The document provides an overview of trade unions in Papua New Guinea (PNG). It begins by defining key terms related to trade unions and outlining their objectives and functions. It then discusses the history and development of trade unions in PNG from the 1960s onward. Several important points are covered: the initial legalization of unions under Australian colonial rule, the establishment of the first peak union council, factors that affected union membership and effectiveness over time, and the roles of important early unions like the PNG Teachers Association. The document aims to equip students with an understanding of trade unions in PNG as well as their historical context and evolution.
This document provides information about a case study assignment on trade unions and industrial management. It includes 4 questions related to 3 case studies about the changing role of trade unions in different contexts. The case studies discuss trade unions in global supply chains, improving consultation methods at an ambulance service, and adapting union activities to new sectors like IT. The document aims to help students complete an assignment on analyzing trade unions and resolving workplace issues through negotiation rather than confrontation.
International Journal of Humanities and Social Science Invention (IJHSSI)inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
The document discusses trade unions, their objectives, functions, and importance. It provides definitions of trade unions and discusses some key points:
1. Trade unions are voluntary organizations formed by workers to collectively protect their interests related to wages, working conditions, and dealing with exploitation.
2. The major objectives of trade unions are better wages and working conditions, protection from exploitation, representation of worker interests, and negotiation through collective bargaining.
3. Trade unions are important for promoting industrial peace, effective communication between workers and management, and aiding economic development. However, they also face problems like small sizes, lack of funds, and political influences.
The Role of trade Union in the Copntext of Port ConcessioningViogha3
Trade union roles are changing due to port concessioning in Nigeria. Concessioning has led to workforce reductions, weaker unions, and changes to industrial relations. Unions have responded by engaging in dialogue, training workers, and social advocacy. Traditionally, unions negotiated wages and conditions and provided worker representation. Now, union leaders must adapt to changing environments under concession contracts while continuing core roles like bargaining and grievance handling. Strategies are needed to address challenges like deunionization, flexible workforces, and business restructuring under concessioning. Effective leadership will be required to create a positive future for unions.
The document discusses industrial relations and trade unions. It defines industrial relations as the relationship between employers and employees, and the role of different parties in maintaining this relationship. Trade unions are defined as voluntary organizations formed by workers or employers to promote their collective interests. The objectives and requirements of a successful industrial relations program are outlined. The key principles, objectives, and functions of trade unions are explained, including their militant, fraternal, political and social roles. The document also covers grievance management procedures.
This document summarizes the formation of the first union for BPO employees in the Philippines. It discusses how a group of concerned employees from West Contact Services Inc. decided to form a union to defend their rights after the company was acquired by Alorica. The employees drafted a letter of inquiry about job security and severance pay. With support from the BPO Industry Employees' Network (BIEN), the employees initiated an online campaign and protests. This led to the formation of the Unified Employees of West Contact Services Inc., now the Unified Employees of Alorica, giving strength to BPO employees as the first BPO union in the Philippines.
The document discusses several reports from the 2nd National Commission on Labour regarding trade unions, industrial relations, technological change, collective bargaining, and welfare and working conditions in India. Some key points include: 1) Trade unions have become more fragmented and politicized. 2) Industrial disputes now focus more on job security rather than wages. 3) The government is more willing to grant permissions for business closures and layoffs. 4) Technological changes should accommodate displaced workers and ensure they receive an equitable share of increased productivity and efficiency.
Industrial relations & labor laws hr 03Zubair Ahmad
The document discusses various aspects of industrial relations and labor laws. It defines key terms like industrial relations, trade unions, collective bargaining, and workers participation in management. It describes the objectives and significance of industrial relations in maintaining harmonious relationships between workers and management. It also outlines the roles and functions of the main actors in industrial relations - employees, employers, and the government. The document provides details on the evolution of trade unionism and workers participation in India.
This document provides information about a case study assignment on trade unions and industrial management. It includes 4 questions related to 3 case studies about the changing role of trade unions in different contexts. The case studies discuss trade unions in global supply chains, improving consultation methods at an ambulance service, and adapting union activities to new sectors like IT. The document aims to help students complete an assignment on analyzing trade unions and resolving workplace issues through negotiation rather than confrontation.
International Journal of Humanities and Social Science Invention (IJHSSI)inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
The document discusses trade unions, their objectives, functions, and importance. It provides definitions of trade unions and discusses some key points:
1. Trade unions are voluntary organizations formed by workers to collectively protect their interests related to wages, working conditions, and dealing with exploitation.
2. The major objectives of trade unions are better wages and working conditions, protection from exploitation, representation of worker interests, and negotiation through collective bargaining.
3. Trade unions are important for promoting industrial peace, effective communication between workers and management, and aiding economic development. However, they also face problems like small sizes, lack of funds, and political influences.
The Role of trade Union in the Copntext of Port ConcessioningViogha3
Trade union roles are changing due to port concessioning in Nigeria. Concessioning has led to workforce reductions, weaker unions, and changes to industrial relations. Unions have responded by engaging in dialogue, training workers, and social advocacy. Traditionally, unions negotiated wages and conditions and provided worker representation. Now, union leaders must adapt to changing environments under concession contracts while continuing core roles like bargaining and grievance handling. Strategies are needed to address challenges like deunionization, flexible workforces, and business restructuring under concessioning. Effective leadership will be required to create a positive future for unions.
