labour law

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labour law

the body of legislation and judicial decisions concerned with INDUSTRIAL RELATIONS, TRADE UNIONS and employment. Labour law has two main forms:
  1. individual labour law, relating to the rights and obligations of individual employees.

    From the 1960s onwards the volume of law in this area has grown considerably, partly as a response to European Union legislation. The Employment Act 1975 was particularly important as it established the right not to be unfairly dismissed (see UNFAIR DISMISSAL). Other important legislation in this era proscribed DISCRIMINATION on grounds of race or sex. In the 1980s individual rights were weakened somewhat. For example, the qualifying period for the right not to be unfairly dismissed was extended. However, legislation by the European Union counterbalanced this trend to some extent, and in the 1990s employees' rights in the areas of dismissal, MATERNITY RIGHTS, PARENTAL LEAVE and WORKING TIME were widened and strengthened;

  2. collective labour laws, relating to the activities of TRADE UNIONS and the conduct of INDUSTRIAL RELATIONS and COLLECTIVE BARGAINING. Traditionally, the law has not played an important role in industrial relations, and agreements made between unions and employers are not legally binding (see VOLUNTARISM). However, industrial relations has become increasingly subject to legal intervention in recent years (see JURIDIFICATION). In the 1970s a statutory union recognition procedure was established (subsequently repealed) by the Employment Act 1975. This law also required that employers consult over REDUNDANCIES and pass to unions information relevant to collective bargaining (see DISCLOSURE OF INFORMATION). In the 1980s and 1990s the conduct of STRIKES, TRADE UNION IMMUNITIES, SECONDARY ACTION, and the CLOSED SHOP were all the subjects of legislation, much of it aimed at eradicating what the government saw as trade union abuses. Recently a new STATUTORY UNION RECOGNITION PROCEDURE was introduced. Whilst union action continues to be highly regulated, labour law is now seen to be less hostile to unions than it was in the 1980s and 1990s. See MINIMUM WAGE.
References in periodicals archive ?
This ballot resulted from a refusal by the management of Transdev, the company which runs the Luas network, to accept our members' claim for improved terms and conditions of employment as part of a new collective agreement.
Nurses who work at facilities where MNA has a collective bargaining agreement (CBA) with the I employer enjoy a special privilege: their terms and conditions of employment are clearly outlined in a binding contract.
On the other hand, Section 7 does not typically apply to activities such as an individual's gripes not involving terms or conditions of employment or, if about work, gripes about a manager that are not addressed to co-workers or do not seem intended to invite group activity or mutual aid and protection.
These include penalty rates, overtime rates, travel allowances, meal breaks, hours of work (including lunch breaks), and any other condition in the award or agreement that is not protected by the minimum conditions of employment in the regulations.
ONCE again we see public sector workers bringing parts of the country to a standstill because their terms and conditions of employment are being brought into line with those employed in the private sector.
According to details, Article 208 of the Constitution of the Islamic Republic of Pakistan authorizes the High Court for Islamabad Capital Territory to make rules providing for the appointment of officers and servants of the Islamabad High Court and for determining their terms and conditions of employment , with the approval of the President.
Officials said they were aware that a total of 29,815 jobs were to go in the 21 councils, while a further 57,600 staff in six authorities faced the sack if they did not accept inferior terms and conditions of employment.
BRITISH Gasworkers are to be balloted for strikes over claims of management bullying and attacks on terms and conditions of employment, it was announced yesterday.
roundUP Q We have a clause in our contract that states we may review and vary the terms and conditions of employment if business circumstances so require.
Not so as entirely the wrong sort of people have been attracted by the current enviable terms and conditions of employment.
Our members acknowledge the stark reality which is, there is little point in having the best terms and conditions of employment if you have no job or no company left to pay them.

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