Assignment 1: Canadian Labour Laws and Unionized Workforce Analysis

This essay, submitted by a student, provides a comprehensive analysis of labour relations and unionization within the Canadian context, as required for the HRMN 3841 course. The essay is divided into two parts: the first part examines the key legislation regulating labour relations in Canada, including the Canadian Labour Code, Canadian Employment Code, Labour Relation Act, and the Occupational Health and Safety Act, providing practical examples of their relevance to the current workforce. The second part focuses on the unionized workforce in Canada, detailing its characteristics and the functions unions serve. The essay also discusses the benefits of unionization for employees, such as increased wages, better benefits, and job security. The student utilizes relevant academic sources to support their arguments and demonstrates a strong understanding of the subject matter. The essay concludes by summarizing the roles of both the federal and territorial governments in managing the union and non-union workforce, highlighting the advantages of unionized work environments. The essay fulfills the assignment's requirements by incorporating key concepts from the course and presenting a logical, persuasive argument.

Labor Laws and Workforce Union
Workforce in Canada
SystemJP
[Pick the date]

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).

Conclusion
This essay has examined the various laws actively applicable and essential to be applied to
the workers' community of Canada. Both parts of the government federal as well as the
territorial government are equally responsible to manage the effective implication of
legislation in the workers union to secure and protect the rights of the workers and to manage
the growing relations with the workers in private and public both sectors.

Part 2 discusses the unionized workforce in Canada
Introduction
The second part of this essay aims to identify the unionized workforce of Canada, there are
two types of the worker's groups one is unionized and other is un-unionized and both have
separate legislation to control and protect the right of workers (Showstack, 2013). This essay
will discuss the characteristics of the unionized workforce and the functions it operates in the
country in detail.
The unionized workforce in Canada
The Workplace Information and Research Division of the Labour Program every year
conduct a survey to identify the all labour organisations in Canada it divides the union
workforce of Canada into four important parts; National workforce, international workforce,
independent and directly charted local workforces. Nearly 30 per cent of the workers in
Canada work under the union workforce like registered nurses, teachers, professional
journalist, and athletics (Arthurs & Arthurs, 1994). The federal territorial government
controls these unions. Following functions are important in the unions supporting the
economy of the country;
Characteristics of unionized workforce are numerous with uncountable benefits. A union
increases of raise the wages roughly around 20 Per cent they affect both unionized and non-
unionized workers, in equal manner (Grondin et al., 2013). These union workforces are
successfully earning the profit raise the compensation of by including both profit and wages.
Unionized workers obtain 26% more break time and 14% more total paid leaves, these
workers receive better retirement and pension plans to secure the near future. Unionized

labours accept more substantial fitness welfares than nonunionized workforces ("Facts about
unions", 2020).
Functions or the purposes behind the establishment of union workforces are the key factors
leading the effective working in a union (Ersen et al., 2013). Union workforces are more
attractive to the employees in the comparison of non-unionized workforce enchase the
purpose or functions of the unionized workforce is to maximize the wages and profit earned
by the employee, providing the great equality and attractive pension of retirement plans to
live the old age life more better ("Facts about unions", 2020). Union workforces have job
security in critical situations and effective implementation of the workforce legalisation
allows the workers to work in high security.
Conclusion
This essay concludes based on the above discussion that federal and territorial government
have equal authority to manage the union and non-union workforce of the country, but the
union workforce is more attractive to the employees. It provides high job security to the
workers and secures the legal right of the employees engages in the working and wages
earning. Labours are essential to managing in the country because they provide stability to
the organisation and economy of a country.

Bibliography
Arthurs, H., & Arthurs, H. (1994). Labour law and industrial relations in Canada. Deventer:
Kluwer Law and Taxation Publishers.
Covell, C., Primeau, M., Kilpatrick, K., & St-Pierre, I. (2017). Internationally educated
nurses in Canada: predictors of workforce integration. Human Resources For
Health, 15(1). doi: 10.1186/s12960-017-0201-8
Ersen, A., Canda, M., Men, S., Yucesoy, K., Kalemci, O., & Canda, T. (2013). Angiocentric
glioma: the infiltrative glioma with ependymal differentiation. Turkish Journal Of
Pathology. doi: 10.5146/tjpath.2014.01262
Facts about unions. (2020). Content & Article Retrieved 6 February 2020, from
http://www.ufcw.ca/index.php?
option=com_content&view=article&id=29&Itemid=49&lang=en
Grondin, S., Schieman, C., Kelly, E., Darling, G., Maziak, D., Mackay, M., & Gelfand, G.
(2013). A look at the thoracic surgery workforce in Canada: how demographics and
scope of practice may impact future workforce needs. Canadian Journal Of
Surgery, 56(4), E75-E81. doi: 10.1503/cjs.008412
krickness, J. (2020). Top 10 Canadian Labour & Employment Law Developments of 2018 |
Canadian Labour and Employment Law. Retrieved 10 February 2020, from
https://www.labourandemploymentlaw.com/2018/12/3455/
Legislation | Labour Relations Board. (2020). Legislation Board, Retrieved 6 February 2020,
from https://www.gov.nl.ca/lrb/board/legislation.html#pscba
Showstack, R. (2013). Survey on workforce retention and attrition. Eos, Transactions
American Geophysical Union, 94(12), 115-115. doi: 10.1002/2013eo120005

Swartz, M. (2020). Many employees still don’t know what their rights and obligations are.
Since being informed can help you stand up for yourself in your job, we’ve assembled
some helpful resources for you. Retrieved 10 February 2020, from
https://www.monster.ca/career-advice/article/employment-law-knowing-your-employee-
rights