The Lakeside Packers case demonstrates that the province of Alberta requires the Labour Code to be amended to allow for First Contract Arbitration in the Collective Bargaining Process.

2148 words 9 pages
Show More
Thesis: The Lakeside Packers case demonstrates that the province of Alberta requires the Labour Code to be amended to allow for First Contract Arbitration in the Collective Bargaining Process.

Introduction After watching the video entitled “24 days in Brooks”, it is apparent that if a First Contract Arbitration had been in place; this emotionally charged situation may have been avoided. This paper is to examine the merits of having a First Contract Arbitration to be put in place within the Alberta Labour Code. Also, I will discuss the background of the Lakeside Packers dispute, my perspective on what employee, employer and state believe are their stances on First Contract Arbitration and how they would be affected. Also, some …show more content…
Employers of the private sector believe that if First Contract Arbitration is in place that it will erode their ability to be competitive to achieve their goals. They reason that if a third party imposes employment terms, that this could make their business uncompetitive, and that these arbitrators could inflict costs that the business cannot afford. If a union is in place and First Contract Arbitration is in effect; then the mentality is an “us against them” which then hampers the bargaining relationship. They believe that they and the employees have the opportunity and responsibility to work together to find solutions to problems without involving a third party who may put together a contract that is not agreeable to either party.
Employers say to “leave it as is”. If employers and employees are unable to work out an agreement, employers say that either party has other routes available to them such as a strikes or lockouts.
State
The State is supposed to be a neutral party between employer and employee; however, in Alberta, the Labour Code is written in such as way that it leans heavily in support of the employer. Employees have no recourse as in the case of the Lakeside Packers when they had formed a union and submitted an agreement and then to have it ignored by the employer. The employer can continue to bargain in bad faith

Related

  • Case Study Union and Auto Parts
    3090 words | 13 pages

    Negotiation Case Study The purpose of this problem is to familiarize students with the negotiation of a labor contract. The problem is strictly a hypothetical one and does not pertain to any actually management or union. It is designed to test in a practical way the student’s understanding of the issues of collective bargaining studied during the semester and the strategy of the bargaining process. The following constitutes the case on which demands will be based and which provides the framework….

    Show More
  • 15 Case, “the Broken Employment Contract?
    2619 words | 11 pages

    15 Case, “The Broken Employment Contract?”, on pp. 50–53 1. Did Wayne have an employment contract, either oral or written, with EcoCare? Why or why not? Yes, Wayne did have an employment contract with EcoCare that is considered oral. According to Wayne, during his interview Bell stated, “As long as he did his job, he could stay with the company until he reached retirement age.” You know this is an oral contract because it proves four elements: an offer, consideration, acceptance, and mutuality….

    Show More
  • Lakeside Company Case 6
    2856 words | 12 pages

    The Likeside Company: Auditing Cases AUDITING PROCEDURES AND AUDITING DOCUMENTATION: TESTING THE INVENTORY PURCHASING SYSTEM Art Heyman is employed as a staff auditor with the independent accounting firm of Abernethy and Chapman. For the first two weeks of December 2012, Heyman is asined to the Lakeside Company examination. During this period, he is to perform a number of testing procedures designed by Carole Mitchell, in-charge auditor on the engagement. Heyman recalled that several parts of the….

    Show More
  • Various Methods of Resolving Industrial Disputes
    1682 words | 7 pages

    Dispute Resolution Methods Alberta’s Labour Relations Code and Police Officers Collective Bargaining Act provide methods for resolving disputes including: Mediation Voluntary Arbitration Board Compulsory Arbitration Board Interest Arbitration Board Disputes Inquiry Board Public Emergency Tribunal Construction Industry Disputes Resolution Tribunal Introduction Collective bargaining is the process through which employers and employees establish the terms and conditions of employment in unionized….

    Show More
  • Collective Behavior
    11908 words | 48 pages

    Chapter I: The Study of Collective Behavior A. What Is Collective Behavior? As we review these pages for the final time sections of Los Angeles are in flames in response to a jury verdict exonerating police whose beating of an African American man was captured on videotape. Supporters and opponents of abortion take to the streets daily. Mexico City searches for answers to a gas explosion that leveled a 40 square block area. The number of men wearing pony tails and one earring and the number of people….

    Show More
  • Industrial Relations-Labour Laws
    6810 words | 28 pages

    detailed examination of the Jamaican Labour Laws HRNM 6015/ HR67A Industrial Relations and Negotiations (Semester II: 2013) University of the West Indies Department of Social Sciences An exploration into whose interest is served by the law and the reality of a class bias. 04-029353 Submitted as partial completion of the requirement for the Masters of Science Degree Human Resource Development at the UWI (Mona) Introduction Labour law in the Caribbean and Jamaica in particularly….

    Show More
  • Modernization of Ntuc Income Case Study
    14060 words | 57 pages

    and behaviour. I Identify the conditions that require and problems with emotional labour. I Outline the four components of emotional intelligence. I Summarize the effects of job dissatisfaction in terms of the exit-voice-loyalty-neglect model. I Compare the effects of affective and continuance commitment on employee behaviour. I Describe five strategies to increase organizational commitment. I Contrast transactional and relational psychological contracts. I Discuss the trend towards employability….

    Show More
  • Good Faith Bargaining
    2176 words | 9 pages

    INTRODUCTION Collective bargaining is a negotiation process between employers and employees on the terms and conditions of work which form the enterprise agreement (Natalie 2010, p.199). Good faith bargaining on the other hand, generally refers to duty of the parties to meet and negotiate at reasonable time with willingness to reach an agreement on matters within the scope of representation (Riley 2012, pp.22-29). According to Fair Work Act 2009 “To bargain collectively is the performance of the….

    Show More
  • Lakeside Company Intro Case
    1094 words | 5 pages

    responsible for leading the engagement team through the audit and making decisions during the process. The partner is responsible for reviewing the team’s final work, monitoring quality control standards and maintaining the human-resource policies of the firm. It is required that partners rotate periodically. Auditing & Assurance Services states “as required by the Sarbanes-Oxley Act, the SEC independence rules require the lead and concurring audit partner to rotate off the audit engagement after five years….

    Show More
  • Lakeside Hospital Case
    1235 words | 5 pages

    Lakeside Hospital A hospital just can’t afford to operate a department at 50 percent capacity. If we average 20 dialysis pa- tients, it costs us $425 per treatment, and we’re only paid $250. If a department can’t cover its costs, includ- ing a fair share of overhead, it isn’t self-sufficient and I don’t think we should carry it. Peter Lawrence, M.D., Director of Specialty Services at Lakeside Hospital, was addressing James Newell, M.D., Chief Nephrologist of Lakeside’s Renal Division, concerning….

    Show More

Popular Essays