Labour Relations

Labour Relations

Part A

1. How does Godard define labour?

Godard’s definition of labour is akin to that of the Marxists and it states that labour is the conversion of human effort into some measurable input in exchange for money. He argues that labour is given by the employed to established economic and social relationships with the employer (Godard, 1993).

2. What is the fundamental role of labour unions?

The fundamental role of trade unions is to defend the rights of workers that subscribe to them. This they accomplish by negotiating for wage concessions, and better working conditions.

3. What distinctions divide workers into different groups or categories? In what way have these classifications changed over time? What are the reasons for this change?

Class and union status are some of the distinguishing characteristics of workers. Class distinction has given rise to different types of employees or workers e.g. executives, managers, supervisors, general workers, and support staff. Another categorization looks categorizes workers as either unionized or non-unionized (Godard, 1993). These categories continue to exist albeit some changes. For instance, more and more workers have since become unionized while some have gone back to school and acquired skills to rise to management positions. The desire for better living and working conditions is the primary reason behind the change.

4. What is the role of managers?

Managers are tasked with the responsibility of supervising the work done by employees under them. Some are engaged in policy formulation while most are engaged in the implementation of the formulated policies.

5. How is employment both an economic and a social relationship?

Employment is an economic relationship because the worker gives his skills to benefit the employer while the employer rewards the worker for the skills. As a social relationship, employment affords the workers better working and living conditions (Godard, 1993).

6. Why is employment characterized by both cooperation and conflict between workers and employers?

This is so because the workplace is highly dynamic and conditions do change. Workers co-operate with their employers when their concerns are addressed. They conflict to agitate for change.

 

Part B

Question 1: Key Challenges for Canadian Unions

The labour unions in Canada face some formidable challenges. Since the 1980s, the Canadian government abandoned full-employment as their primary economic objective. This in effect reduced the number of unionized workers. This reduction in the number of unionized workers impedes on the functions of the labour unions as the progressive voice of the workers, and the advocate and promoter of social justice (Jackson, 2010). Another challenge faced by the unions emanates from the government and the private sector who perpetuate anti-union sentiments, blaming the unions for the economic woes bedevilling the country, with some arguing that the labour unions are outdated and that their operations are not in the best interest of the country

Question 2: .In what economic sectors are unions strong, what accounts for the strength?

In Canada, the public sector is highly unionized. This sector of the economy has workers that include teachers, social workers, nurses, cultural workers, and professors. The strength of unionization in this sector of the economy can be attributed to the fact that workers pushed for better working condition and the unions offered them a platform for collective bargaining (Jackson, 2010).

Question 3:      In what economic sectors are unions weak? What accounts for this weakness?

Unionization is weak in the private sector. Some employers in the private sector prohibited their workers from joining unions. Others within the sector promoted anti-union sentiments branding unions as out-dated and out of line with the development agenda of the modern economic times (Jackson, 2010).

Question 4:      What barriers exist to organizing small workplaces?

Pre-existing unions have taken on the task of organizing the un-organized workforce, some of which are found in small work groups. The major barriers to this endeavour include negative sentiments peddled by the employers of the non-unionized workers. Another barrier rests in the fact that the un-organized workers e.g. female workers require a shift in the manner of unionization (Jackson, 2010).

Question 5:      What is the major risk of declining union density?

The major risk of declining union density lies in the fact that workers will miss the crucial advocacy services they receive from unions, which act as the defender of their rights for better pay and conducive working environment. The decline of unions will hand the employers the power of treating their employees as they deem fit (Jackson, 2010).

 

Part C

1. What did Hargrove learn from Gino the sweeper?

Hargrove learnt that it is the worker who has the power of determining what he can or cannot do within the time assigned for his work. Gino had an eight-hour shift and an allocated floor space that he had to clean (Hargrove, & Skene, 1998). Gino’s refusal to clean a larger space within his eight hour shift is justified because there was no increase in pay for the increased work load.

2. Do you agree with Hargrove’s assertion that non-unionized workers benefit from unions? Why, or why not?

I disagree with Hargrove’s assertion that non-unionized workers benefit from unions. This is so because unions only benefit workers that belong or subscribe to the unions only.

3. Do you agree with Hargrove’s analysis of the claim that “unions have too much power”? Why, or why not?

Again, I happen to disagree with Hargrove on this matter. This position is informed by the fact that unions are defenders of the workers. They protect workers from employee maltreatment. Take the sweeper’s case for an ensample. The presence of the union official ensured that he was not forced to do more work for no extra pay (Hargrove, & Skene, 1998).

