what are industrial relations laws?
543248
Are you asking about a particular countries set of laws? If so you need to specify. If you are requesting a definition, they are effectively codes of conduct in business and commerce.
1085079
you could talk about the progression of employee rights in the work place and reference the beginning of workers unions.  Or you could compare the rights of entry level positions to the rights of those in corporate or more professional postions.
871183
http://jobsearchtech.about.com/od/laborlaws/l/aa092402.htm
870269
Probably from years ago, when there were "blue laws", and many, or most businesses were closed.  Later, employees with labor unions wanted a confirmed day off, so it's likey that this is a covered issue in many union contracts.
762548
which type of information u required from the company law board.Regarding rules on articles and memorandum of company? for which company u requires this information?
1037274
I found a great website for you, check out http://www.laborlawtalk.com . I don't work for them, but they have state specific forums and probably will have people available to answer what ever questions you may have.
48124
Laws vary from state to state. I live in a "right-to-work" state where an employer can do pretty much anything he or she wants to do whenever they want to do it. I can get fired if the boss doesn't like the car I drive, for example. I actually got fired four years ago on the day before Christmas because the boss changed his mind about giving me a finished-project bonus he had promised to give me "at Christmas." Of course, none of this was in writing, so I had no recourse. Employment contracts and union membership make a legal difference, however.\n\nI got so fed up with being chewed-up and then spit out by modern businesses that I started my own business. I wildly overpay my employees and treat them like royalty. Guess what? Production and morale is high...turnover is non-existent, and business is so good I can barely handle it. What a novel idea!
393213
google.com -  employment laws.
956785
Wagner act is a law that was inacted in 1935. The NLRB or the National Labor Relations Board, wrote an act that would protect employees rights to unionization. Through the use of secret ballots the NLRB conducts a poll to determine if the workers want a union. this way they are not harrassed or threatend when casting their ballots
403358
I don't think you'll have too many problems.\n\nHoward's new IR (Industrial Relations) laws have just come in, which means you can fire anyone at anytime without a good reason.
38511
Here is a nice site for you to look at.  It is for a large union that include many different workers from different fields.  Good luck.
217865
The act established control of labor disputes on a new basis by enlarging the National Labor Relations Board and providing that the union or the employer must, before terminating a collective-bargaining agreement, serve notice on the other party and on a government mediation service. The government was empowered to obtain an 80-day injunction against any strike that it deemed a peril to national health or safety.
1063429
Employment Law is a very complicated field of law. It is also very misunderstood. \n \nEmployment law in the United Kingdom\n============================\nDuring much of the Nineteenth century the employment contract was based on the Master and Servant Act of 1823, designed to discipline employees and repress the 'combination' of workers in Trade unions.\n\nEmployment Law in the United Kingdom has developed rapidly over the past forty years, due to a historically strong Trades Union movement and to the United Kingdom's membership of the European Union. In its current form, it is largely a creature of Statute, (Acts of the UK Parliament) rather than Common Law.\n\nLeading Employment Law Statutes include the Employment Rights Act 1996, the Employment Act 2002 and various legislative provisions outlawing discrimination on the grounds of sex, race, disability, sexual orientation, religion and, from 2006, age.\n\nUnusually for UK legislation, the operation of the Employment Law system is broadly similar across the whole of the UK. There are some differences in the common law between England & Wales and Scotland and, in addition, Northern Ireland has extra anti-discrimination legislation.\n\nSummary of Internal Employer's Process\n==============================\nAfter the employer's own processes, such as disciplinary hearings and internal appeals, have been exhausted, employment law cases usually start by the aggrieved employee presenting a complaint to an Employment Tribunal (ET). These (as Industrial Tribunals) were set up under the 1964 Industrial Training Act, although they now have a substantially greater role and do count as courts. They have sometimes been referred to as industrial juries.\n\nNorthern Ireland offers a Fair Employment Tribunal and an Industrial Tribunal. These are administered by OITFET - the Office of the Industrial Tribunal and the Fair Employment Tribunal.\n\nAs from 1st October 2004, both employers and employees will be required to follow a statutory dispute resolution procedure when effecting dismissals or dealing with grievances. A failure by the employer to follow the procedure results in the dismissal being automatically unfair and an enhancement in any compensation payable to the employee. A failure by the employee in following the procedure results in a possible bar to bringing tribunal claims or a reduction in any compensation payable.\n\nSummary of Tribunal Process\n======================\nGenerally speaking a tribunal will hear specific complaints about an aggrieved party being deprived of their rights, including (but not limited to) unfair dismissal.\n\nIn short, a claim is submitted, a response is required by a certain deadline, any preliminary issues are dealt with at a case management conference or a pre-hearing review, a period of time is allowed for ACAS (UK) or the LRA (NI) to explore settlement options, and then the tribunal orders are sent out after the ACAS conciliation period has expired leading to a full merits hearing of one or more days. Complex cases that are not resolved in one day are carried over to a remedy hearing at a later date to discuss the award only. A judgment is then sent out with the parties given 14 days to ask for written reasons behind the decision (unless they ask on the day).\n\nComplaints to Tribunal and Time Limits\n============================\nA complaint of unfair dismissal can only be made where there has been a dismissal, so that there is no general right to complain of unfair treatment. An employee may, however, complain at any time that they consider a statutory 'employment protection' right has been infringed. Where this takes place in connection with a dismissal an employee may combine this with their complaint against the dismissal.\n\nExcept where no qualifying time limit applies (as in the case of 'statutory rights') an employee needs to have worked for their employer for a least a year in order to make a complain
197932
That is your right to do so. However, union members have a little more security with strike formats b/c they a clause(in some unions) allowing to do so without fear of losing thier job.
749197
The formation of labor unions is governed by the National Labor Relations Act (NLRA) of 1935.  This Act secures workers’ abilities to bargain as a group instead of individually.
564543
Natalie,\n\nYou need to localize this question to get a better answer.  Where did it occur?  Country, City, and State?  As there are laws at each level, there are going to be differences in answers that are appropriate for you depending on where it occurred and you want your answers to be spot on.\n\nWhere I've lived you can also check with your local state labor board, but I have no way of knowing if their mission is the same as my local state labor boards was.\n\nAre you in any way involved in a Union, because they have alternative grievance procedures?\n\n-EN-
113117
"Employee Handbook and Code of Conduct."\n\nMost companies now require employees to sign them upon hiring and then at the beginning of each year.