Employment Law for Trade Union Recognition -myassignmenthelp

Question: Discuss about theEmployment Law for Trade Union Recognition. Answer: Union recognition process: The present question is based on the employment law in Singapore. Under this law, four categories are present to deal with various dimensions of the employment-based problem (Mirsky et al., 2016). They are general employment laws, employment of foreigners, trade union law and workplace safety. Trade unions are set up for the benefit of the workers in a commercial place and attempt to secure the interest of the workers. Therefore, it can be stated that the trade unions are playing important role in work place. After the incorporation, the trade union should be recognized (McDonnell et al., 2013). The main objective of trade union is to secure the interest of the workers, but employers are taking an effective part in the recognition process of the unions. The recognition procedure of the trade union is based on the consent of the employers on the negotiation issue of the wage and working condition. Under the trade union law, the process of negotiation between the employers and the unio n is known as collective bargaining. The union recognition process is divided in two parts, such as voluntary recognition and statutory recognition (McGettigan Scott, 2014). If the employer is giving consent over the trade union issue, the process will be known as voluntary recognition. In this case, there is no necessity of any legal process. The consenting procedure is based on the secret ballot system (Chan Hui, 2014). In this process, the parties remain flexible regarding the recognition arrangement. In Singapore, the trade unions are recognized when the employees are claiming for the same maintaining the rules stated under part 3 of the Act. When the claim has been served to the employer, he is bound to response on the same within the limitation of seven consecutive days. If the employers have failed to meet the criteria within the prescribed period, he will be liable show cause to the commissioner. The commissioner may, at his discretion, informs the employer to state his view by way of secret ballot system. An acknowledgement is needed in this process specify the condition regarding the secret ballot system. In the union recognition procedure, ballot system is mandatory in nature. It is the responsibility of the commissioner to let the employer know about the result of the ballot process regarding the recognition of union. If it has observed that most of the employees had casted their votes for the establishment of trade union, the employer will recognize the trade union within three working days. The countdown for the recognition will be start from the date of knowledge about the result of the secret ballot. It is the sole responsibility of the employer to inform the employees about the recognition process. Dispute regarding bargaining unit Trade unions are used as an institution to promote industrial relationship, which are resulted into an enhancement of the socio-economic status of the country. The parties to the trade union are the employer and employees. When a union is recognized, the employer makes a process of negotiation over the issues related to the wages and working conditions. They are known as collective bargaining (Grimshaw, Bosch, Rubery, 2014). Three Acts are dealing with the collective bargaining procedure. Under the Industrial Relations Act, recognition is possible only by the consent of the employers. It is primary duty of the employer to negotiate on certain issues regarding the interest of the employees. The collective bargaining process includes remuneration, working conditions, facilities, health and safety measures of the employees and other related company affairs. Therefore, it can be stated that the collective bargaining is important in a workplace. If there is, any laxity or dispute arises regarding the same, certain steps can be taken that are ensured by the Industrial Dispute Act. Under the Act, certain steps regarding the conciliation process has been stated in section 21. If it has been observed that there is no possibility regarding the collective agreement in between the employer and the employees, conciliation proceeding can be adopted. The commissioner in certain circumstances may chair conciliation process. In Singapore, there is another process by which dispute regarding bargaining unit be resolved. This process is known as the arbitration process (Leggett Stewart, 2014). If matter regarding the dispute is to be referred to the IAC, an arbitration proceeding will be commenced by them. If the disputed matter is over the waging system, any one of the party can make the request to IAC. However, except the waging problem, joint request is needed in every single issue. Reference: Chan, C. K. C., Hui, E. S. I. (2014). The development of collective bargaining in China: From collective bargaining by riot to party state-led wage bargaining.The China Quarterly,217, 221-242. Grimshaw, D., Bosch, G., Rubery, J. (2014). Minimum wages and collective bargaining: What types of pay bargaining can foster positive pay equity outcomes?.British Journal of Industrial Relations,52(3), 470-498. Grimshaw, D., Bosch, G., Rubery, J. (2014). Minimum wages and collective bargaining: What types of pay bargaining can foster positive pay equity outcomes?.British Journal of Industrial Relations,52(3), 470-498. Leggett, C., Stewart, G. (2014). Australia and the system of arbitration in Singapore.The Economic and Labour Relations Review,25(1), 115-129. McDonnell, A., Bartram, T., Boyle, B., Stanton, P., Burgess, J. (2013). Union recognition, bargaining arrangements and voice mechanisms of US and Australian MNEs in Australia. McGettigan, C., Scott, S. K. (2014). Voluntary and involuntary processes affect the production of verbal and non-verbal signals by the human voice.Behavioral and Brain Sciences,37(6), 564-565. Mirsky, R., Gal, Y. A. K., Stern, R., Kalech, M. (2016, May). Sequential plan recognition. InProceedings of the 2016 International Conference on Autonomous Agents Multiagent Systems(pp. 1347-1348). International Foundation for Autonomous Agents and Multiagent Systems.