The document discusses industrial relations and trade unions. It defines industrial relations as the relationship between employers and employees, and the role of different parties in maintaining this relationship. Trade unions are defined as voluntary organizations formed by workers or employers to promote their collective interests. The objectives and requirements of a successful industrial relations program are outlined. The key principles, objectives, and functions of trade unions are explained, including their militant, fraternal, political and social roles. The document also covers grievance management procedures.
This document summarizes the formation of the first union for BPO employees in the Philippines. It discusses how a group of concerned employees from West Contact Services Inc. decided to form a union to defend their rights after the company was acquired by Alorica. The employees drafted a letter of inquiry about job security and severance pay. With support from the BPO Industry Employees' Network (BIEN), the employees initiated an online campaign and protests. This led to the formation of the Unified Employees of West Contact Services Inc., now the Unified Employees of Alorica, giving strength to BPO employees as the first BPO union in the Philippines.
The document discusses several reports from the 2nd National Commission on Labour regarding trade unions, industrial relations, technological change, collective bargaining, and welfare and working conditions in India. Some key points include: 1) Trade unions have become more fragmented and politicized. 2) Industrial disputes now focus more on job security rather than wages. 3) The government is more willing to grant permissions for business closures and layoffs. 4) Technological changes should accommodate displaced workers and ensure they receive an equitable share of increased productivity and efficiency.
Industrial relations & labor laws hr 03Zubair Ahmad
The document discusses various aspects of industrial relations and labor laws. It defines key terms like industrial relations, trade unions, collective bargaining, and workers participation in management. It describes the objectives and significance of industrial relations in maintaining harmonious relationships between workers and management. It also outlines the roles and functions of the main actors in industrial relations - employees, employers, and the government. The document provides details on the evolution of trade unionism and workers participation in India.
The document discusses the role of HR managers in labour relations. It outlines 7 key roles:
1. Advising managers on labour laws and responsibilities.
2. Conducting negotiations with unions on behalf of the employer.
3. Ensuring agreements are properly interpreted and implemented within the organization.
4. Correcting situations that violate agreements to maintain good relations.
5. Promoting joint consultation and worker participation in decisions.
6. Providing workforce statistics and information for negotiations and decision-making.
7. Advising on or operating grievance and other procedures to resolve disputes.
The HR manager acts as the link between management and unions, ensuring agreements are followed and resolving
The document discusses trade unions in Bangladesh, including their definition, history, objectives, impacts and current state. It notes that trade unions aim to protect workers' rights and negotiate wages/conditions, but in Bangladesh they face limitations like a lack of unity due to political influence. While unions help negotiate standards, they can also negatively impact productivity and increase labor crimes if punishments are blocked. The document provides statistics on current union numbers and calls for reforms like reducing political involvement and multiplicity of unions.
Trade unions are organizations formed by workers to collectively bargain with management to improve working conditions and protect worker interests. This document discusses the history, objectives, functions, and current state of trade unions in Bangladesh. It notes that while trade union rights are constitutionally protected, implementation remains a challenge, with low unionization rates in the private sector. Overall, trade unions play an important role in Bangladesh but continue facing issues like weak financial positions, outside influence, and lack of recognition from some employers.
The document discusses the causes of the decline of labor unions in the United States. It identifies three main causes: the loss of manufacturing jobs which has made the country's manufacturing sector obsolete; newly implemented public policies in the 1980s that weakened unions; and increased lobbying from corporations against unions. Corporations lobbied to disband or weaken unions and enacted policies like refusing union requests and hiring strike breakers. This made unions reluctant to strike and membership declined sharply.
This document outlines the course syllabus for BA7034 Industrial Relations and Labour Welfare. It is divided into 5 units that will be covered over 45 class periods. Unit I discusses concepts of industrial relations, importance, problems in the public sector, and growth of trade unions. Unit II covers industrial conflicts, their impact and causes, strikes, prevention methods, and government machinery for resolution. Unit III focuses on concepts of labour welfare, objectives, scope, need, voluntary and statutory welfare measures. Unit IV addresses industrial safety, accident prevention, health, hygiene, hazards, and statutory provisions. Unit V examines welfare for special categories of labour such as children, women, contract workers, and persons with disabilities.
This document outlines the course content for BA7034 Industrial Relations and Labour Welfare. It includes 5 units: Industrial Relations, Industrial Conflicts, Labour Welfare, Industrial Safety, and Welfare of Special Categories of Labour. Key concepts covered include the definition and importance of industrial relations, growth of trade unions, causes and prevention of industrial conflicts, voluntary and statutory welfare measures, occupational health and safety provisions, and social security for different types of labourers. The course aims to provide an overview of the relationships between labour and management and promote harmonious industrial relations.
The document discusses several aspects of current industrial relations legislation in Australia and Victoria. It outlines some key acts that govern industrial relations, including the Commonwealth Powers (Industrial Relations) Act 1996, the Outworkers (Improved Protection) Act 2003, and the Construction Industry Long Service Leave Act 1997. It also describes some of the key elements of Australia's workplace relations laws, such as protections for minimum employment conditions, collective bargaining systems, and protections against unfair termination.
