#industrial law

[sankhlaco]

Industrial relations labour law

The term "industrial relations" describes the interactions that occur between employers, employees, and the government or trade unions, as well as the relationship that exists between employers and employees inside an organizational setting. It includes all facets of the working relationship, such as discussions, collective bargaining, resolving conflicts, and the general atmosphere of harmony or discord in the office.

Government Control: Through laws, rules, and regulatory bodies, governments have the power to control labor relations. Labor departments or ministries supervise compliance and enforce rules, and labor laws set minimum requirements for working conditions, worker rights, and collective bargaining procedures.

Employer-Employee Relations: Industrial relations refers to the daily exchanges that take place between employers and workers, encompassing activities like dialogue, handling conflicts, managing performance, and promoting employee involvement. Good interactions between employers and employees are a prerequisite for a productive and peaceful work environment.

Social Dialogue: Economic policies, social justice, labor market issues, and the place of work in society are all topics covered in industrial relations talks and debates. Government, business, and labor representatives come together through social conversation to discuss common issues and build social cohesion. Maintaining a balance of labor relations requires effective industrial relations.

Important elements of labor relations consist of: Collective bargaining is the process of negotiating terms and circumstances of employment, such as pay, benefits, working hours, and workplace policies, between employers and labor unions or employee representatives. For employees who are members of a union, collective bargaining agreements are legally binding contracts that set forth the terms of employment. Labor Unions: Labor unions bargain on behalf of its members' collective interests with employers to get better pay, benefits, and working conditions. fits and operational circumstances. Additionally, they could take part in organizing, lobbying, and advocacy campaigns to uphold the rights of employees and further their interests.

Employee Representation: Employees in non-unionized companies may have appointed or elected representatives speak on their behalf while speaking with management. These delegates may speak on matters pertaining to employee welfare, workplace regulations, and grievances.

Conflict Resolution: Among various stakeholders or between employers and employees, industrial relations encompasses procedures for settling disagreements and conflicts. This could involve filing a lawsuit through labor courts or tribunals, mediation, arbitration, or grievance procedures.

Workplace Consultation and Participation: A number of companies implement procedures that ask workers for their opinions on issues impacting their jobs and include them in decision-making processes. This may promote a feeling of trust, collaboration, and ownership.

To know about labour laws click here

[reallyimpossibledetective]

A Text Message and a Safe System of Work

I had a conversation with Copliot assuming the following facts from a situation familiar to me: • An unfaithful wife was a senior manager in a largish corporation; • She had an affair with a man, not her husband; • She sent that man a text message containing a suicide threat, thereby committing an act of abuse and domestic violence; • Upon being apprised of the text message behaviour of the unfaithful wife, the subject corporation chose to cover it up, rather than deal with it.

How can the subject corporation guarantee a safe system of work for the other members of staff, in accordance with their obligations under industrial law, if they refuse to deal properly with the suicidal ideation of the senior manager?

Copilot The outlined scenario raises significant concerns about workplace safety and the obligations of the corporation under industrial law. Here is how the corporation can address these issues to ensure a safe system of work for all staff:

1 Addressing The Suicidal Ideation • Immediate Action: The corporation should take immediate steps to ensure the safety and well-being of the senior manager. This includes providing access to mental health support and conducting a comprehensive mental health assessment.

• Confidentiality and Support: While addressing the issue, the corporation must maintain confidentiality and provide appropriate support to the individual involved.

2 Ensuring Workplace Safety • Risk Assessment: Conduct a thorough risk assessment to identify any potential impacts on workplace safety due to the behaviour of the senior manager.

• Clear Policies: Implement and enforce clear policies regarding workplace behaviour, mental health support, and domestic violence. These policies should be communicated to all staff.

• Training and Awareness: Provide training for staff on recognising and responding to signs of mental health issues and domestic violence. This can help create a supportive and informed workplace culture.

3 Legal and Ethical Obligations • Compliance with Industrial Law: The corporation must comply with industrial laws and regulations, which include providing a safe working environment. This means addressing any behaviour that could compromise workplace safety.

• Transparency and Accountability: The corporation should be transparent about its actions and decisions, ensuring accountability at all levels. This includes documenting the steps taken to address the issue and providing regular updates to relevant stakeholders.

