1. Magma Drilling Company has a new employee who has been advised to join fhe ed union in the organisation. This new employee however does not knew wha onions actually do. As the representative of the union, explain five (5) services that the union doe

### 1. Services Provided by Trade Unions As a representative of the union, I can explain the following five key services that a union offers to its employees: 1. **Collective Bargaining**: Unions negotiate with employers on behalf of employees to set terms of employment, such as wages, hours, benefits, and working conditions. This collective effort can lead to more favorable agreements than employees might achieve individually. 2. **Representation and Advocacy**: Unions provide representation for their members in disputes or grievances with management. They advocate for employees’ rights and ensure that their voices are heard in discussions that may affect their employment. 3. **Support in Grievance Procedures**: If an employee faces issues like discrimination, harassment, or unfair treatment, the union assists in navigating the grievance process, which may include filing complaints and representing employees in hearings or discussions. 4. **Training and Professional Development**: Many unions offer training programs to help members improve their skills and advance in their careers. This support can include workshops, certifications, and continuing education initiatives. 5. **Legal Assistance**: Unions often provide legal support for various workplace-related issues, including assistance with employment contracts, labor rights, and disputes that may require legal intervention or representation. ### 2. Step-by-Step Process for Handling Grievances Handling grievances in an organization typically follows these four steps: 1. **Identification and Documentation**: The employee experiencing the grievance should clearly identify the issue and document all relevant details, including who was involved, what happened, when it occurred, and any witnesses. 2. **Informal Resolution**: The employee should try to address the grievance informally by discussing the issue directly with their immediate supervisor or manager. This step encourages open communication and may lead to a quick resolution. 3. **Formal Complaint**: If the grievance remains unresolved after the informal approach, the employee should proceed to submit a formal grievance in writing, specifying the nature of the grievance, the parties involved, and the desired resolution. This formal document should be submitted according to the organization’s grievance policy. 4. **Investigation and Resolution**: The organization should conduct an investigation into the grievance, involving interviews and gathering evidence. After the investigation, the organization will respond to the employee with a resolution or decision. If the employee is not satisfied with the outcome, they may have the option to appeal the decision according to the established procedures. ### 3. Steps in the Collective Bargaining Process The collective bargaining process involves the following steps: 1. **Preparation**: Both the union and the employer prepare for negotiations. The union gathers input from its members to determine their priorities, while management evaluates its goals and limitations. 2. **Negotiation**: Initial discussions occur between union representatives and management to present proposals. Both sides share their demands while negotiating terms and compromises. 3. **Tentative Agreement**: Once a mutual understanding is reached, a tentative agreement is drafted. This document outlines the agreed terms and conditions of employment. 4. **Ratification**: The tentative agreement is then presented to union members for approval. A vote is held, and if the majority approves, the agreement is finalized. 5. **Implementation**: Once ratified, the agreement is implemented as per the agreed terms. Both parties then carry out the commitments detailed within the contract. ### 4. Forms of Dismissal and Remedies i. **Forms of Dismissal**: 1. **Wrongful Dismissal**: This occurs when an employee is terminated from their job in violation of the terms of their contract or without proper notice or cause, according to the employment agreement or labor laws. 2. **Constructive Dismissal**: In this case, an employee resigns due to the employer creating a hostile or intolerable work environment, effectively forcing them to leave. The resignation is treated as a dismissal. 3. **Unfair Dismissal**: This refers to situations where an employee is terminated without just cause or without following the proper procedures, violating labor laws or company policies. ii. **Two Remedies for Unfair Dismissal**: 1. **Reinstatement**: The employee may be reinstated to their former position, along with back pay for any lost wages during the period of wrongful termination. 2. **Compensation**: If reinstatement is not feasible, the employee may receive monetary compensation for their lost income and the impact the dismissal had on their career. ### 5. Differences Between Unitary and Pluralist Approaches to Industrial Relations **Unitary Approach**: - **Definition**: This perspective views the organization as an integrated and harmonious entity where management and employees share common goals. It emphasizes the importance of organizational culture and teamwork. - **Conflict View**: The unitary approach sees conflict as a disruption of harmony. It suggests that conflicts arise from misunderstandings or poor communication and can be resolved through dialogue, problem-solving, and cohesion. **Pluralist Approach**: - **Definition**: This theory acknowledges that organizations consist of diverse groups, each with different interests, objectives, and values. It recognizes the existence of various stakeholder perspectives in industrial relations. - **Conflict View**: The pluralist approach views conflict as an inherent aspect of the workplace stemming from differing interests between employees and management. It advocates for negotiation and collective bargaining as means to manage conflict and reach compromises. In conclusion, understanding these different perspectives on industrial relations helps navigate conflicts and enhances cooperation within organizations.