A trade union, also called a labor union, is an organization of workers who have come together to achieve common goals such as better wages, benefits, and working conditions through collective bargaining. Trade unions originated in the 19th century in countries like Britain and the US as workers organized against exploitation. While British unions pursued political activism and the formation of labor parties, American unions focused on collective bargaining. Today, unions represent millions of workers globally and have helped secure improved economic outcomes, though they may also potentially cause issues like unemployment or wage inflation if they become too powerful.
This document provides an overview of collective bargaining in the context of an MBA course on human resource management. It defines collective bargaining as a procedure that regulates the terms and conditions of workers through agreements negotiated between worker representatives and employers. The objectives of collective bargaining are to settle disputes around wages and working conditions, protect worker interests, and resolve differences between workers and management through voluntary negotiations. The key aspects of collective bargaining covered include the bargaining process, subjects of negotiation, types of bargaining, and factors that influence effective bargaining.
This document discusses trade unions, including their definition, functions, role in India, and regulation. It provides objectives for a lecture on trade unions, noting they can be beneficial if responsible but harmful if irresponsible. The functions of trade unions are outlined as protecting worker rights and welfare. Social responsibilities and factors in the growth of the Indian trade union movement are examined. Limitations facing Indian trade unions include limited representation, multiple unions, and political infiltration. Trade unions are regulated by the Indian Trade Unions Act regarding registration.
This document provides an overview of trade unions and collective bargaining in India. It discusses the history and growth of trade unions in India since the late 19th century. It covers key topics such as the definition of a trade union, procedures for trade union registration, functions of trade unions, important trade unions in India, and the importance of collective bargaining. The document also examines the objectives, scope, process and benefits of collective bargaining between trade unions and management in India.
Trade unions first originated in Canada in the 1870s as workers organized to demand better working conditions, such as a nine-hour workday. The first major strike occurred in 1872 in Toronto when printers walked off their jobs to protest long hours. This strike gained widespread support and led the government to pass a law legalizing and protecting unions. Over time, unions grew in Canada and helped improve pay and benefits for workers. However, membership has declined in recent decades due to various economic and legislative factors.
This document provides an overview of the role of cooperative societies in poverty alleviation in Nigeria. It discusses the background and history of cooperatives in Nigeria dating back to the early 20th century. It outlines the objectives of the study as determining the pros and cons of the cooperative movement, and how cooperatives can empower members by providing credit and opportunities to start businesses. The significance and limitations of the study are also mentioned.
Trade union membership in Australia has declined significantly since the 1980s. The main causes of the decline include changing attitudes toward unions, increased job satisfaction provided by employers, and the role of management in directly engaging with employees rather than including unions. Unions have responded by providing additional services to members and campaigning politically against legislation perceived as harmful to unions. However, membership continues to drop as fewer new workers choose to join unions.
This document provides an overview of labor relations and industrial relations. It discusses key topics such as the meaning and importance of good labor relations, challenges faced by trade unions, grievance procedures, collective bargaining, and improving industrial relations. The document also outlines the components of an industrial relations system according to Dunlop's theory, including the actors (managers, workers, government), environmental context, rules, and outcomes. Overall, the document serves as an introductory guide to understanding labor relations concepts.
Trade unions are voluntary organizations formed by employees to protect and promote their economic and social interests through collective action like negotiations. The key objectives of trade unions are to represent employees, negotiate with employers on issues like pay and working conditions, and provide services to members. Union membership in India and globally has declined in recent decades due to factors like a rise in the service sector and non-traditional employment. However, trade unions still play an important role in balancing the interests of employers and employees.
This document provides an overview of the current state of trade unions in Bangladesh and their problems and prospects. It discusses how trade unions originated in Bangladesh during British rule and were formally recognized in 1926 with the Indian Trade Union Act. Currently, trade unions face several problems, including a lack of efficient leadership, insufficient funds, and political and employer interference. However, trade unions also provide benefits for both workers and employers by facilitating negotiations and ensuring worker rights and protections are upheld. The document examines the structure, registration process, and various labor laws governing trade unions in Bangladesh.
Employment and social protection in the informal sector Dr Lendy Spires
In the recent past the ILO has carried out a large amount of research and technical cooperation activities relating to the informal sector and has provided extensive policy advice. The results of this work have greatly influenced the analysis, design and implementation of policies at the country level. There is also widespread international recognition of the value of this work, which over the years has improved understanding of the characteristics and functioning of the sector.
Given the current compelling issues deriving from the increasing proliferation of precarious forms of employment in most countries, the Office felt that the time was ripe to take stock of the additional knowledge and experience and to draw conclusions and recommendations for future policy orientations and programme priorities. For this purpose a thematic evaluation was carried out, providing a synthesis of the ILO’s work in the urban informal sector, covering both regular budget and extra-budgetary activities. The study reviews the accumulated knowledge and experience within the ILO and assesses the implementation of the strategies that have been developed to address specific problem areas.
It also assesses the impact of the application of these strategies and examines the important lessons learnt and potential areas for future work. A list of the ILO documents, reports and publications reviewed is available on request. This paper offers a summary of the thematic evaluation report. The outcome of its discussion by the Committee will provide guidance in further defining various work items at the start of the Programme and Budget for 2000-01.
