Worrying labour trends
published: Sunday January 29, 2006
CURRENT PRACTICES and an analysis of emerging trends suggest that this year is shaping up to be a challenging one in managing industrial relations.
The approximately 48 unresolved wage disputes in 2005 continuing into this year, collective agreements set to expire this year in all sectors, and the frequent threat of strikes by the trade unions, set the tone for a disputatious 2006.
Not to be excluded from the mix is the relatively high level of inflation over the last two years, the imminent expiry of the Memorandum of Understanding (MOU) for public sector employees and the temporary closure of the Bernard Lodge Sugar Factory over what the management claims was a series of "unusual events" which rendered some of its key equipment disabled.
There are also proposals on the table to amend the various labour laws, including the Labour Relations and Disputes Act (LRIDA).
We are also quite mindful of the growing complaints of non-unionised workers alleging violation of the Employment (Termination and Redundancy Payments) Act, Minimum Wage and Holiday With Pay legislations and unjustifiable dismissal.
Just under 6,000 complaints from non-unionised workers regarding pay and conditions of employment were reportedly received by the Labour Ministry last year with the majority 31 per cent in relation to employment termination and redundancy payment.
It is our opinion that a first step to defusing workplace conflicts is to improve the process of communication between management and employees as too often, disputes arise because of uninformed decisions and insensitivity.
Disputing parties are reminded of the established machinery for dealing with industrial disputes in accordance with the LRIDA.
As our country strives to achieve the elusive growth, it is important that all disputing parties, for the sake of national development, approach industrial relations in an atmosphere of responsibility and fairness. Industrial turmoil is inimical to economic growth and development.
It is high time the Jamaica Employers' Federation and the Jamaica Confederation of Trade Unions, along with the Minister of Labour, give greater attention to the Labour Advisory Council, especially with the existence of the Caribbean Single Market.
published: Sunday January 29, 2006
CURRENT PRACTICES and an analysis of emerging trends suggest that this year is shaping up to be a challenging one in managing industrial relations.
The approximately 48 unresolved wage disputes in 2005 continuing into this year, collective agreements set to expire this year in all sectors, and the frequent threat of strikes by the trade unions, set the tone for a disputatious 2006.
Not to be excluded from the mix is the relatively high level of inflation over the last two years, the imminent expiry of the Memorandum of Understanding (MOU) for public sector employees and the temporary closure of the Bernard Lodge Sugar Factory over what the management claims was a series of "unusual events" which rendered some of its key equipment disabled.
There are also proposals on the table to amend the various labour laws, including the Labour Relations and Disputes Act (LRIDA).
We are also quite mindful of the growing complaints of non-unionised workers alleging violation of the Employment (Termination and Redundancy Payments) Act, Minimum Wage and Holiday With Pay legislations and unjustifiable dismissal.
Just under 6,000 complaints from non-unionised workers regarding pay and conditions of employment were reportedly received by the Labour Ministry last year with the majority 31 per cent in relation to employment termination and redundancy payment.
It is our opinion that a first step to defusing workplace conflicts is to improve the process of communication between management and employees as too often, disputes arise because of uninformed decisions and insensitivity.
Disputing parties are reminded of the established machinery for dealing with industrial disputes in accordance with the LRIDA.
As our country strives to achieve the elusive growth, it is important that all disputing parties, for the sake of national development, approach industrial relations in an atmosphere of responsibility and fairness. Industrial turmoil is inimical to economic growth and development.
It is high time the Jamaica Employers' Federation and the Jamaica Confederation of Trade Unions, along with the Minister of Labour, give greater attention to the Labour Advisory Council, especially with the existence of the Caribbean Single Market.
