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Formal Report Writing About Boarder Based Bargain (Essay Sample)


General instruction: “Yes or no? In advance of Ontario's expected June 2018 provincial election, should Premier Kathleen Wynne propose new provincial legislation that would allow ‘broader-based bargaining' or ‘sectoral bargaining' (those two mean the same thing) in disputes between employers and labour in Ontario—specifically regarding employers that are franchisees in the fast-food industry?”Note: Three examples of fast-food restaurants on a franchise business model are Tim Hortons, McDonald's, and Kentucky Fried Chicken. The franchisee is the small-business owner who owns and runs the individual restaurant. Basically, sectoral bargaining would be a pro-labour step. If sectoral bargaining were allowed in Ontario, workers at McDonald's etc. could be represented in large numbers at a single union-versus-employer negotiation, because the union would be negotiating with multiple franchisees at once. Currently, labour unions are allowed to negotiate only with one individual franchisee at a tim


Formal Report about Boarder Based Bargain
Letter of Transmittal
The below essay is a formal report bringing to your attention the importance of fighting for broader-based bargaining' or ‘sectoral bargaining' in the franchise business model based on the major problems employees undergo. Since most employees are unskilled/ semiskilled or even on temporary/ part time employment, it is advisable that there is a union that fights for their rights to avoid being taken advantage of by the employer.
Table of Contents
TOC \o "1-3" \h \z \u Letter of Transmittal PAGEREF _Toc508041135 \h 2Table of Contents PAGEREF _Toc508041136 \h 3Executive Summary PAGEREF _Toc508041137 \h 4Introduction PAGEREF _Toc508041138 \h 5Discussion of Findings PAGEREF _Toc508041139 \h 5Statement of Controversy PAGEREF _Toc508041140 \h 5No Argument PAGEREF _Toc508041141 \h 6Yes Argument PAGEREF _Toc508041142 \h 7Recommendation PAGEREF _Toc508041143 \h 10References PAGEREF _Toc508041144 \h 12
Executive Summary
The industrial relations model in most countries and sectors of the economy is founded on the Labour Relations Act of 1995. This model is unable to cater for the problem evidenced in the modern labour market in which most workers are absorbed by the growing employment in non-standard work and small workplaces. This prevents access to collective bargaining for so many employees as it is hard for collective bargaining to work in the current economy. The greatest adverse impact of the current model is felt by vulnerable workers absorbed in precarious works where workers feature prominently including restaurants and fast foods, retail, and accommodation among other service industries. It is therefore important as proposed by Premier Kathleen Wynne to consider the benefits of broader-based or sectoral bargaining in order to help employees in non-standard work enjoy their rights while working.
It is notable that the current labour relations model does not fit people absorbed in non-standard work and small workplaces. This is based on the limitation it has on collective bargaining. It is as a result of this reason that the franchise business model should consider a model that would cater for the needs of all employees irrespective of where they work in or the types of roles assigned to them. According to Bieler and Lindberg (2010), it is notable that with the current ineffective model, more harm is felt by employees in restaurants among other small businesses in the service industry. This way, Kruse, Freeman and Blasi (2010) argue that broader-based bargaining or sectoral bargaining is a good alternative for the old industrial relations model. It is therefore important to understand the benefits this new model have while highlighting the probable challenges that might be experienced and thus addressed before the new model can be implemented.
Discussion of Findings
Statement of Controversy
As explained by Ontario Ministry of Labour (2016), labour relations in most sectors in Ontario are highly decentralized. Even though broader-based bargaining is the solution to many evidenced problems, it is features in some sectors but with either pattern bargaining or formal centralised bargaining. However, the fight here is to have collective bargaining between the union representing a group of employees with their employees. This is mostly in the private sector where the employer is interested only with maximising profits at the expense of employees. With the current model in which there is a single workplace for specific employers for different geographic locations, the needs and interests of employees are not adequately addressed. With separate bargaining units, for instance, it is poss...

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