Following the renewed emphasis placed by the Director-General on the quantity and quality of jobs, as reflected in the concept of decent work, the results of the evaluation have already proven useful for the preparation of programme proposals by several technical units. The informal sector is in fact a focus of attention in the Programme and Budget for 2000-01, which includes a separate operational objective to guide ILO future action. The strategy outlined in the programme and budget states that – … the inclusion of informal enterprises in national development programmes will be effectively promoted.
This will be based on interventions in a range of fields, including … establishing and strengthening associations of informal sector workers, which provide an effective vehicle for advocacy, social protection and community initiatives. Policy advice and support will help to identify and remove legal, fiscal and administrative barriers preventing the inclusion of informal sector operators in the modern economy.
Despite some progress in advancing the agenda on aid effectiveness for development results,
trade unions contend that much more needs to be done if the Paris Declaration/Accra agenda for action processes are to move significantly forward in terms of real development effectiveness.
Given the shortcomings of the neo-liberal paradigm that has dominated development policy-making and caused persistent poverty and a huge decent work deficit, trade unions call for a
more comprehensive development paradigm that shifts from aid to development effectiveness.
Development effectiveness is defined by trade unions as the generation of positive social
outcomes in terms of decent work, social protection, social dialogue, respect for human and
trade union rights, gender equality, environmental sustainability, and the enjoyment of decent livelihoods and well being by all. To achieve development effectiveness, trade unions call for the adoption by the Fourth High Level Forum of a Busan Declaration on Development
Effectiveness which should address three major goals:
I) Achieving development effectiveness,
II) Realizing the commitments made on aid effectiveness, and
III) Supporting trade union and CSO’s as development actors in their own right.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
The document discusses the role of HR managers in labour relations. It outlines 7 key roles:
1. Advising managers on labour laws and responsibilities.
2. Conducting negotiations with unions on behalf of the employer.
3. Ensuring agreements are properly interpreted and implemented within the organization.
4. Correcting situations that violate agreements to maintain good relations.
5. Promoting joint consultation and worker participation in decisions.
6. Providing workforce statistics and information for negotiations and decision-making.
7. Advising on or operating grievance and other procedures to resolve disputes.
The HR manager acts as the link between management and unions, ensuring agreements are followed and resolving
The document discusses trade unions in Bangladesh, including their definition, history, objectives, impacts and current state. It notes that trade unions aim to protect workers' rights and negotiate wages/conditions, but in Bangladesh they face limitations like a lack of unity due to political influence. While unions help negotiate standards, they can also negatively impact productivity and increase labor crimes if punishments are blocked. The document provides statistics on current union numbers and calls for reforms like reducing political involvement and multiplicity of unions.
Trade unions are organizations formed by workers to collectively bargain with management to improve working conditions and protect worker interests. This document discusses the history, objectives, functions, and current state of trade unions in Bangladesh. It notes that while trade union rights are constitutionally protected, implementation remains a challenge, with low unionization rates in the private sector. Overall, trade unions play an important role in Bangladesh but continue facing issues like weak financial positions, outside influence, and lack of recognition from some employers.
The document discusses the causes of the decline of labor unions in the United States. It identifies three main causes: the loss of manufacturing jobs which has made the country's manufacturing sector obsolete; newly implemented public policies in the 1980s that weakened unions; and increased lobbying from corporations against unions. Corporations lobbied to disband or weaken unions and enacted policies like refusing union requests and hiring strike breakers. This made unions reluctant to strike and membership declined sharply.
This document outlines the course syllabus for BA7034 Industrial Relations and Labour Welfare. It is divided into 5 units that will be covered over 45 class periods. Unit I discusses concepts of industrial relations, importance, problems in the public sector, and growth of trade unions. Unit II covers industrial conflicts, their impact and causes, strikes, prevention methods, and government machinery for resolution. Unit III focuses on concepts of labour welfare, objectives, scope, need, voluntary and statutory welfare measures. Unit IV addresses industrial safety, accident prevention, health, hygiene, hazards, and statutory provisions. Unit V examines welfare for special categories of labour such as children, women, contract workers, and persons with disabilities.
This document outlines the course content for BA7034 Industrial Relations and Labour Welfare. It includes 5 units: Industrial Relations, Industrial Conflicts, Labour Welfare, Industrial Safety, and Welfare of Special Categories of Labour. Key concepts covered include the definition and importance of industrial relations, growth of trade unions, causes and prevention of industrial conflicts, voluntary and statutory welfare measures, occupational health and safety provisions, and social security for different types of labourers. The course aims to provide an overview of the relationships between labour and management and promote harmonious industrial relations.
The document discusses several aspects of current industrial relations legislation in Australia and Victoria. It outlines some key acts that govern industrial relations, including the Commonwealth Powers (Industrial Relations) Act 1996, the Outworkers (Improved Protection) Act 2003, and the Construction Industry Long Service Leave Act 1997. It also describes some of the key elements of Australia's workplace relations laws, such as protections for minimum employment conditions, collective bargaining systems, and protections against unfair termination.
