1 edition of The law of industrial action and trade union recognition found in the catalog.
The law of industrial action and trade union recognition
|Statement||John Bowers, Michael Duggan, David Reade ; with chapters 21-23 by Katherine Apps and James Wynne|
|Contributions||Duggan, Michael, 1960-, Reade, David, LL. B.|
|LC Classifications||KD3076 .B69 2011|
|The Physical Object|
|Pagination||xli, 311 p. ;|
|Number of Pages||311|
|LC Control Number||2011289839|
The National Labor Relations Act forbids employers from interfering with, restraining, or coercing employees in the exercise of rights relating to organizing, forming, joining or assisting a labor organization for collective bargaining purposes, or from working together to improve terms and conditions of employment, or refraining from any such activity. A trade union will only be liable in law for official industrial action. It follows, therefore, that statutory immunities only apply to official industrial action. Where unofficial action occurs, the individuals organising the action will be liable for damages and the individual employees will be outside the scope of most of the statutory.
Taking industrial action is a big step for any union. And with a raft of legislation surrounding any form of industrial action, from ballots to picketing, great care is essential when taking action. But there are a couple of general principles to bear in mind. The second edition of Industrial Relations, Trade Unions, and Labour Legislation is an up-to-date interactive text, primarily related to issues in India. The book does, however, incorporate developments and practices in other countries, particularly UK and USA. Primarily designed for the students of management, economics, labour and social welfare, social work, commerce and similar disciplines /5(2).
The law on the consequences of trade union recognition, including collective bargaining, collective agreements, the right to information and consultation, and time off for union representatives. The consequences of trade union recognition | Trade unions and industrial action | Employment law manual | Tools | Compulsory recognition follows a protracted statutory procedure set out in the Trade Unions and Labour Relations (Consolidation) Act and which starts with a written request for recognition by a union. Voluntary recognition where a union is recognised by agreement negotiated between the employer and union.
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With the benefit of the contribution of three chapters from Littleton Chambers barristers, Katherine Apps and James Wynne, the books runs to pages across the whole spectrum of law governing. Law and practice in the field of industrial action and trade union recognition has undergone extensive changes in recent years.
The third edition of The Law of Industrial Action and Trade Union Recognition provides a new, up-to-date, and thorough analysis of this technical area of law.5/5(1). This new edition of The Law of Industrial Action and Trade Union Recognition provides a new and updated analysis of this difficult and technical area of law.
This edition offers comprehensive coverage of all aspects of bringing and defending recognition claims and industrial action injunctions to ensure that nothing is missed when planning a by: 1. This new edition is the only work to focus comprehensively on industrial action and trade union law, dealing with all aspects of bringing and defending recognition claims and industrial action injunctions.
The only work to focus comprehensively on industrial action and trade union law Deals with all aspects of bringing and defending recognition claims and industrial action injunctions to ensure nothing is missed when planning a case Written by a team of experienced practitioners, providing expert guidance as an effective source of reference.
Buy The Law of Industrial Action and Trade Union Recognition 2 by Bowers QC, John, Duggan, Michael, Reade QC, David (ISBN: ) from Amazon's Book Store. Everyday low prices and free delivery on eligible orders. Trade unions: recognition and industrial action A number of statutory instruments changing the statutory provisions relating to industrial action and trade union recognition will come into force on 1 October Free Practical Law trial To access this resource, sign up for a free trial of Practical Law.
This guide explains the statutory rights and protections given to those who take industrial action. It covers industrial action ballots, unjustifiable discipline, unlawful use of union funds and. Chapter: (p. ) Trade unions: recognition, collective bargaining, and industrial action Author(s): Michael Jefferson DOI: /he/ Law and practice in the field of industrial action and trade union recognition has undergone extensive changes in recent years.
The third edition of The Law of Industrial Action and Trade Union Recognition provides a new, up-to-date, and thorough analysis of this technical area of law. This edition offers comprehensive coverage of all aspects of bringing and defending recognition claims and. The industrial action you probably hear most about is going on strike.
But there are other actions workers can take, such as picketing, go-slows, overtime bans and work to rule. Lockouts by employers also count as industrial action. In Britain, the right to strike is governed by complex and restrictive industrial action laws.
Trade union recognition. Updating author: Nick Chronias, DAC Beachcroft Summary. An employer may voluntarily recognise a union to conduct collective bargaining. (See Voluntary recognition); An employer may be compelled under the provisions of the Employment Relations Act to recognise a union for collective bargaining on pay, hours and holidays.
Section states that a trade union recognition requirement in a contract for the supply of goods or services is void. This clause was added to the bill in the House of Lords in response to local authority practices, specifically in East Kilbride District Council, obliging their contractors to recognise and negotiate with trade unions.
Industrial action raises complicated issues and legal advice should always be taken. Useful information is available from the TUC, individual unions, and the Code of Practice: access and unfair practices during recognition and derecognition ballots.
Future developments, at the end of this Q&A, summarises the changes. For information on redundancy consultations, see our Redundancy. A trade union calls industrial action by telling members and the employer when and how this action will be taken. This should be done by a trade union official or committee that has the legal.
The law relating to industrial action and trade union recognition is complex and rapidly moving. This new edition of The Law of Industrial Action and Trade Union Recognition provides a new and updated analysis of this difficult and technical area of law.
This edition offers comprehensive coverage of all aspects of bringing and defending recognition claims and industrial action injunctions to. Trade Unions. The Trade Union Acts regulate the rules of trade unions and provide for a system of registration of trade unions.
In return trade unions are protected from prosecutions for economic torts including anti-competitive practices such as attempting to fix wage rates. Union Recognition. To ensure industrial action enjoyed immunity from actions in tort, a trade union could only start industrial action if the action had been approved by a simple majority in a secret ballot held not more than four week s before [Part 2].
The Employment Relations Act [section 4 and Schedule 3] subsequently allowed the four weeks to be extended. INDUSTRIAL AND LABOUR RELATIONS. An Act to revise the law relating to the formation of trade unions and employers' representative organisations, including the formation of federations of trade unions and federations of employers organisations, recognition and collective agreemebts, settlement of disputes, strikes, lockouts, essential services and the Tripartite Labour Consultative Council; the.
ISBN Writing in The Law Society Gazette Graham Clayton described The Law of Industrial Action and Trade Union Recognition as "a work of authority and clarity". Writing in the Industrial Law Journal David Lewis described the first edition of Whistleblowing as "a.
Industrial action is "protected" if an employee is induced to take it by his union and the union in doing so complies with the legal requirements governing the organisation of industrial action.
More details of these requirements are given in Industrial action and the law. If the union repudiates the industrial action.Trade unions can receive recognition, or employers can derecognise trade unions.
Employment laws protecting employees taking industrial action, such as taking part in strikes or picketing, are contained in the Employment Rights Act and Trade Union and Labour Relations (Consolidation) Act The book contends that governments used a combination of administrative and judicial action, legislation, and a narrative of crisis to construct new forms of labor relations.
Understanding the demise of the unions requires a reinterpretation of how these earlier systems were constructed, and the role of the British government in that process.