Human Resource Management Review PDF

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Notes de cours / Hec / premier cours HR...

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Laws%:%% ! 1. Act% Respecting% the% Protection% of% Personal% Information% in% the% Private% Sector% :! imposed!stricter!rules!on!the!possession!and!retention!of!documents!dealing!with! an!employee’s!personal!information!and!access!to!them.!! ! 2. Act% Respecting% Labour% Standards% :! begin! to! pay! careful! attention! to! possible! sources!of!harassment!in!their!environment.!! ! 3. Act$ Respecting$ Occupational$ Health$ and$ Safety! :! deals! with! methods! of! preventing!accidents!and!occupational!disease!! ! 4. Act$ Respecting$ Industrial$ Accidents$ and$ Occupational$ Diseases! :! indemnifies! victims!of!an!accident!or!disease.!! ! 5. Québec$ Civil$ Code$ :! employment! contract,! general! rules! concerning! obligations! imposed! and!various!types! of!contract!(sales!contracts! and!leases!;! parentage!;! marriage)!! ! 6. Charter$of$Human$Rights$and$Freedoms$$ % %

% % % % % % % % % % % % % % % % % % % % % % % % % % % % The%managerial%role%% % 1. As%an%employee%:!be!present!during!the!hours!required;!do!the!work!asked!of!you! and!act!professionally.%% 2. As%a%manger%:%employer!must!be!able!to!have!confidence!in!their!discretion,!loyalty! and! professionalism.! They! represent! the! very! image! and! authority! of! the! company.!Their!personal!behavior!must!be!exemplary.%% % Main%role% :! to! survey! what!happens!in! the! area! they! are! responsible!for.! The! exercise! management!rights!through!delegation.!! ! • Have!discretionary!power! in!certain! situations!:!hire! the!person! they!feel!is! the! most!competent.!! • Power! is! limited! by! the! presence! of! specialists! (ex;! HR! department)! or! guidelines/rules!

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Scope!of!your!role!an!d!prerogatives!:!examining!the!legal!framework!within!which! you!work!:!laws,!rules!and!collective!agreements.!!

! ! Manager’s%legal%environment%% % • Governed% by% several% legal% sources% :! administrative! directives,! regulations,! employment!contracts,!collective!agreements!and!laws.!! ! • 90%!of!the!Canadian!labour!force!is!subject!to!provincial!law!and!10%!to!federal! laws.!! ! • Managers! in! the! province! of! QC! apply! provincial! labour! provisions! when! the! nature!of!the!company’s!activity!falls!under!provincial!jurisdiction!! ! • When! its! activity! falls! under! federal! jurisdiction,! federal! laws! apply! to! labour! relationships.!! ! % Federal%jurisdiction%% % Air! routes,! air! transport,! shipping! and! Dealing%with%other%countries% broadcasting! Road! and! rail! transportation! between! Interprovincial%links% provinces!! Nuclear! energy,! national! defence,! National%interest% currency!and!coinage,!banking)! % Commissions%% ! % ! Miminum!labour!standards!! Commission%des%normes%du%travail%% % ! % Commission%de%la%santé%et%de%la%sécurité%du%travail% Prevention,!accidents,!occupational!diseases!! % ! % Commission%des%droits%de%la%personne%et%des%droits% Discrimination,!harassment,!duty!to!accommodate!! de%la%jeunesse% % ! % Pay!equity! Commission%de%l’équité%salariale% %

Employee%handbook%% • Provide!guidelines!and!documentation,!training!session,!website,!emails…! ! • 3! sections! :! presentation! of! the! company,! working! conditions! and! company! policies%% • updated!regularly!! ! Managing%diversity%% % • Diversity!presents!serious!challenges!! • Job!uncertainty!has!increased!! • Commission!des!droits!de!la!personne!et!des!droits!de!la!jeunesse! • No!discrimination!(direct/indirect)!! ! ! ! ! % % % % % % % % % % % %

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Managing%in%compliance%with%minimum%labour%standards%% % 1. Time!and!money!! 2. Hours!of!work!! 3. Annual!leave!with!pay!(vacation!:!4!weeks!in!advance)! 4. Statutory!holidays!! 5. Absences!for!health!or!family!reasons!(sickness!or!accident!/!family!reasons!/! paternity!leave,!maternity!leave,!parental!leave)!! ! Employment%contract%% % 1. Oral!or!written!! 2. Non-competition!clause!! 3. Fixed!term!or!an!indeterminate!term!! 4. Constructive!dismissal!! ! ! Type%of%termination%% ! 1. Resignation%:!at!the!wishes!of!the!employee! 2. Dismissal%:!disciplinary!or!administrative!fault!on!the!part!of!the!employee!! 3. Permanent%layoff!:!economic!reasons!! !

