Solution The term "collective bargaining" refers to the procedures used by employees to negotiate with their employers and through the unions to which they are members (Kenton and Schmidt, 2022). To get a consensus on the terms of the job requires negotiation. These terms include things like incentives, compensation, leave, working hours, and safety regulations. It is an effective strategy for addressing workplace issues and increasing employee remuneration. Better benefits, higher pay, and ...

Solution Union Representative:Joint Negotiation Committees The Joint Negotiation Committees (JNCs) are a prevalent union representative group in the UK, as per the 2014 constitution. Their primary function is to negotiate collective bargaining agreements between labor unions and management. JNCs typically involve representatives from both labor unions and management and may sometimes require the involvement of a third party, such as a government agency.  Non Union Representative: ...

Solution As evidenced in Tassinari and Maccarrone (2020), collective employment law include entire factors essential for collective bargaining, information sharing and consultations, arbitration and trade unions actions. Employers need to collaborate with unions to negotiate for remuneration and work conditions or inform and consult changes of redundancy and health and safety issues. The provisions entail; Statutory recognition strategies- As highlighted in Hislop et al. (2019), in distin...

Third-party conciliation requires the establishment of positive relationships between the disputing parties. Conciliation it is frequently employed in situations involving labour conflicts or problems with customers (Agarwal and Jain, 2023). Conciliation is different from arbitration in that it is more improvisational and less formal. Because of this, unlike numerous other arbitrators, the proceedings can be kept confidential. Furthermore, it doesn't call for a suit, is friendlier and more...

Solution In Chan (2019) definition, the trade unions play a role of making sure entire conflicts are resolved. This is specifically when the negotiations of employees and management have failed to succeed. Also, in line with Taylor (2019), in emergence of conflicts, industrial sanctions often result. This is with employees having to worry on pay, work conditions, pay-based practice and security in the significantly dynamic working environment. Trends are; Informal Sanctions (Non-Union ...

Solution Official Employee Action- According to Tassinari and Maccarrone (2020), the official employee action is in line with the trade union with their members of the unions taking part. Considering UK case, Trade Unions Act 2016 protect employees legally to take part in these official actions. For instance, UK Railway Unions passing under strike owing to pay challenges, jobs being cut and work terms and conditions is an example of this action (Knox, 2019). Unofficial Action- As evidence...

Solution Conflicts- This is defined in Personnel today (2012) as the internal misunderstanding or disagreement occurring between the colleagues/leaders. The outcome of these disagreement is lack of cohesion and workplace collaboration. Misbehaviours- According to CIPD (2020), misbehaviours entail intentional actions by organisation members violating the main organisational and/or societal norms. The examples of the employees conflicts include bullying, discrimination and harassments an...

Solution Effective grievance handling procedures are very important to organisations. To begin with, they foster a conducive work environment in which all employees are satisfied with the way their issues are dealt with. As a result, organisational productivity and performance is enhanced. Secondly, effective handling of grievances helps managers in framing policies that are accepted by all employees. This is because employees know that the management has their interests at heart and eff...

Solution Employee grievance is defined as the discontentment felt and expressed by employees towards managers or employers. It results from gaps between employee expectations and what the employer gives (PeopleHum Technology Inc., 2022). Grievances arise due to various factors, which include unfair/unfavourable employment terms or conditions; harassment/bullying in the workplace, occupational hazards, and change in working practices (CIPD, 2022). Unfairness may be perceived in pay packages, ...

Solution In the UK, the law is very clear regarding grounds on which employers may dismiss employees. The law outlines five reasons for which dismissal is accepted as fair: contravening statutory obligations, misconduct, redundancy, lack of capability, and any other reason that is deemed substantial (CIPD, 2022). Whatever the reason, employers must be careful enough to ascertain the facts and explore all other alternatives before coming to the conclusion that dismissal is the only option. ...