Labor relations
In an international context, it is a subfield of labor history that studies the human relations with regard to work in its broadest sense and how this connects to questions of social inequality.
"[1] More specifically in a North American and strictly modern context, labor relations is the study and practice of managing unionized employment situations.
Public sector labor relations is regulated by the Civil Service Reform Act of 1978 and various pieces of state legislation.
Labour relations in Canada and the United States are exceptionally similar, with a 1959 survey of 15 countries describing them as a single system.
[3] Although the United States and Canada share many similarities with modern labour relations, there are definitely a few defining differences between the two nations.
[5] Union negotiators offer high-level pay in exchange for workers to tolerate repetitive job design or unsafe working conditions.
Unions are critical in providing security and assurance to employees that their job position will remain unaffected and always compensated for their work.
However, to provide proper job security and suitable compensation for employees, agreements must be made between union representatives and employers.
[5] Unions have a positive impact on benefits and total compensation in Canada when compared with non-unionized work environments.
[6] In terms of total compensation, the empirical data suggests that unions have achieved larger fringe benefits for their members in comparison to non-union.
Some view labour relations with unions as an extension to the relationship that exists between managers and employees in regards to communications.
[9] It can even include 'productivity bargaining' agreements between employers and workers in which changes to working practices are implemented in return for higher pay or job security.
It is “a fundamental and principle right at work.”[9] Collective bargaining also provides a sense of equality and equity, and it gives the worker the ability to partake in building a fair and legal work environment.
[12] Although collective bargaining has helped the gender pay gap, due to its role in directly affecting wages, there is still unfair equity in benefits and bonuses given out.
Developing countries like specific places in Africa, where they do not rely on collective bargaining, have a gender pay gap as well.
"The ILO supports governments to fulfil their international obligation to respect, to promote, and to realize the effective recognition of the right to collective bargaining, and to take measures to encourage the full development of machinery for voluntary negotiations.
To maintain equal and fair treatment for both employees and employers the 74th United States Congress created the National Labor Relation Act ("NLRA") in 1935.