A trade union, also called a labor union, is an organization of workers who have come together to achieve common goals such as better wages, benefits, and working conditions through collective bargaining. Trade unions originated in the 19th century in countries like Britain and the US as workers organized against exploitation. While British unions pursued political activism and the formation of labor parties, American unions focused on collective bargaining. Today, unions represent millions of workers globally and have helped secure improved economic outcomes, though they may also potentially cause issues like unemployment or wage inflation if they become too powerful.
This document provides an overview of collective bargaining in the context of an MBA course on human resource management. It defines collective bargaining as a procedure that regulates the terms and conditions of workers through agreements negotiated between worker representatives and employers. The objectives of collective bargaining are to settle disputes around wages and working conditions, protect worker interests, and resolve differences between workers and management through voluntary negotiations. The key aspects of collective bargaining covered include the bargaining process, subjects of negotiation, types of bargaining, and factors that influence effective bargaining.
This document discusses trade unions, including their definition, functions, role in India, and regulation. It provides objectives for a lecture on trade unions, noting they can be beneficial if responsible but harmful if irresponsible. The functions of trade unions are outlined as protecting worker rights and welfare. Social responsibilities and factors in the growth of the Indian trade union movement are examined. Limitations facing Indian trade unions include limited representation, multiple unions, and political infiltration. Trade unions are regulated by the Indian Trade Unions Act regarding registration.
This document provides an overview of trade unions and collective bargaining in India. It discusses the history and growth of trade unions in India since the late 19th century. It covers key topics such as the definition of a trade union, procedures for trade union registration, functions of trade unions, important trade unions in India, and the importance of collective bargaining. The document also examines the objectives, scope, process and benefits of collective bargaining between trade unions and management in India.
Trade unions first originated in Canada in the 1870s as workers organized to demand better working conditions, such as a nine-hour workday. The first major strike occurred in 1872 in Toronto when printers walked off their jobs to protest long hours. This strike gained widespread support and led the government to pass a law legalizing and protecting unions. Over time, unions grew in Canada and helped improve pay and benefits for workers. However, membership has declined in recent decades due to various economic and legislative factors.
This document provides an overview of the role of cooperative societies in poverty alleviation in Nigeria. It discusses the background and history of cooperatives in Nigeria dating back to the early 20th century. It outlines the objectives of the study as determining the pros and cons of the cooperative movement, and how cooperatives can empower members by providing credit and opportunities to start businesses. The significance and limitations of the study are also mentioned.
Trade union membership in Australia has declined significantly since the 1980s. The main causes of the decline include changing attitudes toward unions, increased job satisfaction provided by employers, and the role of management in directly engaging with employees rather than including unions. Unions have responded by providing additional services to members and campaigning politically against legislation perceived as harmful to unions. However, membership continues to drop as fewer new workers choose to join unions.
This document provides an overview of labor relations and industrial relations. It discusses key topics such as the meaning and importance of good labor relations, challenges faced by trade unions, grievance procedures, collective bargaining, and improving industrial relations. The document also outlines the components of an industrial relations system according to Dunlop's theory, including the actors (managers, workers, government), environmental context, rules, and outcomes. Overall, the document serves as an introductory guide to understanding labor relations concepts.
Trade unions are voluntary organizations formed by employees to protect and promote their economic and social interests through collective action like negotiations. The key objectives of trade unions are to represent employees, negotiate with employers on issues like pay and working conditions, and provide services to members. Union membership in India and globally has declined in recent decades due to factors like a rise in the service sector and non-traditional employment. However, trade unions still play an important role in balancing the interests of employers and employees.
This document provides an overview of the current state of trade unions in Bangladesh and their problems and prospects. It discusses how trade unions originated in Bangladesh during British rule and were formally recognized in 1926 with the Indian Trade Union Act. Currently, trade unions face several problems, including a lack of efficient leadership, insufficient funds, and political and employer interference. However, trade unions also provide benefits for both workers and employers by facilitating negotiations and ensuring worker rights and protections are upheld. The document examines the structure, registration process, and various labor laws governing trade unions in Bangladesh.
Employment and social protection in the informal sector Dr Lendy Spires
In the recent past the ILO has carried out a large amount of research and technical cooperation activities relating to the informal sector and has provided extensive policy advice. The results of this work have greatly influenced the analysis, design and implementation of policies at the country level. There is also widespread international recognition of the value of this work, which over the years has improved understanding of the characteristics and functioning of the sector.
Given the current compelling issues deriving from the increasing proliferation of precarious forms of employment in most countries, the Office felt that the time was ripe to take stock of the additional knowledge and experience and to draw conclusions and recommendations for future policy orientations and programme priorities. For this purpose a thematic evaluation was carried out, providing a synthesis of the ILO’s work in the urban informal sector, covering both regular budget and extra-budgetary activities. The study reviews the accumulated knowledge and experience within the ILO and assesses the implementation of the strategies that have been developed to address specific problem areas.
It also assesses the impact of the application of these strategies and examines the important lessons learnt and potential areas for future work. A list of the ILO documents, reports and publications reviewed is available on request. This paper offers a summary of the thematic evaluation report. The outcome of its discussion by the Committee will provide guidance in further defining various work items at the start of the Programme and Budget for 2000-01.
