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CH 2 EVOLVEMENT OF INDUSTRIAL RELATION - Coggle Diagram
CH 2 EVOLVEMENT OF INDUSTRIAL RELATION
Before Independence
1930's
Newly trade union
No legislation
Several strikes
1940's
Employees exert to law
First law but not inforced because Japan invason
1920's
Development of estates and tin mines
Labour movement by communist Party of Malaya
Employee do work for employer and the got food and wages
No right for workers
1946's
Government set up trade union Advisor Department
Trade union enatment (3 clauses) - same industry
After Independence
1965's
Start regulate their collective relationship
Settle any dispute with their level and no government
Start to realise
The essential (Trade Disputes in Essential Services) Regulations, 1965 was publicize
No strike or lock-out cloud be declared
The award of the Tribunal was final and legally binding on the parties to the dispute
The International Labour Organization (ILO)
The only 'tripartite' United Nations agency in that it brings together representatives of governments, employers and workers to jointly shape policies and programmes
Founded in 1919, in the wake of a destructive war. First specialized agency of the UN
183 Member Countries – MALAYSIA a member
ILO-Objectives and Aims
Devoted to advancing opportunities for women and men
Equity
Security
Obtain decent and productive work in conditions of freedom
Human dignity
Promote rights at work
Encourage decent employment opportunities
Enhance social protection and strengthen dialogue in handling work- related issues.
IR IN THE MALAYSIAN PUBLIC SECTOR
Definition - Civil service, the statutory bodies and the local authorities
Public sector refer to the relationship between the gov and the public sector's employee.
Related to the role of the government as an employer in this sector.
Employers - Federal government, State government, Federal Statutory Authorities
Union Membership
Restrictions by TUA
Actors
The Public Service Department
The Public Service Tribunal
Salaries Commissions and Salaries Committees
The Joint Councils
Characteristic
Wages and other terms of services are discussed at CUEPACS
Grouped by ministries, departments, statutory bodies, local authorities
Not involved in collective bargaining
Follow the General Orders (PERINTAH AM MALAYSIA)
IR NOW
IR is handled well in an organization HR activities and change initiatives become smooth and easier to implement
Good companies and progressive unions are today thinking not in terms of IR and/or HR but of ERM : Employee Relations Management.
Many company are using Human Resources which is similar with IR but the scope are more comprehensive