! $ Managerial%objectives%% % • Manager%:!first!link!with!employees!and!their!union!! • Objective% +% main% challenge% :! create! and! maintain! a! harmonious! environment! based!on!cooperation!rather!than!confrontation!! ! • As!a!manager,!you!will!have!to!understand!the!history!of!labour!relations!within! your! company! :! why! employees! unionized,! major! negotiations,! conflicts,! management!and!union!philosophy!regarding!labour!relations.!! ! • In!order!to!attain!your!objectives,!it!is!advisable!to!use!your!influence!(personality,! experience!and!knowledge)!rather!than!your!power!of!discipline!or!the!authority! that!comes!with!your!position.!!

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To!create!good!labour!relations!:!create!a!climate!of!confidence!through!positive! interaction!with!union!leaders!(climate!of!confidence!and!cooperation)!

% Managerial%roles%and%responsibilities! % •

Main%responsibility:!!respect!the!collective!agreement!signed!between!the!union! and!management.!

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During%certain%important%periods%(negotiations,%unionization…)!:!play!a!support! role!for!senior!management!!

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Responsibilities% of% company% management% or% HR% department% :% decisions! of! a! strategic! nature! regarding! collective! bargaining,! grievance! arbitration! or! even! lockouts.!!

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! Reasons%behind%workers’%unionization%% ! • Workers!have!little!individual!negotiating!power!and!their!employer!is!not!really! interested!in!their!needs.!! ! • Unionization!:!! ! - allows! to! increase! their! power! and! participate! un! decisions! about! working! conditions! - helps! to! implement! a! kind! of! democracy! in! the! working! environment,! offering! workers! the! possibility! of! truly! negotiating! their! working! conditions! and! monitoring!how!they!are!put!into!practice.!! ! ! % 3%major%factors%related%to%management%styles%are%at%the%source%of%unionization% %% % Felling%of%insecurity% % % Perceived%injustice% % Feeling%of%powerlessness%% %

Changes! in! the! work! environment! :! frequent! schedule! changes! with! no! warning,! changes! in! policies…!! Lack!of!internal!and!external!pay!equity,!enormous! salaries!or!bonus!to!senior!management!compared! to!low!employees’!salaries,!feeling!of!not!being!paid! fairly!for!the!effort!made!at!work!….! The!inability!to!influence!working!conditions!or!the! workplace.!!

! The%unionization%process%% ! • decision!to!form!a!union!is!an!employee!right!guaranteed!in!the!Labour'Code,!the! Canadian'Charter'of'Rights'and'Freedoms!and!the! Charter'of'Human'Rights'and' Freedoms'of'Québec'' ' • Only!employees!as!defined!in!the!Labour'code!can!take!part!in!the!formation!of!a! union!(a!person!who!works!for!an!employer!and!for!remuneration)!' ! • Union! :! a! group! of! employees! having! as! its! goal! the! study,! safeguard! and! development!of!the!economic,!social!and!educational!interests!of!its!members!and! particularly!the!negotiation!and!application!of!collective!agreement.!! ! • Employees!who!wish!to!form!a!union!must!sign!membership!cards!and!pay!union! dues!(min!$2)!! ! • The!legal!status! of!their!union! will!be!recognized! once!it!is! certified!by!the! CRT! (commission!des!relations!du!travail)!! ! • It! is! the! union! that! proposes! the% bargaining% unit! used! to! establish! its! representative!status!(a!group!of!workers,!defined!in!the!accreditation!certificate,! who!will!be!represented!exclusively!by!the!certified!union,!for!which!a!collective! agreement!can!be!negotiated!and!conclude.)! ! • One! certified! :! only! representative% and% exclusive% spokesperson! for! all! the! employees!concerned!by!the!certification!(whether!they!are!members!or!not)!! ! • Employer! is! then! obligated! to! negotiate! a! collective! agreement! with! the! union! diligently!and!in!good!faith,!and!no!longer!has!the!authority!to!negotiate!working! conditions!! ! • Employer!is!obliged!to!deduct!union!dues!form!each!employee’s!pay!and!to!confer! this!amount!to!the!certified!union.!(Rand!Formula)!! ! The%manager’s%role%in%the%unionization%campaign%% ! • Labour'Code!protects!an!employee!who!is!taking!part!in!union!activities!! • It’s!forbidden!for!a!manger!or!a!union!to!intimidate!or!threaten!workers!in!order! to!induce!them!to!become!members!! • Managers! are! not! allowed! to! refuse! to! hire! employees! because! of! their! union! activities!(no!intimidation,!discrimination!or!reprisals)!!

