INDUSTRIAL ACTION
What is industrial action?
Industrial action is a brief expression of discontent by workers, particularly a strike, slowdown, or working to rule, to express opposition to unfavorable working conditions or low pay, to strengthen their negotiating position with the employer, and to exert pressure on them.
Why is there industrial action?
When trade union members and their employers cannot come to an agreement through talks, industrial action is taken.
- Constitutional Action – Take effect when all processes of dispute procedures have been unsuccessful.
- Unconstitutional Action – Take place during the negotiation process. Can have a negative effect on the outcome of decisions.
- Official Action – This form of action take place with trade union support and authority.
- Unofficial Action – Initiated by employees to communicate dissatisfaction. This form of action is not supervised by trade unions
- Organized – An organized activity using the support of representative and trade unions. The aim of organized action is encouraging positive change.
- Strike - where employees decline to work for the company
- Action taken by employees other than a strike, such as go slower, callout bans, working to rule, or overtime prohibitions.
- A lock-out occurs when an employer forbids employees from working during a work stoppage.
- Overtime ban – Restricting any overtime work in order to reduce productivity. This action is common in organizations where pay is low and there is a heavy reliance on overtime
- Picketing – Industrial action which includes employees making a stand on workplace premises. Workers may occupy a workplace as a stand for protest. Picketing common in circumstances where redundancies and job security are a threat.
Video 01 : Industrial Action Source: YouTube
How to Prevent Industrial Action
- whenever necessary, provide workers with a thorough explanation of the business and employee relations context of any issue.
- recognize the nature of the disagreement, including any "hidden agenda," the underlying motivations, and the claimed motivations.
- Examine whether there are any areas of agreement between the workers and the boss.
- Consider carefully your options for resolving disputes.
- Be ready to employ both the official procedures and informal interactions with union representatives.
References
- www.youtube.com.(n.d.). Industrial Actions [online] Available at: https://www.youtube.com/watch?v=LaiapXIiods
- www.nidirect.gov.uk.(n.d.). What is Employee relations.[online] Available at: https://www.nidirect.gov.uk/articles/industrial-action#toc-0 [accessed 17Dec. 2023].
HR managers have a part to play in determining what is lawful and what is not when there is strike action.as below
ReplyDeleteThe political sensitivity of strike action and the possibility of social media escalation mean that HR managers ought to be counseling leadership on how any course of action might appear.
Inadequately managed strike action can harm an employer's reputation, making it more difficult for them to recruit and retain employees and even sell their goods and services. (Jain, 2023)
Absolutely, your insight underscores the pivotal role of HR managers in strike situations. Their guidance on the legal aspects and potential social media impact is crucial for effective decision-making. Poorly managed strikes can indeed tarnish an employer's reputation, impacting recruitment, retention, and overall business operations. Well-stated!
ReplyDelete