Modern day employee relations have tended to deemphasise the importance of the trade union through employment practices or to develop an antagonistic stance towards the whole concept of trade unionism based on a misconception of the role of trade unions in a fast changing labour environment. This stems from a belief that trade unions are militant with the sole aim of disrupting workplace operations if they are dissatisfied and that unionised workers are a law unto themselves.
The reality is that employers need to gain a holistic appreciation of the legal framework within which unionised organisations operate and the role of the trade unions and employers within these environments. In an effort to secure what they perceive as protection against arbitrary dismissal, employees will be more inclined towards trade union membership.
This workshop will aid in policy and procedure drafting and in strategic, operational and individual operations as well as ensuring that employer rights are protected. At the end, this should strengthen the employer/employee relationship and minimise the risk of disruption and litigation through genuine misunderstandings.
The modern day professional must fully embrace labour relations as a core aspect of his/her function if true value is to be added to the HRM function.
On completion of the workshop participants should be able to:
- Appreciate the legal framework within which trade unions operate.
- Discuss the rights afforded to employees with respect to freedom of association.
- Discuss the issue of employer retaliation against employees wishing to join a trade union.
- Identify unfair labour practices in which employers engage.
- Discuss retaliation and victimisation.
- Identify unfair trade union practices against employers.
- Appreciate the issues of conciliation versus litigation.
- Appreciate the importance of a grievance policy.
- Recognize the provisions of a disciplinary policy.
- Overview of trade unions
- Trade union Law
- Registration and Recognition of trade unions employees
- Alternative forms of employment
- Defining diversity and disability
- The Employer's Obligations in the workplace
- The Employee's Obligation and rights in the workplace
- Vicarious Liability
- Undue hardship or avoidance
- Policies and procedures for successful HRM
- Strategies for maintaining an ethical HR environment
Facilitator's Bio-Sketch: Janet Peters
The facilitator is an attorney –at-law with several years working experience in the public and state enterprise sector. She has had practical experience in the human resource management function for several years having worked at the senior level with direct responsibility for the management of human resources. She also holds a bachelor's degree and a master's degree and has lectured and tutored for several years at UWI and other tertiary institutions. She also lectures at the Arthur Lok Jack Graduate School in Law and in Human Resource legal and ethical issues.
|Date||View Event Calendar|
|Time||8:30 pm – 4:30 pm|
|Cost||TT $4,000.00 (inclusive of training materials, refreshments and Certificate of Participation)
Please note that prices are subject to change without notice.
|Venue||Arthur Lok Jack Graduate School of Business
Max Richards Drive,
Uriah Butler Highway, North West,
Tamara Edwards - ext. 157
Certificates will only be issued to participants who have attained a minimum attendance rate of 75% for the duration of the course.
Course Cancellation/ Reschedule Policy
Arthur Lok Jack GSB (ALJGSB) reserves the right to cancel training at any time. If ALJGSB cancels the training due to unforeseen circumstances beyond the control of ALJGSB, you are entitled to a full refund of the course fee, or your course fee can be credited toward a future training, based upon availability (providing payments have been made before original advertised date).
ALJGSB reserves the right to reschedule training at any time. If ALJGSB reschedules training due to unforeseen circumstances beyond the control of ALJGSB, the training will take place at the next available time. Participants will be informed via phone and/or e-mails.