Employee and Labor Relations Report: Canadian Workplace Dynamics

This report examines the impact of globalization on employee and labor relations within Canadian workplaces. It highlights how globalization has led to changes in wage structures, such as the implementation of two-tier wage systems, and increased part-time employment. The report discusses the importance of collective agreements and unionization in adapting to these changes, as well as the significance of successor ship legislation. Furthermore, it analyzes how technological advancements are affecting collective agreements and organizational structures. The report also presents a case study comparing two workplaces, highlighting the role of union communications in fostering internal unity during restructuring. Overall, the report underscores the significant influence of globalization on the wages and working conditions of organizations, particularly within the Canadian context.

Running head: EMPLOYEE AND LABOR RELATIONS
Employee and Labor Relations
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1EMPLOYEE AND LABOR RELATIONS
Globalization has impacted the organizations significantly and in particular pressure
has arisen to manage and maintain the costs. The industries of Canada have chosen to
respond to the requests of the employees by negotiating with new collective agreements of
two tier wage systems. These means the organizations are arranging for various pay rates for
the current employees, which include wage cuts and bonuses as well. The employers are
increasing the number of the new part time employees. According to McQuarrie (2015), the
employers are restructuring the total workplace settings. This in turn, is affecting the
workplace to a certain level. For example, the number of part time employees are increasing,
increased pressure on the management, the part time workers are asked to serve full time to
the organizations and others.
Both certifications as well as collective agreements should have some flexibility
because of the workplace conditions, in order to allow the employees to become adaptable to
these changes. Successor ship legislation has ensured the fact that collective agreements and
certifications serves as the attempt of discouraging the employers from changing their
business. Moreover, the decertification has allowed the employees to change the union
representation. If the employees feel that the current union is not assisting them to protect
their job interests, they have the power of removing the union representatives as well.
Moreover, with globalization the technological changes have started addressing the collective
agreements, which can affect the organizational structures as well as job content.
The legislation as well as collective agreements has the power to ensure that the
unions have opportunities to become involved in the implemented technological changes. For
instance; the Canadian workplaces have evolved in the modern days and the significant shifts
in production and work have occurred within the Industrial Revolution. The industrial
relations of Canada are related to the ever increasing globalization. Moreover, understanding
the industrial relations is considered to be of immense importance, especially for the

2EMPLOYEE AND LABOR RELATIONS
Canadian workplace. The major components of the labor legislation are the unionization rates
of the country. In another study, as mentioned by McQuarrie (2015), different experiences of
restructuring have been experienced at two workplaces of Canada. For example; two different
organizations were being operated by same corporation and followed the same restructuring
model due to globalization.
At one workplace, the union locals were being challenged by different groups’
conflicts, which ended up making concessions. At the other one, there was less dissent among
the memberships of the union leaders. In the latter one, the union leaders were being able to
participate in the restructuring. The overall study suggested that the union’s communications
are an essential part for creating an internal unity as well as it helped in understanding the
changes at different workplaces. Therefore, it can be said that the globalization have severely
impacted the wages and working conditions of the organizations.

3EMPLOYEE AND LABOR RELATIONS
References
McQuarrie, F. (2015). Industrial relations in Canada. John Wiley & Sons.