Course Syllabus
OVERVIEW OF INDUSTRIAL RELATIONS
1.1 Definition of industrial relations
1.2 The importance of its theory and practice
1.3 Principles and elements of Industrial Relations
1.4 Harmonious relations and its effects
1.5 Systems of industrial relations and types of decision making
1.6 Roles and functions of government in the industrial relations
INTRODUCTION TO TRADE UNIONS
2.1 Definition and objective of trade unions
2.2 Types of trade unions
2.3 Categories of trade unions
2.4 Composition of trade union
2.5 Formation, registration and deregistration of trade union
2.6 Immunities, liabilities and rights of trade unions
TRADE UNION CONSTITUTION AND MANAGEMENT
3.1 Trade union constitution
3.2 Duties, rights and powers of trade unions
3.3 Union membership, officers and employees
3.4 Management of union funds and account
3.5 Powers of the Director General of Trade Unions
RIGHTS AND RESPONSIBILITIES OF EMPLOYERS, EMPLOYEES AND THEIR TRADE UNIONS
4.1 Rights of employees and employers
4.2 Responsibilities of employees and employer
RECOGNITION OF TRADE UNION
5.1 Definition of recognition
5.2 Types of recognition
5.3 Requirement of recognition
5.4 Procedures of recognition
5.5 Problems in the recognition process
5.6 Effects of recognition
5.1 Definition of recognition 5.2 Types of recognition 5.3 Requirement of recognition 5.4 Procedures of recognition 5.5 Problems in the recognition process 5.6 Effects of recognition
6.1 Definition and objectives of collective bargaining
6.2 Process of collective bargaining
6.3 Managerial prerogatives
6.4 Effects of collective bargaining
6.5 Definition and content of collective agreement
6.6 Process of collective agreement
6.7 Requirements of collective agreement
6.8 Effects of collective
TRADE DISPUTES, DISPUTE RESOLUTIONS AND DIRECT ACTIONS
7.1 Definition of trade disputes
7.2 Causes of trade disputes
7.3 Industrial actions by employees
7.4 Industrial actions by employers
7.5 Settlement of trade disputes
PROVISIONS FOR NON-UNIONISED EMPLOYEES AS STIPULATED IN THE EMPLOYMENT ACT, 1955
8.1 Employees covered by the Act
8.2 Employment contract and termination of contract
8.3 Misconduct and Domestic inquiry
8.4 Wages
8.5 Working hours
8.6 Paid leaves and leaves benefits
8.7 Termination, lay-off and retirement benefits
8.8 Protection for female employees
8.9 Protection on foreign workers
INDUSTRIAL RELATIONS IN THE PUBLIC SECTOR AND ETHICS IN INDUSTRIAL RELATIONS
9.1 Unionism in the Public Sector
9.2 Characteristics of union Membership restrictions
9.3 Differences between public and private sector industrial relations in Malaysia
9.4 Machineries in the public sector industrial relations
1.1 Definition of industrial relations
1.2 The importance of its theory and practice
1.3 Principles and elements of Industrial Relations
1.4 Harmonious relations and its effects
1.5 Systems of industrial relations and types of decision making
1.6 Roles and functions of government in the industrial relations
INTRODUCTION TO TRADE UNIONS
2.1 Definition and objective of trade unions
2.2 Types of trade unions
2.3 Categories of trade unions
2.4 Composition of trade union
2.5 Formation, registration and deregistration of trade union
2.6 Immunities, liabilities and rights of trade unions
TRADE UNION CONSTITUTION AND MANAGEMENT
3.1 Trade union constitution
3.2 Duties, rights and powers of trade unions
3.3 Union membership, officers and employees
3.4 Management of union funds and account
3.5 Powers of the Director General of Trade Unions
RIGHTS AND RESPONSIBILITIES OF EMPLOYERS, EMPLOYEES AND THEIR TRADE UNIONS
4.1 Rights of employees and employers
4.2 Responsibilities of employees and employer
RECOGNITION OF TRADE UNION
5.1 Definition of recognition
5.2 Types of recognition
5.3 Requirement of recognition
5.4 Procedures of recognition
5.5 Problems in the recognition process
5.6 Effects of recognition
5.1 Definition of recognition 5.2 Types of recognition 5.3 Requirement of recognition 5.4 Procedures of recognition 5.5 Problems in the recognition process 5.6 Effects of recognition
6.1 Definition and objectives of collective bargaining
6.2 Process of collective bargaining
6.3 Managerial prerogatives
