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The purpose of the Industrial Relations Act, 1990 is to put in place an improved framework for the conduct of industrial relations and for the resolution of trade disputes - Leaving Cert Business - Question A - 2010
Question A
The purpose of the Industrial Relations Act, 1990 is to put in place an improved framework for the conduct of industrial relations and for the resolution of trade di... show full transcript
Worked Solution & Example Answer:The purpose of the Industrial Relations Act, 1990 is to put in place an improved framework for the conduct of industrial relations and for the resolution of trade disputes - Leaving Cert Business - Question A - 2010
Step 1
Outline the impact on trade unions of the main provisions of the Industrial Relations Act 1990
Answer
The Industrial Relations Act 1990 significantly affects trade unions in several ways. Firstly, it provides a legal framework for trade unions to conduct industrial action, ensuring they have clear guidelines on issues like disputes related to employment.
Additionally, the Act emphasizes the necessity for secret ballots before any industrial action can take place, which protects against unauthorized strikes and ensures that all members have a fair chance to voice their opinions. This requirement fosters a more democratic approach within unions.
Furthermore, it grants unions immunity from legal action when acting in accordance with the law, which shields them from repercussions arising due to their activities, provided they follow the stipulated guidelines. This immunity encourages unions to organize and conduct strikes or disputes without the fear of legal repercussions, enhancing their bargaining power.
Step 2
Describe two types of official industrial action a trade union can undertake as part of a trade dispute
Answer
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Work to Rule/Overtime Ban: This type of action involves workers adhering strictly to their job descriptions or contracts. Employees will only perform the exact tasks outlined in their contracts without additional work, which can significantly slow down production or services. This action highlights grievances while minimizing the risk of losing pay or job security.
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Go Slow: In a go-slow tactic, workers deliberately reduce their work pace to disrupt normal operations. This method is implemented to exert pressure on employers without engaging in a complete strike. While employees still receive their wages, the reduced productivity can lead to financial strain on the employer, compelling negotiations to address the underlying issues.