justify the need for effective labour relation in the work place?
337368
I'm not sure if I understand properly the Q. (ESL), but if you mean is it time for better labour relation, my answer is:Yes, Yes, Yes. America is 50 years behind some EU contires, like Holland, for example.\n\nSend me an email if you like. \n\nDon, Toronto\nw381@yahoo.ca
208954
I can't take up a lot of sources to back my argument here, but from my own experience and that is that those who "hardly" work will eventually get their due. \n\nIt's not going to be always the case that they will have someone to back them up and eventually the bosses that have been misguided by their "hard work" will see the truth. \n\nSo my advice to those that do work "hard", to keep doing so, but also to not shy away from showing they work hard.  This takes confidence and you will feel it if you truly work "hard".
16065
There is exactly one factor that leads to job satisfaction (assuming you're talking about the worker performing the task).\n\nAre you (the worker) doing what you love?
803673
This isn't an area especially well covered by law so comes down to what is regarded as 'reasonable'. Obviously that varies according to the circumstances. For example, if you work for a small business, they've recruited another part-time worker to job share your role and so they don't now have a full-time job to give you, you're in difficulties. Mind you, that's a fairly rare situation. If you work somewhere fairly large then there's unlikely to be a problem. Essentially if they're able to accommodate your request to return to full-time working then they should do that. If not they should demonstrate that they have no business need for you to work extra hours. If so they should review matters if that business need changes - if they look to recruit more staff without returning you to full-time they'd have some good questions to answer. In reality they'll probably take your hand off because it helps them as much as it helps you.\n\nI'd suggest that, to begin with, you have a quiet chat with your manager to test the waters. If that doesn't go well, then it's an idea to take some advice from your union, if you have one. If you get to the situation where they are refusing this without good cause, you may need to submit an internal grievance. There should be a 'staff handbook' or similar setting out procedures for that. If there are no unions where you work, you're still entitled in law to be accompanied to meetings on this by a colleague you trust. Here it would be well worth making the point that part-time working for new mothers is not generally viewed as a permanent arrangement and so arrangements should be as flexible as the business allows. If that were to fail with still no reasonable explanation given I think your ultimate recourse would probably be taking a sex discrimination case to an Employment Tribunal - on the basis that inflexible transition arrnagements between full and part-time working have greater effect on women - who take most parenting and care responsibilities - than on men and that this is discriminatory.\n\nThat's just by way of general background, I'd be amazed if things got to anything like that stage. I'd think your boss will be happy to take you back full-time - in most places there's too much work and not enough bodies !\n\nOne thing though, and please don't take this wrong. If someone in my team was in this situation I'd be a little bit concerned about them and would want to try and make sure in my own mind that all was OK before supporting a request like this. Not to the extent of digging in their souls - just to be sure that they really were all right and this wouldn't cause them any problems. I know folk tend to be pretty cynical about managers - and rightly so, I suppose - but some do feel a personal responsibility for their team and want to make sure they do nothing to cause people any problems in their personal lives. Obviously I don't know the first thing about your situation and probably there aren't any problems lurking but your manager should at least be bothered enough to ask !\n\nHope this works out for you
692275
Both are inter-related and it is difficult to separate. Concentrating on production is essential to run the business profitably which doesn't mean that you should concentrate only on production.  Unless the employees are satisfied with the working conditions provided by their employer, they cannot get a better out-turn from their employees.  Provision of better working atmosphere, amenities which includes employees' welfare measures are all part of the employers' concentration on their products only and we need not view them separately.  On the otherhand, if the employer is concentrating only on their production ignoring the welfare of the employees, it would amount to nothing but exploitation.
950086
This would be an extremely beneficial exercise to everyone. In the first place, the reason you are in business is because of the customer. Those on the front line understand that. Those supporting the front line sometimes have no grasp of how their piece of the puzzle fits and how important their job is, really. At the very least this would give more knowledge to the non-customer service employee and a far better understanding of how to support the front line and the extremely valuable customer.Knowledge is power and sometimes motivation to excel.
930319
you need to clarify this question.\n\ndo you mean, legal aid for forced labor?\n\ndo you want to join a union?\n\nhave you been discriminated against in the workplace, or when applying for a job?\n\nAre you working under unsafe, unhealthy conditions?\n\nhave your rights as a worker been violated?\n\nNo one is going to answer your question, unless you can give some details. What is it exactly that you need to know?
385182
By maintaining the proper spirit and motivation, a company will excell. The company is nothing more than the employee's that work there. The image of the company is a direct reflection of the attitude of the employees...
788258
The labour movement was not organised then, so employers had control and could set wages, working condiitons and hours.  If the worker didn't like it they could only leave, but there wasn't a lot of point in leaving as all jobs had similar conditions.
253749
Employees should be treated with dignity and have the right to keep their personal lives separate from their business lives.\n\nDemanding information about taking sick leave is one of the more sensitive areas.\n\nEmployees should be made aware that use of emails within the company server and phone calls using the company phone system are not private.  They shouldn't find out the hard way.
1026566
Keeping track of employees, from salaries to performance.\nIt is especially needed in banking and accounting to keep track of all funds and transactions.
1085079
you could talk about the progression of employee rights in the work place and reference the beginning of workers unions.  Or you could compare the rights of entry level positions to the rights of those in corporate or more professional postions.
968052
Employee rights are given liberal interpretation under the Labor Laws as against the employers.  Thus, if you have a valid reason, you file a case against your employer because you have more advantages in law.
408645
My friends, it is solidarity of labor we want. We do not want to find fault with each other, but to solidify our forces and say to each other: "We must be together; our masters are joined together and we must do the same thing."\n\nMother Jones
241903
Maybe you could say something to the extent of "Part of everyone's job is to work together for a common goal, in order to acheive this goal, we must have efective communication skills with our coworkers.  While it is great to get our work done, it is just as important to work with the other members of your team."\n\nI don't know if that answers your question, but I hope it helps!
688508
Everyone needs a job so why not?
981188
It will help the company avoid lawsuits.\n\nIt will also make the company a friendlier place to work for those who are not  white men.  Happier employees make for a more productive workplace.