4 Monitoring and Review • Regular Reviews: Implement regular reviews of the mental health and behaviour of the senior manager to ensure ongoing safety and support. This can be similar to the 6-monthly reviews conducted for secure mental health patients.

• Feedback Mechanisms: Establish feedback mechanisms for staff to report any concerns or issues related to workplace safety. This can help identify and address problems early.

By taking these steps, the corporation can fulfil its obligations under industrial law and ensure a safe and supportive working environment for all staff. Ignoring or covering up such issues not only compromises workplace safety, but also undermines trust and accountability within the organization.

Insurance Most corporate insurance policies, especially those related to liability and workplace safety, typically require adherence to established protocols and regulations. Covering up such a significant issue would not only breach those protocols, but also potentially invalidate their insurance coverage.

Insurance Policies and Protocol Compliance:

• Liability Coverage: Policies generally mandate that companies follow all legal and safety protocols to minimise risks. Failing to do so, especially by covering up serious issues, could result in denied claims or increased premiums.

• Workplace Safety: Comprehensive policies often include clauses that require adherence to occupational health and safety standards. Ignoring or hiding a potential risk like the suicidal ideation of a senior manager, could be seen as gross negligence.

• Directors and Officers (D&O) Insurance: This type of insurance protects senior executives, but it usually requires transparency and adherence to corporate governance standards. Failure to address such issues properly could lead to personal liability for the executives involved.

By not addressing the suicidal ideation appropriately, the corporation risks not only the well-being of its employees, but also significant financial and legal repercussions. It is crucial for the company to comply with all protocols to maintain their insurance coverage and ensure a safe working environment.

The Text Message Is The Crucial Trigger The text message containing the suicide threat is the crucial trigger here. It raises immediate concerns about the mental health of the individual and necessitates appropriate intervention. Ignoring or covering up such a serious matter compromises the safety and well-being of the individual and others in the workplace.

Addressing it properly involves ensuring the individual gets the necessary support and assessing the impact on workplace safety. This aligns with industrial law obligations and likely insurance policy requirements.

Does It Make Any Difference If The Subject Unfaithful Wife was a Middle Manager, Rather Than a Senior Manager?

The distinction between a middle manager and a senior manager can influence the dynamics and implications of the situation, but the core issues remain similar. Here is how it might differ:

Middle Manager -v- Senior Manager

Middle Manager • Influence: Typically has less influence over company-wide policies and decisions compared to a senior manager.

• Responsibility: Still holds significant responsibility within their department or team.

• Impact: The impact of their behaviour might be more contained within their immediate team or department.

• Visibility: Their actions might attract less attention from upper management and the broader organization.

Senior Manager • Influence: Has greater influence over company-wide policies and decisions.

• Responsibility: Holds a higher level of responsibility and accountability.

• Impact: Their behaviour can have a broader impact on the culture and reputation of the organisation.

• Visibility: Their actions are more likely to attract attention from upper management and the broader organization.

Core Issues Regardless of the managerial level, the key issues remain:

• Workplace Safety: Ensuring a safe working environment for all employees.

• Mental Health Support: Providing appropriate support and intervention for the individual involved.

• Legal and Ethical Obligations: Complying with industrial laws and maintaining ethical standards.

• Transparency and Accountability: Addressing the issue transparently and holding individuals accountable for their actions.

In both cases, the corporation must address the situation appropriately to ensure workplace safety and uphold its legal and ethical obligations. The level of management might influence the approach and visibility, but the fundamental principles of handling the issue remain the same.

Response of The Individual Concerned In cases where the individual is unlikely to seek treatment voluntarily or acknowledge their behaviour, it becomes even more critical for the organization to intervene appropriately. Here are some steps the corporation can take:

1 Mandatory Intervention • Mental Health Assessment: Arrange for a mandatory mental health assessment to evaluate her condition and risks, ensuring this is in line with legal and ethical guidelines.

• Employee Assistance Program (EAP): Leverage the EAP of the company to provide confidential counselling and support services.

2 Clear Communication • Performance Review: Frame the intervention within the context of job performance and workplace safety, highlighting the importance of addressing the behaviour.