Following the renewed emphasis placed by the Director-General on the quantity and quality of jobs, as reflected in the concept of decent work, the results of the evaluation have already proven useful for the preparation of programme proposals by several technical units. The informal sector is in fact a focus of attention in the Programme and Budget for 2000-01, which includes a separate operational objective to guide ILO future action. The strategy outlined in the programme and budget states that – … the inclusion of informal enterprises in national development programmes will be effectively promoted.
This will be based on interventions in a range of fields, including … establishing and strengthening associations of informal sector workers, which provide an effective vehicle for advocacy, social protection and community initiatives. Policy advice and support will help to identify and remove legal, fiscal and administrative barriers preventing the inclusion of informal sector operators in the modern economy.
Despite some progress in advancing the agenda on aid effectiveness for development results,
trade unions contend that much more needs to be done if the Paris Declaration/Accra agenda for action processes are to move significantly forward in terms of real development effectiveness.
Given the shortcomings of the neo-liberal paradigm that has dominated development policy-making and caused persistent poverty and a huge decent work deficit, trade unions call for a
more comprehensive development paradigm that shifts from aid to development effectiveness.
Development effectiveness is defined by trade unions as the generation of positive social
outcomes in terms of decent work, social protection, social dialogue, respect for human and
trade union rights, gender equality, environmental sustainability, and the enjoyment of decent livelihoods and well being by all. To achieve development effectiveness, trade unions call for the adoption by the Fourth High Level Forum of a Busan Declaration on Development
Effectiveness which should address three major goals:
I) Achieving development effectiveness,
II) Realizing the commitments made on aid effectiveness, and
III) Supporting trade union and CSO’s as development actors in their own right.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
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In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
2. LEARNING OUTCOMES;
BY THE END OF THIS LESSON, STUDENTS CAN BE ABLE TO;
1. DEFINE THE TERM TRADE UNION.
2. STATE THE PRIMARY FUNCTION OF TRADE UNION.
3. STATE MEMBERS OF THE TRADE UNION.
4. EXPLAIN THE OBJECTIVES OF TRADE UNION.
5. DESCRIBE THE FUNCTIONS OF TRADE UNION.
6. STATE THE IMPORTANCE OF TRADE UNION.
i. General
ii. To economic development
iii. To the society (its social responsibility)
7. SPECIFY THE REASONS FOR JOINING TRADE UNIONS.
8. OUTLINE THE HISTORY OF PNG TRADE UNION
9. COMPARE PNGS IR SYSTEM TO BRITISH AND AUSTRALIAN INDUSTRIAL RELATION SYSTEMS BY STUDYING THEIR HISTORICAL DEVELOPMENT.
10. OUTLINE THE FACTORS AFFECTING UNION MEMBERSHIP IN PAPUA NEW GUINEA
11. EXPLAIN HOW TRADE UNION RECRUITMENT IS DONE IN PAPUA NEW GUINEA
12. THE TYPES OF UNION WITH REFERENCE TO PNG ENVIRONMENT
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
2
3. 4.1 – Member of Trade Union
4.2 – Objectives of Trade Union
4.3 – Functions of Trade Union
4.4 – Importance of trade Union
4.5 – Reasons for joining Trade Union
4.6 – Trade Unions in PNG
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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4. Trade unions are formed to protect and promote the
interests of their members.
Primary Function to protect the interests of workers against
discrimination and unfair labor practices.
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
4
Trade Union Representative is called…………………………….
A Shop Steward
Sidney & Beatrice Webb:
A trade union as we understand the term is a continuous association of
wage earners for the purpose of maintaining or improving conditions of
their working lives.
5. 4.1 The Members of Trade
Unions…….
1.Workmen
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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All persons employed in the trade or industry whether or not in the
employment of the employer with whom the trade disputes arises.
Broadly speaking, workmen must be: Persons
Employed
In any trade or industry
To do work.
the head of the department;
chief executive officer of that authority;
An “employer” does not cease to be an “employer” merely
because instead of employing workmen himself he authorizes his
agent or servant to employ them.
include his heirs, successors and assigns
2.Employers
6. 4.2 Objectives of Trade Unions……
Trade unions are formed to achieve the following objectives;
1.Representation
2.Negotiation
3.Voice in decisions affecting workers
4.Member services
a) Education and training
b) Legal assistance
c) Financial discounts
d) Welfare benefits
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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7. • Trade unions represent individual workers when they have a
problem at work
• Trade unions negotiate with the employers to find out a solution
to differences between employer & employee.
In many workplaces there is a formal agreement between
the union and the company which states that the union has
the right to negotiate with the employer. In these
organizations, unions are said to be recognized for
collective bargaining purposes.
• intervention of unions in management’s personal policies
(promotion, layoff, retrenchment, transfer) is a way through
which workers can have their say in the decision making to
safeguard their interests.
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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1. Representation
2. Negotiation
3. Voice in
decisions
affecting
workers
8. 4. Member services
During the last few years, trade unions have increased the
range of services they offer their members. These include:
i. Education and training - Most unions run training
courses for their members on employment rights,
health and safety and other issues.
ii. Legal assistance - As well as offering legal advice on
employment issues, personal matters, like housing, wills
and debt.
iii. Financial discounts - People can get discounts on
mortgages, insurance and loans from unions.
iv. Welfare benefits - Some of the older unions offer
financial help to their members when they are sick or
unemployed.