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Labour'Code! :! stipulated!the! fact! that!a! person! belongs! to!a! union! shall! not!be! revealed!by!anyone!during!the!certification!proceedings!! Labour' Code' :! no! employer! shall! in! any! manner! seek! to! dominate,! hinder! or! finance!the!formation!or!the!activities!of!a!union!or!to!participate!therein.!! The!employer!:!forbidden!from!encouraging!workers!to!join!one!union!rather!than! another.!! A! manager! cannot! pressure! employees! to! join! the! union! that! management! prefers.!!

! % ! ! ! ! ! ! ! ! ! ! ! ! A%new%player%in%the%workplace%% % • a% local% union! is! made! up! of! various! structures! and! participants! (executive! committee,!which!is!also!the!members’!official!spokesperson!with!the!employer!% • executive!committee!is!composed!of!a!president,!one!or!more!vice-presidents,!a! secretary!and!a!treasurer.!(employees!of!the!company,!members!of!the!union,!and! elected!by!their!peers.!% • Manager!role!:!speak!with!representatives!of!the!executive!committee!% % % • Large% company% :% main! union! contact! is! the! union% steward! (employee! who! has! been! elected! or! designated! by! his/her! colleagues! to! represent! them,! to! accompany! them! when! making! claims! and! to! oversee! the! application! of! the! collective!agreement.!% • Stewards’%main%task%:%defend!members!in!dealing!with!their!immediate!supervisor!% • There!are!as!many!union!stewards!as!there!are!company!departments,!work!shifts! or!plants.!% • In!some!union!:!elect!a!steward!for!each!supervisor,!foreman!or!lead!hand.!% • The!steward!is!very!familiar!with!the!collective!agreement,!employees’!rights!and! union!rights.!% %

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Local! union! can! decides! to! join! a! central! labour% body% :! being! affiliated! with! a! central!labour!body!offers!a!local!union!many!advantages!!

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!it!provides!access!to!greater!expertise! information!on!collective!agreements!negotiated!in!other!companies!within!the! same!sector!! better! material! resources! (larger! strike! fund,! financing! to! salvage! the! company! such!the!Solidarity!Fund!QFL!or!CSN!Fondaction!! increased!visibility!through!various!political!and!social!representations!!

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other!benefit!:!involvement%of%a%union%representative!! they!are! not! employees! paid! by! the! company,! but! rather! by!the! central! labour! body.!Their!job!is!to!advise!and!support!the!local!union!in!its!activities.!Ex!:!assist! in!negotiating!a!collective!agreement,!help!with!internal!settlement!and!grievance! arbitration,!participate!in!preparing!and!running!a!strike.!!

! ! ! ! % % ! ! ! ! ! ! ! Application%of%the%collective%agreement%% % • managers!must!be!familiar!with!and!properly!interpret!the!collective!agreement,! so!they!can!make!decisions!in!compliance!with!it.!If!a!decision!does!not!comply,! employees!and!their!union!can!lodge!a!grievance!and!this!process!may!be!costly.!! ! • Collective%agreement%:!written!agreement!between!a!union!and!an!employer!that! sets,!for!a!limited!period!of!time,!the!work!patterns!applicable!to!all!employees! within!a!bargaining!unit.!Its!goal!us!to!organize!the!working!conditions!that!will! apply!to!employees!for!a!given!period!of!time.!! ! • It!is!negotiated!at!regular!intervals!and!evolves!as!practices!change!over!the!years.! • The! scope! and! content! of! the! working! conditions! governed! by! the! agreement! change!with!time.!!