4. Do you agree with Hargrove’s contention that “even when we have the law on our side, it seldom means anything”? Why, or why not?

For once, I agree with Hargrove’s contention. The dictates of the law have no effect if the people it is meant to protect are either unaware of its provisions or are powerless to demand that it be enforced as prescribed.

5. Why does Hargrove believe that wage concessions are unwise? Do you agree? Why, or why not?

Hargrove believes that wage concessions are unwise because they delayed corporate from making the decision on the necessary corporate restructuring (Hargrove, & Skene, 1998). I tend to feel that wage concessions are necessary especially with the ever-rising cost of living.

6. Do you agree with the Canadian Auto Workers’ (CAW’s) decision not to provide financial support to the Ontario NDP in the wake of the Social Contract? In your answer, be sure to consider the long-term effect of the election of the Harris government.

I agree with CAW’s decision of not funding the ONDP. The party that ha d come to power in 1990 quickly shifted its policies and it became anti-workers. The union cannot risk being associated with a government that fights the workers it represents. The long-term effect of this move is likely to twist the outcome of elections in Ontario. Without the financial support and backing of the union, the Harris government is likely to lose the polls.

 

Part D

Personal Response

As a worker, I must admit that labour unions play an important role in my day-to-day operations. Firstly, it is important to point out that I just joined the union a few years back. Prior to my joining the union, all my work related affairs were a preserve of the management that set my work hours, workload, overtime rates and all working conditions. I chose to join the union of Allied Workers because I believe in better working conditions. I was also persuaded to join the union because all the non-unionized workers in my firm were joining the union. There were promises released by union officials, most of which were enticing and these also contributed to my enrolment into the union.

Upon joining the union, all my troubles seized; I discovered that my employer had been denying me some basic rights as a worker. After joining the union, the union got into fresh negotiations with our employer and the result was better pay consummate with our skills, health insurance, accident insurance, and hardship allowance. The union also negotiated for safe working hours and better work environment. Additionally, the union takes care of all matters ensuring that I go about my job without any fear of maltreatment. Having the union’s support means that workers cannot be bullied into working in deplorable conditions.

Another important function of the unions rests in the fact that they receive and manage funds and contributions from the workers ensuring that the funds are profitably invested. Corporate executives and managers have been known to either mismanage their workers’ contributions. Some corporations convert their worker’s retirement funds into stocks and bonds controlled by the company and its board members. Corporate executives and managers cannot be trusted to manage the funds meant for workers because as owners of the stocks where the funds are invested, they too have stake that might lead to a conflict of interest.

The union has also played an important role in negotiating higher pay. There was that time that the employer refused to pay our dues as agreed. The union threatened that it would call for a countrywide strike. The employer thought that the union was joking. The set date for the commencement of the industrial action came and the union made real their threat. The government held its ground for two weeks and then called the union to a round table discussion. Hardly had the discussions begin when they came to a standstill. The government pulled a fast one and filed for an injunction on the industrial court. The Court ruled in favour of the government and held that the strike was illegal. What followed next is unfortunate; we were all ordered to report to our workstations within the next 24 hours failure to which we would all face disciplinary actions. In response to these threats, the union ordered its workers to stay off their work places. When the government discovered that our resolve was unshakable, they ceded ground and call for fresh negotiations. Our push for increased wages was agreed to. The new wage rates took effect three months later and it was backdated to the date agreed on in the very first negotiations.

In the dispute recounted above, the union flexed its muscles to ensure that the rights of the workers were addressed. The union also held the government accountable and ensured that they fulfilled the promises and commitments they made in the first negotiations. Additionally, the union also ensured that it strengthened the worker while on strike. The union went to court on behalf of the worker and helped them withstand intimidation by asking the workers not to go back to work contrary to government orders. All these effects of trade unions are of benefit to me as a worker.

 

 

References

Godard, J. (1993). Industrial relations, the economy, and society. Toronto: McGraw-Hill Ryerson.

Hargrove, B., & Skene, W. (1998). Labour of love: The fight to create a more humane Canada. Toronto: Macfarlane Walter & Ross.

Jackson, A. (2010). Work and labour in Canada: Critical issues. Toronto: Canadian Scholars’ Press.

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