Photo AI
Describe, using the above text, one possible non-legislative and one legislative solution for the industrial relations problem facing RES Ltd - Leaving Cert Business - Question C - 2009
Question C
Describe, using the above text, one possible non-legislative and one legislative solution for the industrial relations problem facing RES Ltd. (i) (ii) In your vi... show full transcript
Worked Solution & Example Answer:Describe, using the above text, one possible non-legislative and one legislative solution for the industrial relations problem facing RES Ltd - Leaving Cert Business - Question C - 2009
Step 1
One possible non-legislative solution
Answer
Liam could meet with the Shop Steward and the workers to discuss his concerns and try to reach an agreement regarding the proposed 10% pay cut. This informal dialogue might follow the Grievance Procedure.
Steps in the process include:
- The Shop Steward makes an initial complaint regarding the proposed pay cut.
- Liam must respond and meet with the Shop Steward within a specified timeframe to discuss and address the concerns raised.
- If the outcome of the meeting is unsatisfactory for the Shop Steward, they have the option to request intervention from Head Office or to seek legislative action to resolve the conflict.
Step 2
One legislative solution
Answer
Liam can seek the assistance of the Labour Relations Commission (LRC) to help resolve the dispute. The LRC provides a conciliation service for disputes.
Here’s how this process would unfold:
- The LRC can appoint an industrial relations officer to facilitate discussions between Liam and his employees, allowing both parties to present their viewpoints.
- Through a series of meetings and negotiations, the LRC aims to help reach a mutual agreement.
- If an agreement is reached, both parties will benefit, thereby minimizing the chances of escalation to more serious industrial action.
Step 3
In your view should Liam have dealt with the issue to lessen the likelihood of an industrial relations conflict?
Answer
Liam’s approach, as described, may not have been optimal. A more proactive strategy could involve:
- Organizing a face-to-face meeting with the employees to ensure they feel their concerns are valued.
- Ensuring that the meeting fosters a sense of dignity and respect, allowing employees to express their views regarding the proposed pay cut.
- Offering transparency regarding the company's financial position to help staff understand the necessity for changes in pay.
- Providing an opportunity for employees to voice alternative solutions or suggestions, showing that their input is crucial.
By addressing these areas, Liam could build trust and maintain a healthier relationship with his workforce, reducing the risk of industrial disputes.