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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9. 4.3 Functions of Trade Unions
Two broad categories of functions to achieve
objectives.
1.Militant Functions
2.Fraternal Functions
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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10. 1. Militant Functions
When the unions fail to accomplish these aims by the method of
collective bargaining and negotiations, they adopt an approach and
put up a fight with the management in the form of go-slow tactics,
strike, boycott, gherao, etc. Hence, these functions of the trade unions
are known as militant or fighting functions.
Thus, the militant functions of trade unions can be summed up as:
i. To achieve higher wages and better working conditions
ii. To raise the status of workers as a part of industry
iii. To protect labors against victimization and injustice
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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11. 2. Fraternal Functions
Trade Unions aims at rendering help to its
members in times of need.
To generate self confidence among workers
To encourage sincerity and discipline among
workers
To provide opportunities for promotion and
growth
To protect women workers against discrimination
(legal assistance)
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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12. 4.4 Importance of Trade Unions
a pre-requisite to industrial peace.
Trade unions play an important role and are
helpful in effective communication between the
workers and the management
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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13. Trade unions help in accelerated pace of economic development
in many ways as follows:
by helping in the recruitment and selection of workers.
by inculcating discipline among the workforce
by enabling settlement of industrial disputes in a rational
manner
by helping social adjustments.
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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14. promoting and maintaining national integration by
reducing the number of industrial disputes
incorporating a sense of corporate social responsibility in
workers
achieving industrial peace
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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Some important social responsibilities of trade
unions include:
15. 4.5 Reason for Joining Trade Unions
1. Greater Bargaining Power
2. Minimize Discrimination
3. Sense of Security
4. Sense of Participation
5. Sense of Belongingness
6. Platform for self-expression
7. Betterment of relationships
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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16. 4.6 Trade Unions in
PNG
4.6.1 The rise and Growth of
Unions: World History
British
Australia
4.6.2 Papua New Guinea
union movements.
Introduction
Peak Councils (The Federation of
Workers Union)
Trade Union Congress
Factors affecting union
membership in Papua New Guinea
Trade Union Recruitment in PNG
The types of Union in reference to
PNG environment
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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17. 4.6.2 Papua New Guinea union movements.
PNG Historical Background
Reference: Hess & Imbun
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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18. 4.6.2 Papua New Guinea union movements.
A country’s fundamental features of industrial relations whether in whole or
segment, (Dunlop) depends on three factors:
effect of chronological period,
Russian Revolution of 1917 and establishment of International Labour
Organisation (ILO) in 1919
pattern of social change
emergence of a labour movement
process of economic development.
Question:
So, PNG industrial relation is a by-product of which factor?
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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19. 1960
Australian colonial Administration of the Territory of Papua & New Guinea
legislated for the introduction of a system of compulsory conciliation and
arbitration.
Reason: 60 years of paternalistic over-regualtion of labour increased vocal
nationalist sentiment.
Collective actions of Port Moresby workers resulted in reappraisal of Govt
policy. Minister for Territories Paul Hasluck legislated for a modern system of
industrial regulations which includes legalisation of unions
Two legislations were:
i. Industrial relations ordinance &
(made provisions of Industrial Councils, Board of Inquiry, direct negotiation as well as
compulsory conciliation and arbitration)
ii. Industrial organisation Ordinance
(legalised unions and offered them a dubious degree of protection from civil lawsuit
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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20. New IR system was tripartite in nature.
No unions to represent workers in negotiations thus
Department of Labour Officers (later; Bureau of Industrial Organisation) did
negotiation.
Betweet 1963 – 1975 (independence) 47 unions registered under the IOO
Three factors affecting the effectiveness of unions:
i. Small number of members
ii. Regionally based unions thus members were too scattered and most were not
public servants ( Coverage).
iii. Membership was subject to wild fluctuation.
Thus poor level of union development undermined the machinery's potential for
dispute resolution and wage fixing issues.
1972
Amendments to the IRO; Minimum Wage Board (tribunal); the centrepiece of the
wage fixing system.
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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21. poor level of union development is revealed in PNG Peak Union
Council. Began in Mid 1960 as ;
Federation of Workers Association (FWA)
By Department of Labour official and Politicians
By early 1970s; FWA capacity for wage claim.
1973
Organisation came under influence of radical Pangu Party
nationalist.
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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Trends in PNG Unionism
22. For the next decade;
Tony Ila dominated PNG peak union council ( leader for Lae and a PANGU advocate).
Ila rule became more conservative. Work closely with the American Federation of Labour
Congress of Industrial Organisations (international aid agency) and America-Asia Free
Labour Institute.
Ila use Americans as a source of finance. Confusion between union and business activity
became more pronounced.
Built PNGTUC office and workers club complex
Medical centre in Lae
With American influence sought to take PNGTUC along the road of business unionism
with various business proposals.
Workers wage and conditions were neglected. Mostly into business schemes.
Minister for Labour late 1970s. At the same time President of PNGTUC (dual Role)
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
22
23. 4.6.1 The rise and Growth of Unions: World History
End 18th century – beginning 19th century
First Union; due to development of Capitalism
Oppressed by Employers & Gov’t; considered illegal associations or conspiracies
in the restraint of trade.
