2. What is Industrial Relation?
Interaction between employee and employer or the
member of the trade union in the workplace.
Role:
1) To strengthen the harmonious
relation between er and ee
2) To avoid any form of
exploitation and discrimination in the workplace or
outside work place.
3. EMPLOYER
Any person whether
corporate or incorporate,
who employs a workmen
under a contract of
employment which includes:
Manager, agent or any person
responsible for the payment of
wages.
groups of persons whether or
not statutory or incorporated,
government, local authorities
or other bodies
EMPLOYEE
Any person who has
attained the age of sixteen
years old and employed
under a contract of
service or apprenticeship,
whether written or oral
and expressed to work for
an employer
5. PRINCIPLES OF IR:
There are 4 principles of IR:
Principles of trade Unionism
Principles of Trade Recognition
Principles of trade Dispute Resolution
Principles of Collective Bargaining/ Collective
Agreements
6.
Purpose of principle IR:
to
overcome the problems from all parties relating
to dissolution, trade unionism and so on.
Importance of IR:
To
justify the relationship between the er and ee
To promote a conducive environment to both
parties.
7. HOW DOES IR OPERATES??
Unilateral
•The er makes decision
•Ee is not member of trade union
Bilateral
•Representation of er (MEF) and ee (MTUC or NUPW)
Tripartite
• Interaction between three parties:
• Private sector : er represented by MEF
• Private sector: ee represented by MTUC or NUPW
• Government sector: represented by CUEPACS
8. ROLE OF GOVERNMENT IN IR SYSTEMS
Provide legislator (labour law) either for the worker
or er in the private, public and government.
Examples:
Employment Act 1955
Trade Union act 1959
Industrial relation Act 1967
Occupational Health and Safety Act 1994
Compensation Act 1952
Employees Provident Fund Act 1991
9. Administration: Minister of Human Resource
Objectives:
To
protect the welfare and safeties of workers and
the rights to form or organized TU activities
To promote the good industrial relationship
between the ee and the er
To protect worker safe in work place, health and
rights
To train the basic industrial skill of the unemployed
school
10. To restructure a
balanced
distribution of
manpower
Provide data on
manpower
needed by nation
Promote good
will btw ee
and er
Protect & promote
welfare and well
being of worker
Roles of MHR
in M’sia
To equip ee wth
basic industrial
skilll & improve
skill labor
Assist in utilizing
to the max.
manpower of the
nation
Preserve health
and safety of
worker regard
pollution
12. TRADE UNION:
Registrar:
Headed by Director General
Enforces Trade Union Act 1959
Objectives:
Development of healthy and responsible and
democratic trade union movement
Effective law enforcement
Proper advisory services
Close liaison with department of labour and industrial
relation
Giving view pertaining to the labour needs in the
country
13. TRADE UNION AFFAIRS:
•To be credible & effective agency in the supervision of trade union
movement
•To ensure that trade unions operate in a democratic orderly and
responsible manner in order to assist in achieving the objectives.
•To ensure that TU develops in a healthy with a view to creating a
contented, disciplined, dynamic, progressive and productive workforce
towards achieving the socio-economic development
•Employee in the public, private and government sectors.
14. TU AFFAIRS FUNCTIONS:
1.
2.
3.
4.
5.
6.
To enforce Trade Unions Act 1959 &Trade Union
regulations 1959
To supervise, direct and control all matters
relating to TU
To consider application for registration of TU
To ensure registered TU accordance to TU
legislation
To advise officers and members of TU on
administrative, financial and constitutional of TU
To advise the MHR on matter relating to TU
legislation and policies.
15. CODE OF CONDUCT FOR INDUSTRIAL
HARMONY (CCIH)
Established: 9th Feb 1975
Between Malayan Council of employer’s
Organization (Employer) and Malaysian Trade
Union Congress (employee) and Minister of
Labour and Manpower
Aim: Lay down principles and guidelines to
employers and workers on the practices of IR
for achieving harmonious IR
16.
Both er and ee must comply with provision of
CCIH:
1.
2.
3.
4.
5.
Refrain from taking unilateral action
Resolved all differences, grievances and disputes
are dealt with strictly accordance with procedures
CA or if no agreement by negotiation, conciliation
and arbitration.
Ensured all matters dealt with proper machinery
such as negotiation, conciliation and arbitration
Promote constructive and positives cooperation
Established procedures which will ensure a
complete and speedy investigation of grievances
to a joint settlements
17. 6.
7.
8.
Comply with procedures for disposal of
grievances
Refrain from resorting to coercion,
intimidation, victimization and to avoid goslow, sit-down and stay in strike.
To educate management and workers of their
obligation to each other’s
18. ROLE OF EMPLOYER… NOT
TO:
Interference with the affair of TU and the rights
of the workers to form or organized union
activities
Discrimination, restrain or
coercion againts any worker
because of legitimate TU activities
Abuse of authority or power
in any form
19. ROLE OF EMPLOYEE….
NOT TO:
Negligence of duty
Damaging the company’s property
Insubordination
Interference with or disturbance to normal
working hours
