The 2007 Spotless dispute was an industrial dispute between contracting company Spotless and 800 of their employees [1] working at various hospitals around New Zealand and represented by the Service & Food Workers Union.
The 2007 Spotless dispute was an industrial dispute between contracting company Spotless and 800 of their employees [1] working at various hospitals around New Zealand and represented by the Service & Food Workers Union.
The workers were locked out on July 12 after announcing rolling strikes were to start following the breakdown of employment agreement negotiations. [2] Spotless spokesman Peter Jennings has said that the union had refused to withdraw strike notices and negotiate details of an agreement, while the company also claims the lock out was for health and safety reasons. [1]
The union took Spotless to the Employment Court, arguing that the lockout was illegal, [3] The lockout was overturned by the court on July 23. [4] Chief Judge Graeme Colgan agreed with the union that Spotless was wrong to ask some employees to make themselves available for work during strike action, which was the basis of the lockout. [5]
According to union spokesperson Alastair Duncan "More lost hours have been generated by Spotless in this one lockout, than the total lost hours of every other industrial dispute in our public hospitals over the past ten years,". [6] The union is currently attempting to claim back lost wages from Spotless, estimated to run to as much as $1 million. [4] The workers returned to work on July 25 and agreed to put further industrial action on hold for at least 48 hours. [5]
After the lock out ended Spotless agreed to pay its workers a starting rate of $14.25 an hour, three dollars higher than the minimum wage, and the same wage paid by the three other contractors. New Zealand Herald journalist Simon Collins called the settlement "a breakthrough with potential flow-on effects for thousands of other low-wage workers." [7]
Labour laws are those that mediate the relationship between workers, employing entities, trade unions, and the government. Collective labour law relates to the tripartite relationship between employee, employer, and union.
The 1926 general strike in the United Kingdom was a general strike that lasted nine days, from 4 to 12 May 1926. It was called by the General Council of the Trades Union Congress (TUC) in an unsuccessful attempt to force the British government to act to prevent wage reductions and worsening conditions for 1.2 million locked-out coal miners. Some 1.7 million workers went out, especially in transport and heavy industry. The government was well prepared, and enlisted middle class volunteers to maintain essential services. There was little violence and the TUC gave up in defeat.
Strike action, also called labor strike, labour strike, or simply strike, is a work stoppage caused by the mass refusal of employees to work. A strike usually takes place in response to employee grievances. Strikes became common during the Industrial Revolution, when mass labor became important in factories and mines. As striking became a more common practice, governments were often pushed to act. When government intervention occurred, it was rarely neutral or amicable. Early strikes were often deemed unlawful conspiracies or anti-competitive cartel action and many were subject to massive legal repression by state police, federal military power, and federal courts. Many Western nations legalized striking under certain conditions in the late 19th and early 20th centuries.
A lockout is a work stoppage or denial of employment initiated by the management of a company during a labour dispute. In contrast to a strike, in which employees refuse to work, a lockout is initiated by employers or industry owners.
The 1951 New Zealand waterfront dispute was the largest and most widespread industrial dispute in New Zealand history. During the time, up to twenty thousand workers went on strike in support of waterfront workers protesting against financial hardships and poor working conditions. Thousands more refused to handle "scab" goods. The dispute was sometimes referred to as the waterfront lockout or waterfront strike. It lasted 151 days, from 13 February to 15 July 1951. During the strike, the Watersiders' Union was deregistered and its funds and records were seized, and 26 local watersiders' unions were set up in its place.
The Chronicle Herald is a broadsheet newspaper published in Halifax, Nova Scotia, Canada owned by SaltWire Network of Halifax.
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The Dublin lock-out was a major industrial dispute between approximately 20,000 workers and 300 employers that took place in Ireland's capital and largest city, Dublin. The dispute, lasting from 26 August 1913 to 18 January 1914, is often viewed as the most severe and significant industrial dispute in Irish history. Central to the dispute was the workers' right to unionise.
Union busting is a range of activities undertaken to disrupt or prevent the formation of trade unions or their attempts to grow their membership in a workplace.
The 2006 Progressive Enterprises Dispute was an industrial dispute between New Zealand supermarket company Progressive Enterprises and employees represented by the National Distribution Union and the EPMU. On 25 August 2006, over 500 employees at Progressive's four distribution centres began a 48-hour strike supporting a demand for a national collective agreement involving an eight percent wage increase and pay parity between the four centres. On 26 August 2006 the company locked out the strikers indefinitely, suspending operations at its distribution centres, with suppliers delivering goods directly to the supermarkets and also setting up amateur small scale distribution centres in car parks of Countdown supermarkets. The dispute was resolved on 21 September 2006 when Progressive Enterprises agreed to pay parity and a 4.5% wage increase.
The New Zealand Employment Relations Act 2000 is a statute of the Parliament of New Zealand. It was substantially amended by the Employment Relations Amendment Act 2001 and by the ERAA 2004.
