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Cornell University - Canadian Labour Relations Professional Certificate Program

Cornell University’s School of Industrial Labor Relations is a world renowned and valued resource for education and assistance in the labour relations field. If you are preparing for bargaining, have new members on your labour relations or operations team, or looking to improve your negotiation skills and knowledge, then your organization needs the Canadian Labour Relations program as part of your training plan.
The programs are led by some of the top qualified and well-respected labour relations practitioners, neutrals and attorneys in Canada and the U.S. with a highly interactive curriculum where participants continually practice skills learned. These programs will be held in downtown Toronto, ON.

Workshops in the Collective Bargaining Certificate

LR401 The Fundamentals of Negotiation   Jun 17 – Jun 18, 2013 – COMPLETED.
LR402 Effective Collective Bargaining: Preparation and Negotiations  Jun 19 – Jun 21, 2013 – COMPLETED
LR403 Labour Relations Law
LR404 Contract Language and Interpretation
LR406 Introduction to Advanced Collective Bargaining Strategy
Workshops in the Contract Administration Certificate
LR403 Labour Relations Law
LR404 Contract Language and Interpretation
LR405 Effective Employee Discipline
LR407 Investigation Tools and Techniques in Union and Non-union Environments
LR408 Increasing Effectiveness in Grievance Handling and Arbitration
source :- http://www.oakbridgesconsulting.ca/events/cornell-university-canadian-labour-relations-professional-certificate-program

Pit Crew Labour Market Reports are coming to Canada!!

Pit Crew has been serving the Australian market for over 9 years and is bringing its well recognized Labour Market Reports to Canada. If you’re involved in major projects – you need Pit Crew Labour Market Reports.

Pit Crew Labour Market Reports

• Pit Crew Construction Labour Demand and Availability Reports
• Pit Crew Engineering Resources (Construction) Demand and Availability Reports
• Pit Crew Operations Resources Growth Demand Reports
Standard Reports which cover: Engineering Resources, Construction Labour and Operations Resources Growth and are available at the Provincial and & National level. These reports are updated every six months and are available by subscription.

Pit Crew Custom Reports
 
• One-off, targeted, brief and cost effective
 • Formed from the premium Pit Crew Labour Market Reports
 • Include up-to-the-minute data and analysis customised for the client
Recent Examples in Australia:
• LNG Sector Construction Labour – Australia
• LNG Sector Combined Engineering, Construction and Operations - Australia

• Iron Ore Sector Overview – WA
• Fabrication Capability and South West Metropolitan Region Labour Summary
 • LNG Sector Operations – Demand, national labour availability in allied industries, international availability in LNG sector
 • Regional Labour Market Study – Pilbara • Construction Labour Comparison – EPC program vs. state labour demand
• Owners team demand and modelling
 • Electrical Trades – National and state overview
• Identification of location and numbers of specific occupations with mining experience

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Collective Bargaining - Strategies and Pitfalls for Companies

Collective bargaining is a vital tool that companies use to end conflicts and to resume the operations in the organization. Occurring in either periodic or continuous manner, it aims at making the things better in the company for both employees and the employer. Since, it is an imperative activity on which the relationship of employees and employer depends to a great extent, one must be aware of winning strategies and potential pitfalls in order to avoid issues in the organization. Following are some important collective bargaining tips in the best possible position during collective bargaining.

Collective Bargaining Strategies
 
• Be Prepared - For an upcoming collective bargaining session, the most important strategy that you can use is preparation. All the members of bargaining team must possess thorough understanding of the current collective bargaining agreement along with the changes that have been made in it in the recent past.

• Know the Collective Bargaining Unit - It will always be helpful for you to possess information about what points are vital for the bargaining unit. This will help you to prepare target proposals that suit your companies work environment and yet which would sound lucrative to the bargaining team.

• Keep factual Data Supporting Your Position - One of the imperative collective bargaining strategies is to possess factual data like copies of financial documents, past bargaining agreements, and any other information that can support your position.

Collective Bargaining Pitfalls

 
• Less or No Preparation -Nothing else can frustrate the negotiating parties or delay the negotiation than not being prepared. Actually, a company should always be in constant preparation for collective bargaining and negotiations.

• Not Sharing Vital Information with the Union -It is the responsibility of an employer to share all the important information with the unions in order to bargain in good faith.

• Not Sharing Accurate Information with the Union - It is very crucial that the data and information provided to the union is accurate and complete for maintaining healthy labour relations in the company. If the union learns the fact that the information that is shared with it is inaccurate or incomplete, it will taint the bargaining relationship immediately.

• Avoid Unnecessary Delays - Finally, it is very important that you never allow your union to stall. Being the company's representative, you must avoid any unnecessary delays and must keep the bargaining moving. Any delays can be prevented by being prepared with factual data and providing the right information to the union in timely manner.

Source:- http://collectivebargainingcanada.wordpress.com/2013/10/15/collective-bargaining-strategies-and-pitfalls-for-companies/

 

Good Employee Labour Relations- Key to Successful Business

Pressures in workplace are a very widespread phenomenon but repeated force grades outcome in tension which has farfetched repercussions. The worker is the worst influenced in this considers as any change in business policy or work grade targets has direct outcome on the employee and more so on the labour class predominantly. These are is early signals and starting of force. But this unwarranted pressure lasts a little while and in time can result in chronic tension and can be a origin for other ailments as well. To alleviate out such obnoxious positions it is habitually advisable for businesses to have very clear and cordial work relations in workplace. This makes the business air tranquil and employed of the business very glossy.