Typical%agreement%covers%the%following%fields%:%% ! ! ! ! ! ! ! ! ! ! ! ! ! ! • It!is!a!composed!of!an!accumulation!of!previous!compromises,!has!been!written! by! many! people! from! various! backgrounds,! and! often! barrows! from! other! collective!agreements.!! • Not!establish!conditions!that!are!inferior!to!those!set!in!the!Act'Respecting'Labour' Standards!(ex!:!statutory!holidays)!and!cannot!discriminate!in!ways!prohibited!by! the'Québec'Charter'of'Human'Rights'and'Freedoms.!! ! ! Day-do-day%management%of%the%collective%agreement%% % 1. Staff%movements% • Companies! negotiated! a! set! of! rule! with! unions! to! organize! access! to! employment!and!staff!movements.!While!unions!continue!to!value!these! rules! guaranteeing! job! security! and! equity,! employers! now! prefer! flexibility.!! ! 2. Transfers%and%promotions%% • Few!clauses!in!the!C.A!deal!with!recruitment,!selection!and!hiring!of!new! employees.!! • Main!clauses!;!those!that!establish!a!trial!period!(probation)!during!which! the!employee!does!not!benefit!from!certain!protective!provisions!set!forth! in!the!agreement!(dismissal)!! • In! general,! seniority! is! the! determining! criterion! in! staff! movements! (eliminates! favoritism! and! discrimination! and! reduces! the! chances! of! someone!contesting!the!choice)! ! • to!granting!promotions!and!filling!vacant! positions!:!seniority!combined! with! competencies! (66,71%! stipulate! that! seniority! counts! on! the!

condition! that! qualifications! are! sufficient! =! mangers! must! give! preference! to! the! most! senior! employees! if! they! have! sufficient! competencies!to!occupy!the!position!! ! ! 3. Layoffs,%recalls%and%bumping%% % •

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C.A!can!oblige!the!employer!to!provide!the!union!or!employee!with!advance!notice! of! layoff,! permanent! or! otherwise.! The! time! limit! is! based! on! the! employee’s! seniority.!% Some! agreement!stipulate! that! an! employer! wishing! to! reduce! personnel! must! consult!the!union!so!that!they!can!look!for!alternative!solutions!together.!% The!manager!is!also!told!which!criterion!should!be!the!deciding!factor!in!who!will! be!laid!off!(seniority!is!the!main!factor!considered!in!C.A!/!47,25%)%

% 4. Overtime%% • Manager! is! in! charge! of! deciding! whether! overtime! is! needed! and! who! should!work!overtime!! • Overtime! can! also! refer! to! hours! worked! outside! the! established! workweek!or!a!paid!holiday!outlined!in!the!agreement.!! • C.A!(35,52!%)!:!overtime!is!voluntary!if!the!manager!can!find!a!replacement!! • Overtime!work!is!voluntary!unless!not!enough!people!volunteer!! • Assigning!overtime!:!regular,!qualified!employees!in!order!of!seniority!! • If!there!are!still!not!enough!employees!willing!to!work!overtime,!managers! can!impose!overtime!assignment!(beginning!with!the!part-time!employees! with!the!least!seniority!)! • Overtime! is! offered! to! employees! with! the! most! seniority! and! imposed! those!with!the!least.!! ! 5. Grievances%% % • Grievance%:!any!disagreement!respecting!the!interpretation!or!application! of!a!C.A! • Labour'Code':!any!grievance!that!cannot!be!settled!by!the!parties!must!be! submit!to!a!grievance%arbitrator!! • They!are!:!third!parties,!from!outside!the!company,!who!are!acknowledged! with! their! competencies! and! neutrality! in! the! conflict.! They! have! the! power! to! interpret! and! apply! the! C.A! and! the! laws! and! to! decide! on! disputes,! but! they! may! not! modified! or! amend! the! provisions! of! the! agreement.!! • Grievance%arbitration!:!a!process!by!which!the!signatories!of!the!C.A!call! upon!a!third!party!to!make!a!final!settlement!of!any!disagreement!relative! to!the!interpretation!or!application!of!the!agreement.!!

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HR! department! is! generally! in! charge! of! the! final! steps! in! the! internal! procedure!for!settling!grievances.!! ! Supervisors!:!they!can!attempt!to!resolve!the!dispute!and!stop!a!grievance! from! going! further! by! being! attentive! to! their! environment! and! their! employees,!spotting!problems!and!being!proactive.!A!vigilant!foreman!who! is!a!good!communicator!can!even!avert!or!avoid!grievance.!!

