Labor Laws and Workforce Union

Labor Laws and
Workforce Union
Workforce in Canada
SystemJP
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Part1 Legislation that regulates labour relations in Canada
Introduction
Labour or employment law are meant to manage the relationship and solve the conflicts
among the workers, employees companies and the governing party or government in a
country. Employees or workers are engaged in the private and public sector; these two sectors
are bound to follow the rules and guidelines according to the labour law to manage the
effective cooperative relation with the workers' unions. This essay will discuss the legislative
principles applied and used by the government of Canada to manage the effective and
valuable relations with the employees (Covell, Primeau, Kilpatrick & St-Pierre, 2017).
Numerous kinds of legislations are presented in the Canadian laws but this essay will discuss
four most important and mostly applied legislations in Canada.
Canadian labour code
Canadian labour law or code is an act engaged in the managing and regulating the employs
working in the public or unionized sector of the working or employment. For example, if an
employee is working in the governing authorities of the Canadian government whether this
authority is operated by the federal government or provincial government, that employee will
bound by the restrictions of the Canadian labour law and will enjoy all the rights and benefits
in the same legislation ("Legislation | Labour Relations Board", 2020). For example, in 2014
a strike of 550 professors and teachers used the bargaining or mediator table to communicate
about the issues of union to the government in the employment and labour welfare laws.
Book refreces.
Canadian employment code/law

This law restricts guides and protects the rights and duties of the workers engaged in the
private of the un-unionized sector of employment. Both the federal and territorial government
is responsible to manage the effective and peaceful relation between the trade unions and the
workers' unions in the private sector. For example, if an employee is operating a self-operated
business it falls under the guidelines of the Canadian employment law and workers are bound
to behave according to the guidelines of this legislation, no business is allowed to go beyond
the code of conduct ("Legislation | Labour Relations Board", 2020).
Labour Relation Act
The labour relation act is active in the field of managing the rights and interest of private
employees in collective bargaining in the private sector (Arthurs & Arthurs, 1994). This act
guides and leads the guidelines to secure the interest of the workers' unions in the labour
relation board and help them to establish a free framework suitable to the employees to select
the better option according to their choice and welfare. For example, 90 per cent employees
are secured and protected by the employment laws and solve their issues with the help of
related legislation (Swartz, 2020).
The Occupational Health and Safety Act
This legislative act guides and manage the activities related to the healthy living of the
employees working in the private or public sector, this act deal the basic amenities of the
netter health are easily available for the workers on the minimum rate and with the quick
availability. Section 33 and section 51 of the act deal to examine and overlook the
discriminatory action taken against the workers and manage the equal supply of the health
services to the employees engaged in the working (Arthurs & Arthurs, 1994). For example,
recent development in act of the family welfare, health, and safety included the leaves and
additional benefits for the employees (krickness, 2020).