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Union/management relations - Coggle Diagram
Union/management relations
Union: formal association of workers that promotes members' interests through collective action
Employee unionization
dissatisfaction with treatment (perception of unfairness)
improvement in work situation
feel disrespected, unsafe, underpaid, unappreciated
Factors leading to employee unionization
Working environment
inadequate staffing
excessive overtime
poor working conditions
Compensation
inadequate benefits
inequitable pay raise
non-competitive pay
Management style (primary determinant)
Arbitrary decision making
fear, intimidation
lack recognition
Employer's preventive measures
Employee treatment
job insecurity
unfair discipline and policies
lack of response to complaints
harassment and abusive treatment
Employers' resistance
constraint to what managers can do in certain areas
higher wages and benefits
need to find labor-saving ways to offset higher labor cost
good relations VS adversarial, aggressive
HR responsibilities
limited involvment
primary responsibility
Global union membership
Union history
Singapore law
Industrial relations act
Trade Unions Act
Trade Disputes Act
Criminal Law (Temporary Provisions) Act
Management prerogatives
Recruitment
Transfer that does not result in detriment to employment contract
Dismissal (misconduct) or reinstatement at MOM order
Retrenchment (redundancy or restructuring)
Promotion
Duties assignment consistent with employment terms
Unionization process
Representation election
Certification
Unionization commitment
Contract negotiation (Collective bargaining)
Organizing campaign
Union/management cooperation
Grievance management