6.4 Effects of collective bargaining
6.5 Definition and content of collective agreement
6.6 Process of collective agreement
6.7 Requirements of collective agreement
6.8 Effects of collective
TRADE DISPUTES, DISPUTE RESOLUTIONS AND DIRECT ACTIONS
7.1 Definition of trade disputes
7.2 Causes of trade disputes
7.3 Industrial actions by employees
7.4 Industrial actions by employers
7.5 Settlement of trade disputes
PROVISIONS FOR NON-UNIONISED EMPLOYEES AS STIPULATED IN THE EMPLOYMENT ACT, 1955
8.1 Employees covered by the Act
8.2 Employment contract and termination of contract
8.3 Misconduct and Domestic inquiry
8.4 Wages
8.5 Working hours
8.6 Paid leaves and leaves benefits
8.7 Termination, lay-off and retirement benefits
8.8 Protection for female employees
8.9 Protection on foreign workers
INDUSTRIAL RELATIONS IN THE PUBLIC SECTOR AND ETHICS IN INDUSTRIAL RELATIONS
9.1 Unionism in the Public Sector
9.2 Characteristics of union Membership restrictions
9.3 Differences between public and private sector industrial relations in Malaysia
9.4 Machineries in the public sector industrial relations
Frequently Asked Questions
Q1 : Who can join this course
A1 : 1. Students (undergraduates/graduates/international) 2. HR Professionals 3. Labor Union Representatives 4. Employers and Managers 5. Legal Professionals 6. Government Officials 7. Anyone Interested in Labor Issues
Q2 : What happens if there is no trade union in an organization or company?
A2 : It is a matter of perspective whether a trade union is necessary when there are no difficulties aggravating employee-employer relationships. Trade unions are often founded to safeguard employees' rights and interests while also providing collective bargaining power. There may be no urgent need for a union if an organisation has a friendly and collaborative connection with its employees, values their opinion, and regularly provides fair and competitive working conditions.
Q3 : What steps is Malaysia taking to address the issue of foreign labour and ensure their rights and protection within the industrial framework?
A3 : Please bear in mind that the situation is subject to change, and it is critical to review the most recent government policies and reports to obtain the most up-to-date information on Malaysia's attempts to handle foreign labor difficulties and assure their rights and protection within the industrial framework. Furthermore, non-governmental organizations and labor unions advocate for the rights of foreign workers in Malaysia, and their efforts can have an influence on the situation.
Q4 : Is the employer able to lessen the workers' high desires and needs, and is the company obligated to fulfil all of their requests and demands?
A4 : Employers are not obligated to fulfill all of their workers' desires and needs, and they have the right to set limits and conditions on employment. However, it's essential to strike a balance between the expectations and needs of workers and the legitimate interests of the employer
Q5 : What happens when an employer and a trade union are unable to achieve an agreement during discusses on the subject matter of a collective agreement?
A5 : In many circumstances, parties seek to prevent long-term strikes or lockouts, which can have serious economic and social effects. As a result, mediation, conciliation, or arbitration are frequently used to negotiate a compromise and create a collective agreement that all sides may accept.
Q6 : What steps may workers take to advocate their rights if trade union members are not treated equitably by the trade union?
A6 : If you believe your rights as a union member are being violated, you should seek legal advice or communicate with a labour department.
Q7 : What are the ethical concerns in labour relations?
A7 : These ethical concerns are often reflected in labor laws, international labor standards, and industry codes of conduct. Ethical labor relations not only benefit employees but also contribute to a positive workplace culture, organizational reputation, and long-term business success.
Q8 : Why is maintaining harmonious industrial relations crucial in the long run for both employers and employees?
