Analysis of Labour Relations and Employment Law: Alberta Union

This report provides an overview of the Alberta Union, detailing its history, significant events, and current issues related to labor relations and employment law. It discusses the union's responses to various challenges, including bargaining and social issues like gender equality and fair remuneration. T...Read More

Running head: LABOUR RELATION AND EMPLOYMENT LAW
Alberta Union
Name of the student:
Name of the university:
Author note

1LABOUR RELATION AND EMPLOYMENT LAW
Table of Contents
Introduction:.............................................................................................................................................2
Significant events in the union:...........................................................................................................2
Current issues regarding the union......................................................................................................3
Response by the Union to the issue.....................................................................................................3
Social issues faced by the Union.........................................................................................................4
Personal observation............................................................................................................................4
Reference:................................................................................................................................................5

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Introduction:
The present report is based on Alberta Union and denotes the brief history of the
union has also been discussed here. It is to be stated that the provincial employee union is a
trade union works under the affiliation of Alberta Union (Chiao, Cheng, & Hsu, 2013). The
union has consisted of 84000 employees approximately and the huge number of labour
sources had made the Union as the biggest labour union in the history of Alberta. To facilitate
the process of work, the members of the union have been divided into four parts: employees
who are directly appointed by government, employees who are appointed to take care of the
heath care sector, employees who are working without any profit and municipal government
employees (Chopra & Chopra, 2017). The founding stone of the company had been
established in the year 1919.
Significant events in the union:
In the year 1921, first yearly gathering of the Civil Services Association was held.
The cost regarding the convention had reached its peak by turning the amount of $202.65.
Eleven provincial executive members along with eighteen delegates attended the first annual
convention. W.T. Aiken who was a public works employee had been selected as their new
precedent and irrespective of the behaviour of a few politicians, civil services employees were
highly respected in the society those days. About 300 members from the Department of
Health & Social Development in 1974 have portrayed dissatisfaction in respect to change in
statutory holiday benefits in an arbitrary manner (Endo, 2014). The most remarkable day in
the history of the company happened in the year 1974 when more than ten thousand workers
have left their job for two days and raised their voice against the tax penalties by government.
In 1976 the new prime minister of Canada had declared that bargaining and negotiations by
employees over a prescribed limit illegal in relation to wages.
The union has been witnessed many events that are significant in the history of
prospectus. As the operations of the union were commenced under the Societies Act, the

3LABOUR RELATION AND EMPLOYMENT LAW
government still had to endorse the decisions of the convention. However, the practice ended
when the Union changed its status to an unincorporated trade union on 17th November 1976.
The new union incorporated all portions of Civil Service Association. The union got
negotiation rights in relation to every group of employees who had a cooperative concurrence
with the union on 18th May 1977 through the Public Service Employee Relations Act.
The rebuilding period of the Union was started in the year 1997 and it continues until
the year 2004. This was because of the employment scarcity of labour in the deafening
economy that provided for between bargaining rights to the union. In order to make up for
previous rollbacks the union concluded about 79 new agreements in 1997. In 1998, the
employees the health care sector walked off their jobs for only a period of two hours that
made them win the resolution (MORAN, 2014).
Current issues regarding the union
The union is at present bartering to various employees across altered sectors in relation to
combined agreements. The blending union recently rejected the offer made by the Portage
Collage Employers by a wide margin of its members and commenced a bargaining survey.
The bargaining committee is continuing bargaining in a positive manner in relation to
Elizabeth Heath Care at St. Thomas Heath Centre. The voting for the union is going to
happen and the union has requested its members in relation to a pre-election forum.
Response by the Union to the issue
The union has diverse strategies to address issues that it has been facing currently. Strategies
such as strikes, government lobbying, initiating awareness and education plans for its
members has been taken to emphasize on unity. The labour union acts in the best interest of
the employees and ensures that the employer does not treat them in an unfair manner.

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Social issues faced by the Union
The union addresses any issue that is faced by the employees at their specific work place
which may include Gender equality, discrimination, revising unfair laws and ensuring fair
remuneration to the employees. The union also works on social issues such as poverty and
providing a proper work life balance to the employees to ensure their personal development.
Personal observation
Yes, I would like to be an associate for this union. The reason behind the same is that the
union fights for, raises their voice for the right, and defend an employee from being treated
unjustly by the employer in the work place. The union certifies that fair remuneration is
providing to its members and their rights and bargaining power in the work place is
maintained.

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Reference:
Chiao, Y. C., Cheng, K. H., & Hsu, S. M. (2013). FamilyMart: Responses to Competitive Rivalry in
the Convenience Store Market in Taiwan. Asian Case Research Journal, 17(02), 339-358.
Chopra, S., & Chopra, S. (2017). Seven-Eleven Japan Co. Kellogg School of Management Cases, 1-
14.
Endo, G. (2014). How Convenience Stores have Changed Retail and Distribution in Thailand?: A
Comparative Business History of 7-Eleven Stores in Japan and Thailand.
วารสาร ญี่ปุ่น ศึกษา
(Japanese Studies Journal), 31(1), 87-106.
Grasso, M. (2015). The risks of underpayment. Australian Veterinary Journal, 93(1), N22.
Li, J., Cooke, F. L., Mu, J., & Wang, J. (2016). Underpayment of wages and wage distortion in China:
an empirical assessment of the 2003–2008 period. Journal of the Asia Pacific
Economy, 21(1), 26-52.
MORAN, L. J. (2014). CHAPTER ELEVEN MANAGING THE “CRITICAL
INDEPENDENCIES”. Law and Popular Culture: International Perspectives, 195.