The management of the business should make exceptional efforts to make certain that the work air of the labours is conducive for them. Their work schedule is as per the work norms and regulations. The main concept is that the labour should be treasured and he should seem a part of the business. He should in no way be taken for allocated and his well being should not ever be compromised. In line the business management should not ever make unrealistic output goals for the worker which could depart them frustrated and unhappy. To be with the workers, companies charter labour relatives advisor with the main to hold labour relatives in workplace favourable.

The commerce and work position throughout the world is the identical where it strolls a very thin line. Conflicts and problem positions can arise anytime; the management has to be on guard. Numerous a times small incidences can happen in the business which can be a suggestion that something is brewing somewhere and labour relations are not pleasing. Harassment of any kind to even the minutes degree should not be accepted any place and it has been glimpsed recently that assaults and sexual harassment cases are on the increase world over. As per statistics, Canada is recently displaying increasing cases of workplace aggression. This is being taken very seriously and work relatives Canada are looking into avoiding such positions and considering the reasons behind such assaults of aggression.

There can be ways and answers through which work relatives in workplace can be advanced. The first in this considers could be keeping keen watch on the behaviour of the labours and making certain that no one is being stigmatized or discriminated for some or the other cause. The workers should be well aware of the company harassment principles so that in case of any misbehaviour the worker can approach the administration or HR department. For improving the employee behaviour, there should be some training sessions arranged so that employees get briefer about the business. At the end the most significant facet to be taken care off is the fact that the worker should feel defended and should seem in case of problem he can approach the management for help, the doors for communication should habitually be open.

New Amendments to Labour Laws Address Bullying Issues in the Workplace

Bullying issues in the workplace can have serious after-effects both on the employees and the organization as a whole. Be it a bad manager yelling at an employee without a genuine reason or a group of employees sorting out an employee and using harsh criticism against him/her, bullying can have psychological impacts on the concerned person and can lead to disturbed behavior and productivity. To figure out the bullying issues happening at the workplace, there are defined labor relations in the workplace. But, at times it is being observed that these labor rules are being overlooked by some malicious characters in the workplace. These persons with their accusatory responses disturb the whole working atmosphere. According to some online Canadian journals, the workplace bullying issues in Canada are on a rise from the past few times.

The Ministry of labour relations Canada has its own set of guidelines, which act as a standard for all types of industries and businesses with the aim to settle various employment related disputes and bullying issues happening in the workplace. Recently, some new policy changes have been formulated in the existing laws and standards. The amendments have been incorporated by the WorkSafeBC, which acts as a Worker’s Compensation Board.

 All the recent amendments to the labour relations Canada will be effective from the 1st of November, 2013. These new policies are specifically addressed towards the workplace harassment and bullying issues and can be found in the Section 5.1 of the British Columbia Worker’s Compensation Act.

The subjects that are being covered in the latest amendments to the labour management relations Canada include the following:

 • Clear definitions of the terms harassment and bullying.
 • List of incidences and cases which should be identified as bullying.
 • The bullying prevention polices that the employers and employees of the organization should keep in mind.  • The procedural steps that a worker should take, in case s/he becomes a victim of workplace bullying.
 • The actions that employers need to take, if an employee reports to them with any incident of harassment.

 The new policies also focus on providing the required training to the employees and supervisors in the organizations, so as to help them easily identify the harassment issues at the workplace. The new amendments are expected to prevent the workplace nuisance in an effective manner and make it a safe and comfortable environment for everyone involved.

Collective Bargaining Bridging Employee and Management Ties

Every employee in an organization has certain rights and privileges that he is free to enjoy and reap. These benefits are aimed at keeping the employee happy and satisfied so that he is a happy workman. It all makes the atmosphere in the organization very healthy which churns out excellent output. All these benefits and the company rules are finalized by the human resource management of the company keeping in mind the interests of the organization. In maximum cases the employees put forth their points which are incorporated in the charter of agreements. This is termed as the collective bargaining agreement. In simpler terms in collective bargaining the workers organize collectively and bargain with employers regarding the workplace needs and their requirements.


In other words in collective bargaining the employees and workers asking for fulfillment of their demands sit across the table with the management and discuss their points and issues. This way of functioning and negotiation are the building blocks of larger entity of trade unions or what we say the foundation of trade unions. Various points are discussed regarding will finalizing the charter for workers. These would be the terms of conditions on work, the criteria of employment, wages, hours of work, working conditions, rights and responsibilities of trade unions and the management as well. This is where the employee feels more a part of the organization and wanted.


This charter of rules is the first document or in a way the constitution of the company. They are drafted to keep very cordial and disciplined labour relations in workplace. This charter will clearly state the rights of the management i.e the areas where it will have jurisdiction. These could be the hiring of employees, the appraisal system of employees, work allocation, discipline of employees and even the termination of an employee from the organization and all this of course not compromising, the discipline of the company.


From the employee’s side an option for lodging complaints should be present. Here the employee can place their complaints and issues in case any of their rights are not given as per the charter. A complete grievance lodging procedure must be well defined in the charter itself so that the employee knows the steps to follow. Also, during the time the complaint is being lodged and the decision is impending the employee’s must be looked after.