The Industrial Conciliation and Arbitration Act 1894 was a piece of industrial relations legislation passed by the Parliament of New Zealand in 1894. Enacted by the Liberal Government of New Zealand, it was the world's first compulsory system of state arbitration. It gave legal recognition to unions and enabled them to take disputes to a Conciliation Board, consisting of members elected by employers and workers.
The Court of Arbitration was the first court in New South Wales, a state of Australia which dealt exclusively with industrial relation disputes in the early twentieth century. Justice Lance Wright claims that it perhaps was the first court of its type in the world. The court was unique at that time as it was the first court of its type to deal with labour relations between employer and employees on a compulsory basis. Previous arbitration measures between employer and employee had been on a voluntary basis or had been based on the criminal justice system through the use of criminal penalties. The conventional economic model is that both employer and employee enjoy equal bargaining power to set wages and conditions. This asserts that both parties are able to agree on a fair market price for the cost of labour free from distortions. However, where employers or employees group together, these outcomes can be distorted particularly in “boom” or “bust” economic conditions. The purpose of the court was to change the manner in which employers and employees negotiated pay and conditions. It was an attempt to reduce the power imbalances between employer groups or employee unions that arose from using collective bargaining, and the resulting use of that market power to influence wages, and also to reduce the threat of lockout or strikes to achieve those ends.
Labour in India refers to employment in the economy of India. In 2020, there were around 476.67 million workers in India, the second largest after China. Out of which, agriculture industry consist of 41.19%, industry sector consist of 26.18% and service sector consist 32.33% of total labour force. Of these over 94 percent work in unincorporated, unorganised enterprises ranging from pushcart vendors to home-based diamond and gem polishing operations. The organised sector includes workers employed by the government, state-owned enterprises and private sector enterprises. In 2008, the organised sector employed 27.5 million workers, of which 17.3 million worked for government or government owned entities. The Human Rights Measurement Initiative finds that India is only doing 43.9% of what should be possible at its level of income for the right to work.
A whipsaw strike is a strike by a trade union against only one or a few employers in an industry or a multi-employer association at a time. The strike is often of a short duration, and usually recurs during the labor dispute or contract negotiations—hence the name "whipsaw".
The Dollar Sweets dispute in 1985 was a small industrial dispute with major legal ramifications in industrial relations where an employer resorted to a common law verdict and damages in a case in the Supreme Court of Victoria to resolve a dispute after industrial courts proved ineffective. It was the first time a trade union was forced to pay common law damages to an employer for losses suffered through picketing in Australia. The dispute was also significant for boosting the career of the barrister representing the company, Peter Costello, leading him to stand for federal Parliament and become Treasurer in the Howard Government.
Indian labour law refers to law regulating labour in India. Traditionally, the Indian government at the federal and state levels has sought to ensure a high degree of protection for workers, but in practice, this differs due to the form of government and because labour is a subject in the concurrent list of the Indian Constitution. The Minimum Wages Act 1948 requires companies to pay the minimum wage set by the government alongside limiting working weeks to 40 hours. Overtime is strongly discouraged with the premium on overtime being 100% of the total wage. The Payment of Wages Act 1936 mandates the payment of wages on time on the last working day of every month via bank transfer or postal service. The Factories Act 1948 and the Shops and Establishment Act 1960 mandate 15 working days of fully paid vacation leave each year to each employee with an additional 7 fully paid sick days. The Maternity Benefit (Amendment) Act, 2017 gives female employees of every company the right to take 6 months' worth of fully paid maternity leave. It also provides for 6 weeks worth of paid leaves in case of miscarriage or medical termination of pregnancy. The Employees' Provident Fund Organisation and the Employees' State Insurance, governed by statutory acts provide workers with necessary social security for retirement benefits and medical and unemployment benefits respectively. Workers entitled to be covered under the Employees' State Insurance are also entitled to 90 days worth of paid medical leaves. A contract of employment can always provide for more rights than the statutory minimum set rights. The Indian parliament passed four labour codes in the 2019 and 2020 sessions. These four codes will consolidate 44 existing labour laws. They are: The Industrial Relations Code 2020, The Code on Social Security 2020, The Occupational Safety, Health and Working Conditions Code, 2020 and The Code on Wages 2019.
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The 1986–1987 John Deere labor dispute, a.k.a. the 1986 John Deere strike and lockout, was a conflict between Deere & Company, more commonly known as John Deere, and its employees. The workers, unionized as part of the United Auto Workers, began selective strikes at three Deere facilities on August 23, 1986. The selective strikes prompted Deere to close the rest of the facilities under the same labor contract as three striking locales, which the UAW, and later The New York Times, called a lockout. On February 1, 1987, workers ratified a tentative agreement which provided stronger benefits to Deere production employees. The conflict was the longest strike ever against Deere, lasting 163 days, or more than five months.
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