Managing of Industrial Action

 Managing of Industrial Action

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Industrial actions are taken by workers when they do something as a protest against their employer or company. It can be done as stopping work for time period or by only doing certain types of work. A dispute between the workers and employer that is not been resolved lead into such industrial actions. The oxford dictionary explains industrial action as ‘Action taken by employees of a company as a protest, especially striking or working to rule.’ (Oxford, 2017)

 

In most of the cases first there will be some kind of discussions between the employees and the employer; if such discussions fail and still the dispute is prevailing with no decision then the employees are pushed to take industrial action. These actions are known as strikes, where employees stop work for a specific time frame or refuse to work for the employer. Sometimes it’s seen that employers stop employees from all job factions. This is called a lock – out situation. Some of the other common strike methods are working to rule, overtime ban, working slowly.

 

The National labour relations board, which is an independent federal agency that protects the rights of privet employees, situated in Washington DC, USA states that ‘Employees who strike for lawful objects fall into two classes “economic strikers” and “Unfair labour practice strikers.’ Further the NLRB explains that ‘If the object of a strike is to obtain from the employer some economic concession such as higher wages, shorter hours, or better working conditions, the striking employees are called economic strikers, and employees who strike to protest an unfair labour practice committed by their employer are called unfair labour practice strikers.(Nlrb, 2017 ). Furthermore it is important for the trade union to support this industrial action so that it becomes official.

 

“Protection is provided under the Trade Union and Labour Relations (Consolidation) Act 1992 (which is here referred to as ‘the Act’). The Act gives immunity to trade unions from being sued if the union takes industrial action ‘in contemplation or furtherance of a trade dispute’.” (Unison, 2009)

 

In conclusion, as HR managers you will have to act wisely as the issue irrupts between organizations and its employees.  It is said that ‘you are dealing with people, and every person may have a different perspective or opinion on what is happening within the organization, were communication with all employees must be as clear and honest as possible to avoid any confusion or worsening of the situation so that if you have prior knowledge of a situation that could occur, consult with employees to try find the best possible solution for everyone involved. Planning for the future can take the pressure off if when a conflict occurs.’ (Processworx, 2017)

 

References

National labor relations board, (2017), Washington US, available at https://www.nlrb.gov/strikes (accessed 11th November 2021)

 

Processworx, (2017), ‘The role of HR and industrial action’, 12th May,

http://www.processworx.com.au/the-role-of-hr-and-industrial-action/ (Accessed 11th November 2017)

 

Oxford, English oxford living dictionaries 2017,

https://en.oxforddictionaries.com/definition/industrial_action (accessed 11th November 2021)

 

Unison,(2009) 'Unison industrial action handbook', London UK, Unison press

Comments

  1. D.L.A Sanjeewa.13088717 December 2021 at 05:03

    This is very wide and good topic to discuss. In my past experience I have been discussing this many more times. Mostly I have been observed lot of managers are demanding from HR, Also most of them are which need to initiate from leaders. So, I used to say every manager should be a HR manager. Industrial actions will be a small matter until you have HR manager in side of you.

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