Managing Employee Relations Essay Example | Topics and Well Written Essays - 3000 words

Managing Employee Relations - Essay ExampleThe advantages and disadvantages of partnership are discussed and the situation existing in the current tensions between the UK judicature and the Fire Brigade Union is elaborated. Finally, the Strategy, tactics and models relating to HRM in managing Employment relations are discussed. The Main actor on the behalf of the government in consideration of relevant employee relation includes the shift Unions.The provisions of the Employment Relations Act 1999 relating to compulsory trade union recognition for bodied negotiate purposes came into force in the UK on 6 June 2000. The 1999 Act inserts a new schedule A1 into the Trade Union and Labor Relations (Consolidation) Act 1992 and this schedule contains the position of the procedure for trade union recognition. The main elements of trade union recognition includeThe first check is the period of ten working days afterwards the request for recognition is made. If during the first period th e parties agree the identity of the Bargaining Unit (BU) and that the union is to be recognized as entitled to conduct collective bargaining, the union is recognized.The second period is the period of 20 working days after the end of the first period or such longer period as the parties agree. If the employer indicates during the first period that it is willing to negotiate with the union, negotiations are to take place during the second period. The parties may request the assistance of ACAS in such negotiations. If proportionateness is reached during the second period the union will be recognized. Secret balloting The Central Arbitration Committee (CAC) must arrange a secret ballot if one of three conditions is satisfied- The CAC is satisfied that a ballot should be held in the interests of good industrial relations or a significant way out of trade union members within the BU inform the CAC that they do not want the union toconduct collective bargaining on theirbehalf or the CA C doubts whether a significant lean of trade union members within the BU want the union to conduct collective bargaining on their behalf. The ballot must be conducted by an independent certified person appointed by the CAC. The Recognition and De recognition Ballots (Qualified Persons) Order 2000 (SI 1306/2000) specifies the conditions which must be satisfied in order for an individual or partnership to be a qualified person. The ballot must be conducted within twenty working days of the appointment of an independent qualified person.. Schedule A1 sets out expand provisions for the conduct of the ballot. There is also a Code of Practice on Access to Workers during Recognition and De recognition Ballots which came into effect on 6 June 2000. If the firmness of purpose of the ballot is that the trade union is supported by a majority of the workers voting and at least 40% of the workers constituting the BU, the CAC must issue a proclamation that the trade union is recognized to con duct collective bargaining on behalf of the BU. Caroline Carr, Employment Law Consultancy - Trade Union recognition, August 2000. http//www.bto.co.uk/articles/elc_articles_3.htmExamination of the interests of Trade Unions and their importance 1. It can act as a