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Grievance!=!arbitration!=!costs!for!the!organization!in!terms!of!resources! and!time.!! Private!sector!:!costs!shared!equally!by!the!union!and!the!employer.! Indirect!cost!:!lost!of!productivity!!

% Role%of%the%manager%in%collective%bargaining%% % • Collective% bargaining! :! process! that! ends! with! the! signing! of! a! collective! agreement!! • Supervisors% :! may! be! called! upon! to! sit! at! the! bargaining! table! (role! :! support,! assist!and!advise!the!bargaining!committee,!particularly!in!the!preparation!stage.!! ! ! • Labour' code' :' the! expiration! of! the! C.A,! as! long! as!the!right!to!strike!or!lockout! has! not! been! exercised,! the! employer! must! maintain! normal! working! conditions! and!employees!must!continue! to! perform! their! services! under!these!same!conditions.!' ! ! !

The%manager’s%role%during%a%work%stoppage%% % 1. Dispute%% • A!disagreement!concerning!negotiations!or!collective!agreement!renewal!! • Pressure!tactics!designed!to!express!disagreement!with!negotiations!are!neither! prohibited! nor! illegal.! A! work! slowdown! (slow-down! strike)! is! prohibited! under! any!circumstances!by!the!Labor'Code!! • The! employer! has! the! right! to! expect! work! to! be! done! as! usual! by! its! paid! employees.!! ! 2. Lockout!:!the!refusal!by!an!employer!to!give!work!to!a!group!of!its!employees!in! order!to!compel!them!to!accept!certain!conditions!of!employment.! ! Strike%:!a!concerted!cessation!of!work!by!a!group!of!employees!! • Strikebreaker!(a!worker!hired!specially!to!do!the!work!of!an!employee!on! strike! or! locked! out)! :! Labour' Code' prohibits! employers! form! using! replacement!worker!un!the!evet!of!a!strike!or!lockout.!! • Both!parties!suffer!losses!($$)!=!encourage!the!employer!and!the!union!to! find!a!solution!to!their!dispute!! ! 3. Picketing%:!is!covered!by!the!Criminal'Code!:!authorized!picketing!for!the!purpose! of! getting! or! giving! information,! but! prohibits! pocketing! that! threatens,! intimidates! or! involves! violence! to! a! person! or! a! person’s! property,! or! is! defamatory.!! • Sympathy!strikes!are!prohibits!in!QC!:!employees!who!do!not!have!the!right! to! strike! cannot! leave! their! job,! even! for! 1! hour,! to! support! their! colleagues.!! ! ! Dispute%settlement%and%return%to%work%% % Conciliation%:!a!procedure!involving!the!intervention!of!a!third!party,!who!has!no!coercive! power,!to!bring!the!parties!at!conflict!together,!facilitate!dialogue!among!them!and!help! them!to!agree!! ! Dispute% arbitration% :! a! procedure! by! which! the! parties! call! a! third! party! to! settle! a! disagreement! dealing! with! the! negotiation! of! a! C.A! .% The! assigned! arbitration,! after! holding!a!hearing,!will!render!an!arbitration!award!that!is!binding!on!the!parties!and!will! have!the!effect!of!a!collective!agreement!signed!by!the!parties.!! ! ! !

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As!a!manager,!your!main!responsibility!is!to!ensure!a!successful!return!to! work!!

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it! is! important! to! establish! a! foundation! for! bringing! the! union! and! managers!closer!together!again,!to!disseminate!clear!information!to!both! parties!! keep!communication!channels!open!with!employees!and!their!union!! a!conflict!can!serve!as!an!opportunity!for!parties!to!review!their!practices! and!create!new!labour!relations!

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% Advantages%and%challenges%of%partnership%%% ! • When! employees! are! invited! to! participate! in! decisions,! they! give! more! of! themselves! to! their! job.! In! addition,! the! union! can! turn! out! to! be! a! valuable! resource! by! facilitation,! for! example,! the! implementation! of! a! new! ways! of! organizing! work.! A! collaborative! approach! increases! employees’! feeling! of! satisfaction.!For!the!union,!it!is!an!opportunity!to!establish!greater!democracy!in! the!workplace!(shar...