During 19th century
Favorable court decisions and legislation actions eliminate legal barriers to
unionism.
Depression: most unions did not survive.
1917
Russian Revolution (Communism) Capitalism rejected in favor of socialism,
anarchism, syndicalism.
20th Century
Unionism extended; semi-skilled and unskilled workers in coalmines, on the
docks, in the transport industry, and in the factories.
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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24. 4.6.1 The rise and Growth of Unions: World History
Britain Australia
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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25. Early 1980s
Pangu out of government: Ila hold over PNGTUC
lapsed/dropped.
Port Moresby unions allied with Bougainville Mine Workers
Union (militant and effective) moved to have Ila replaced and
Hendry Moses of the BMWU became PNGTUC president in 1983.
In order to understand the significance of these events, let
us take a brief detour off the history of peak council and look at
some individual unions which were operating successfully.
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
25
26. Two organisation which have chosen a different path and bad proven more effective were the:
i. BMWU and
ii. Central District Waterside Workers Union (CDWWU)
grew out of the ruins of the Port Moresby Workers Association; collapsed in 1960s
The waterside Workers decided they would be much better off in their own union.
Gavera Rea first leader (aspiring local politician)
1972 election he when into parliament
Introduced a young Australian Reg McAlister as a possible replacement
Activist in clerical and shop assistant’s movement Created public sensation.
Willingness to take militant action(matched their mood).
Brought to them an understanding of industrial tactics. (Previously lacking)
Embark on a campaign to reform the casual system of employment.
Major strike in 1972 caused government to create a Board of Inquiry into its system of employment
Assisted by AWWF
Achieved major victory much credit to McAlister and the CDWWU officials.
Casual system of employment was replaced by register of waterside workers; rooster to equalise work opportunity & payment for
attendance money for those not required to work on a particular day.
Employers right to hire and fire as they wished were severely restricted
Major increase in wage rates
And improvement in working condition aslos achieved
1982- amalgamation of maritime union in Port Moresby, Lae, Rabaul, Madang to form PNG Waterside Workers and Seamen’s Union
(WWSU)
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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27. The Public Sector:
i. PNG Teachers Association (PNGTA) –
ii. Public Employees Association (PEA) –
Stand aloof from PNGTUC
1987 both affiliated
Following year both unions refused to pay affiliation fee on the grounds
that PNGTU was not doing enough for its members.
The large pubic sector was expected to become the dominant forces in the
reform of PNGTU.
1991 – argument still ongoing, both parties trying to find a formula by
which the large public sector unions could bring their resources in to
PNGTU without completely domination it.
The future success depends heavily upon the outcome.
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
27
28. 4.6.2 Papua New Guinea union movements.
1962
Trade unions formally began in PNG after the enactment of the Industrial Relations Act and
Industrial Organizations Act by the Colonial Administration.
1. PEAK COUNCIL; FEDERATION OF WORKERS UNION
1975
After independence only a handful of union began to use the newly installed industrial system.
Public Sectors were:
The Public Service Association
Teachers Association was organizationally competent.
Private Sector unions were:
The Panguna Copper Mine Workers Union
Centre for District Water side Worker’s union
Early 1970s
Introduction of Minimum Wage Board
Same union were able to advocate.
Other union apply to have wages altered.
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2020
28
29. 4.6.2 Papua New Guinea union movements.
Mid 1960
Establishment of Peak Council
Role:1.Industrial role 2. Political Role
1964
Department of Labour organized conference; Madang (5 registered workers
associations)
Their agenda was to educate the leaders of workers association concerning a need for the
process by which a federation could be created.
Rabaul, Port Moresby, Wewak agreed to join.
Independent (largest and best organized unions) Unions and Police Association and Public
Service Association did not agree to join.
Thus federation was prevented from achieving a fully peak union.
1970
FWA (Federation of Workers Union) sought registration as an industrial
organization.
……………..(Take note of the results of the above as stated in your lecture notes)…………………
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
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30. 2. TRADE UNION CONGRESS (PNGTUC)
1974
FWA & Pangu endorsed Ila & Collins as presidents.
FWA affiliated with the International Confederation of Free Trade Union
(ICFTU).
Illa intention of Unions Role;
Union to become business union based on US model
Direction was unusual since PNG unions were part of the system of
conciliation and arbitration and still to be a large extends by political
conservatism
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
30
31. 1975
Collins Resigned
1983
Illa replaced by Henry Moses.
Constitution modified & long term development plan established.
Secretary: Lawrence Titimur
Research Officer: John Paska
Titimur was able media user often made press release affecting workers.
Attracted more affiliates
Next couple of years saw TUC as Peak Union organization
Former Fence sitters such as the Public employees Association (PEA) and
Teachers Association (TA) made moves to join TUC
Later they affiliated and it was an historic occasion, membership –20 000
Improve financial and industrial strength of a reviewed union movement.
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
31
32. 2018
John Paska elected President
General Secretary; Clement Kanau
Priority issues: Minimum wage from K3.50/hour to K5.00 per hour.
Prepared by: Ms S.L.Justus Management & Office Admin
Department KBC - 2019
32