles of trade Dispute Resolution  Principles of Collective Bargaining/ Collective Agreements
  6. 6.  Purpose of principle IR:  to overcome the problems from all parties relating to dissolution, trade unionism and so on.  Importance of IR:  To justify the relationship between the er and ee  To promote a conducive environment to both parties.
  7. 7. HOW DOES IR OPERATES?? Unilateral •The er makes decision •Ee is not member of trade union Bilateral •Representation of er (MEF) and ee (MTUC or NUPW) Tripartite • Interaction between three parties: • Private sector : er represented by MEF • Private sector: ee represented by MTUC or NUPW • Government sector: represented by CUEPACS
  8. 8. ROLE OF GOVERNMENT IN IR SYSTEMS Provide legislator (labour law) either for the worker or er in the private, public and government.  Examples:  Employment Act 1955  Trade Union act 1959  Industrial relation Act 1967  Occupational Health and Safety Act 1994  Compensation Act 1952  Employees Provident Fund Act 1991 
  9. 9. Administration: Minister of Human Resource  Objectives:   To protect the welfare and safeties of workers and the rights to form or organized TU activities  To promote the good industrial relationship between the ee and the er  To protect worker safe in work place, health and rights  To train the basic industrial skill of the unemployed school
  10. 10. To restructure a balanced distribution of manpower Provide data on manpower needed by nation Promote good will btw ee and er Protect & promote welfare and well being of worker Roles of MHR in M’sia To equip ee wth basic industrial skilll & improve skill labor Assist in utilizing to the max. manpower of the nation Preserve health and safety of worker regard pollution
  11. 11. ASSIGNMENT: Differentiate between Department of Labor and Department of Industrial Relation
  12. 12. TRADE UNION:  Registrar: Headed by Director General  Enforces Trade Union Act 1959   Objectives: Development of healthy and responsible and democratic trade union movement  Effective law enforcement  Proper advisory services  Close liaison with department of labour and industrial relation  Giving view pertaining to the labour needs in the country 
  13. 13. TRADE UNION AFFAIRS: •To be credible & effective agency in the supervision of trade union movement •To ensure that trade unions operate in a democratic orderly and responsible manner in order to assist in achieving the objectives. •To ensure that TU develops in a healthy with a view to creating a contented, disciplined, dynamic, progressive and productive workforce towards achieving the socio-economic development •Employee in the public, private and government sectors.
  14. 14. TU AFFAIRS FUNCTIONS: 1. 2. 3. 4. 5. 6. To enforce Trade Unions Act 1959 &Trade Union regulations 1959 To supervise, direct and control all matters relating to TU To consider application for registration of TU To ensure registered TU accordance to TU legislation To advise officers and members of TU on administrative, financial and constitutional of TU To advise the MHR on matter relating to TU legislation and policies.
  15. 15. CODE OF CONDUCT FOR INDUSTRIAL HARMONY (CCIH) Established: 9th Feb 1975  Between Malayan Council of employer’s Organization (Employer) and Malaysian Trade Union Congress (employee) and Minister of Labour and Manpower  Aim: Lay down principles and guidelines to employers and workers on the practices of IR for achieving harmonious IR 
  16. 16.  Both er and ee must comply with provision of CCIH: 1. 2. 3. 4. 5. Refrain from taking unilateral action Resolved all differences, grievances and disputes are dealt with strictly accordance with procedures CA or if no agreement by negotiation, conciliation and arbitration. Ensured all matters dealt with proper machinery such as negotiation, conciliation and arbitration Promote constructive and positives cooperation Established procedures which will ensure a complete and speedy investigation of grievances to a joint settlements
  17. 17. 6. 7. 8. Comply with procedures for disposal of grievances Refrain from resorting to coercion, intimidation, victimization and to avoid goslow, sit-down and stay in strike. To educate management and workers of their obligation to each other’s
  18. 18. ROLE OF EMPLOYER… NOT TO: Interference with the affair of TU and the rights of the workers to form or organized union activities  Discrimination, restrain or coercion againts any worker because of legitimate TU activities  Abuse of authority or power in any form 
  19. 19. ROLE OF EMPLOYEE…. NOT TO: Negligence of duty  Damaging the company’s property  Insubordination  Interference with or disturbance to normal working hours 