A8 : Ultimately, harmonious industrial relations foster a culture of trust, cooperation, and mutual respect between employers and employees. This not only creates a better work environment but also contributes to the long-term success and sustainability of the organization
Q9 : What is the difference between individual grievances and collective bargaining?
A9 : Individual complaints concern particular, sometimes isolated issues affecting individual employees, whereas collective bargaining covers larger employment terms and conditions for a group or collective of employees.
Q10 : What are the most prevalent problems that Malaysian students experience while transferring from college to the employment market?
A10 : Students are encouraged to actively participate in internships, co-op programmes, and part-time employment during their college years in order to obtain practical experience and build soft skills. Developing a strong professional network and obtaining advice from career counsellors and mentors can also be advantageous. Furthermore, students should control their expectations and be open to chances that may not completely line with their initial professional aspirations, as obtaining experience is frequently the first step to a successful career.
A1 : 1. Students (undergraduates/graduates/international) 2. HR Professionals 3. Labor Union Representatives 4. Employers and Managers 5. Legal Professionals 6. Government Officials 7. Anyone Interested in Labor Issues
Q2 : What happens if there is no trade union in an organization or company?
A2 : It is a matter of perspective whether a trade union is necessary when there are no difficulties aggravating employee-employer relationships. Trade unions are often founded to safeguard employees' rights and interests while also providing collective bargaining power. There may be no urgent need for a union if an organisation has a friendly and collaborative connection with its employees, values their opinion, and regularly provides fair and competitive working conditions.
Q3 : What steps is Malaysia taking to address the issue of foreign labour and ensure their rights and protection within the industrial framework?
A3 : Please bear in mind that the situation is subject to change, and it is critical to review the most recent government policies and reports to obtain the most up-to-date information on Malaysia's attempts to handle foreign labor difficulties and assure their rights and protection within the industrial framework. Furthermore, non-governmental organizations and labor unions advocate for the rights of foreign workers in Malaysia, and their efforts can have an influence on the situation.
Q4 : Is the employer able to lessen the workers' high desires and needs, and is the company obligated to fulfil all of their requests and demands?
A4 : Employers are not obligated to fulfill all of their workers' desires and needs, and they have the right to set limits and conditions on employment. However, it's essential to strike a balance between the expectations and needs of workers and the legitimate interests of the employer
Q5 : What happens when an employer and a trade union are unable to achieve an agreement during discusses on the subject matter of a collective agreement?
A5 : In many circumstances, parties seek to prevent long-term strikes or lockouts, which can have serious economic and social effects. As a result, mediation, conciliation, or arbitration are frequently used to negotiate a compromise and create a collective agreement that all sides may accept.
Q6 : What steps may workers take to advocate their rights if trade union members are not treated equitably by the trade union?
A6 : If you believe your rights as a union member are being violated, you should seek legal advice or communicate with a labour department.
Q7 : What are the ethical concerns in labour relations?
A7 : These ethical concerns are often reflected in labor laws, international labor standards, and industry codes of conduct. Ethical labor relations not only benefit employees but also contribute to a positive workplace culture, organizational reputation, and long-term business success.
Q8 : Why is maintaining harmonious industrial relations crucial in the long run for both employers and employees?
A8 : Ultimately, harmonious industrial relations foster a culture of trust, cooperation, and mutual respect between employers and employees. This not only creates a better work environment but also contributes to the long-term success and sustainability of the organization
Q9 : What is the difference between individual grievances and collective bargaining?
A9 : Individual complaints concern particular, sometimes isolated issues affecting individual employees, whereas collective bargaining covers larger employment terms and conditions for a group or collective of employees.
Q10 : What are the most prevalent problems that Malaysian students experience while transferring from college to the employment market?
A10 : Students are encouraged to actively participate in internships, co-op programmes, and part-time employment during their college years in order to obtain practical experience and build soft skills. Developing a strong professional network and obtaining advice from career counsellors and mentors can also be advantageous. Furthermore, students should control their expectations and be open to chances that may not completely line with their initial professional aspirations, as obtaining experience is frequently the first step to a successful career.