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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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.

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.

Collective Bargaining Model for Professional Unions White Paper

Sue.Mackintosh Teacher UnionsBy Hugh Secord and Sue Mackintosh There has to be a better way to achieve the multiple goals of maintaining professional standards, societal good and collective “voice” and rights. This article explores the challenges facing professionals such as engineers, teachers Full Read Click Here

Maintaining Cordial Labor Management Relations, a Tough Task for Companies

Managing a company is a very daunting task. It involves management at different levels where the varied departments have to be managed , where each department has to be worked upon with the same interest and view always. Right from the administration which involves keeping the company top notch for visitors and making sure that the employees are comfortable, there are many other aspects that need to be looked into. The labour is one such aspect of an organization which needs to be managed and taken care off in the best possible manner as even a little discontentment in their minds somewhere can lead to very severe repercussions in the long run. However, there are many ways and means, through which cordial labor management relations can be maintained. Here a Labour relations consultant comes to a company’s rescue in such times of need. These consultants also guide the management of the organization on the current and future problems and opportunities related to the companies structural and functional aspects as well.

Management and the labour relations walk a very thin line where even a little misunderstanding can lead to very uncalled for situations in the company. But as it says every problem has a solution and better still, steps should be taken beforehand to avoid a crisis situation to knock on the door. Keeping this aspect in mind the labor management relations must be always kept top notch and in perfect state.

As per a recent study it has been found that depression and anxiety is the main cause of sickness and is on the rise in UK on account of work related stress. The stress in turn has considerable effect on the labors productivity which results in lowering in turnover over time. This in turn is directly proportional to increase in labor earnings, high recruitment costs and decrease in profits over time. All this is an indication that serious view needs to be given towards labour relations in workplace and something somewhere is posing to be a burden on the minds of the labour.

There can be many aspects which can be a concern for the labors. It can be the pay aspect, work environment, bullying from colleagues, discrimination and many such issues of the like. Well, whatever be the issue it has to be resolved in the bigger interest of the company. Today there are many labour consultant firms who work together with legal firms and advise the management and labors on their rights and assist them in finalizing the agreements of the companies. Collective bargaining is one such policy which is a step in this regards towards maintaining cordial relations in the company.

Labour Relations Canada Aimed at The Skilled Employee

A person’s job is such an important aspect of his life that many times he has to transcend borders and move out to a completely new city and at times new country as well. The fact is a person with a high skill set in his job is always on the “Most Wanted” list of human resources management departments of companies. If you are good in your job you will always have your hands full with job offers. Not only this, the remuneration offered to you will be the best so as to keep you always with the company.

In developed countries like U.S, Canada, Europe a recent trend has immerged where you find imbalance between the new labors i.e workforce coming for a job and the labors retiring from the job. The result is shortage of people in the skilled labor category. To counterbalance this companies open their doors to a workforce from other states and countries as well. Canada is one such country which welcomes talent and skill with open arms and values a person for the work and skill that he has. For the comfort of the employees labour relations Canada laws are designed to the labours comfort where they offer flexible work hours and employee benefit family health schemes as well. Not only this in a recent development labour relations Canada is now encouraging women force to also join the construction sector. This is a step towards diversifying the work force from different sections of society and even minorities from different facets of work. Further companies are working towards keeping human resources employee relations very cordial and friendly with an aim to retain employees as far as possible.

Today’s labor is not just engrossed in his work but he requires diversification in his work as well. The human resources management of companies has to plan creative workshops and trainings for their employees. This makes the employee’s job interesting and makes them look forward to a new everyday in the company. This increases the zeal in the employees and they look forward to their day in the company. Another step towards enriching human resources employee relations is giving some rotation to the job of an employee. This way he learns something new in his job and at the same time gives him a new experience as well. This has been a big advantage for labour relations Canadaand has benefited the economy in a big way.

By initiating the new strategies and introduction to new departments and techniques you give new skill set to employees. Further, it brings about reorganized work arrangements, increased employee engagement and management responsiveness, devises new recruitment, selection, retention, and post-retirement strategies and above all improvement in productivity. At the end of the day the aim is to keep the companies employee happy and at the same time no compromise on productivity.