• Confidentiality: Ensure that communication about the situation maintains confidentiality and respects the privacy of the individual.

3 Legal and Policy Adherence • Compliance: Follow corporate policies and legal obligations to handle the situation appropriately. This includes documenting actions taken and reasons for them.

• Insurance Considerations: Ensure actions comply with insurance policy requirements to maintain coverage and manage risk.

4 Support and Monitoring • Regular Follow-Ups: Implement a system of regular reviews and follow-ups to monitor her mental health and behaviour, similar to the 6-monthly reviews in secure mental health settings.

• Support Systems: Provide access to ongoing support and resources to encourage cooperation and engagement with treatment.

5 Contingency Planning • Workplace Safety: Develop a plan to address any potential impacts on workplace safety, including contingency measures if the individual does not cooperate.

• Legal Recourse: Be prepared to take further legal action if necessary, such as adjusting her role or responsibilities to ensure workplace safety.

By taking these steps, the corporation can address the situation proactively, ensuring the well-being of the individual and maintaining a safe working environment for all employees. Ignoring the issue would not only compromise workplace safety, but also potentially violate legal and ethical obligations.

[daisiesonafield-blog]

Liam's Law in the press:

Source

This is one of ten (and counting) articles highlighting Liam's Law in the press.

Please keep sharing and sign the petition so that we can get parliament and other governing bodies to enact laws and legislation that protect all artists in the music industry.

Sign the petition here

[chimaeraonwards]

no ai generated content will ever compare to the absolutely cartoonishly evil plot to cut down trees to prevent workers from striking to get livable wage.

[greenmanderines]

i don't think there's a better portrayal of--- gen z in a work sphere that for a lot of us is often anxiety-riddled, unforgiving and bleak--- than 'industry' on hbo. the sex and drugs is obvs fun so are the themes of imposter syndrome, hierarchy, false notion of importance, abuse of power, nepotism, capitalism, politics, addiction, tokenism, gender, race, class etc. the performances are brilliant, the score fucking rips. the creators mickey and konrad are so fucking cool i've been watching interviews, listening to podcasts. the conversation around the show also may be small but is relatively smart? (reddit is not invited) and light? (no stupid discourse) like the reviews, listening to the watch and twitter's been pretty cool too. ppl just get it and each season gets better. in a way, i would've never guessed that this show would turn into what it is today. s1 was definitely a little more intimate a little more 'girls' hbo but like set in london and finance and like yeah that somehow worked for me bcs of harper, yas, rob and gus as a core four, that chemistry. that post-uni young adult drama feel. now with s3 its grown into this powerhouse and it casually put one of those really good prestigious pilot eps that make you wanna scream from the top your lungs at how amazing television is. also arguably one of the show's best episode. truly a blessing to have this show on in this day and age.

[nursegrnade]

Genitorturers - Flesh Is The Law EP (2002)

[twopoppies]

Sign the petition here

The entertainment industry, acclaimed for its glamour and stardom, is equally infamous for the enormous pressure it exerts on the mental health of artists. Resultant issues such as stress, anxiety, depression, substance misuse and even suicide are alarmingly high. According to research, performers are 2-3 times more likely to suffer from these issues compared to the general population.

In recent news of Liam Payne's tragic death as many others, the entertainment industry needs to be held accountable and be responsible to the welfare of their artists. We seek to implore lawmakers to create legislation safeguarding the mental health of artists within the industry.

Such a law would necessitate regular mental health check-ups, adequate rest periods, and the presence of mental health professionals on-set, including any ongoing support during their career. It will ensure a healthier, safer, and more conducive working environment for artists to cultivate their talents reducing phycological distress. This would also include early interventions to protect and minimise before it's too late. Furthermore, the increasing rate of musicians who die before the age of 35, is concerning. We need to act now!

The artist's role is invaluable not just in the world of entertainment but also in society. Let us ensure their protection and wellbeing. Your signature could be a lifeline for these talented individuals, contributing to a larger movement of mental health awareness and care in industries worldwide. Please, sign the petition.

#LiamsLaw

[versinalia]

"Lecher Bitch" by Floridian band Genitorturers, off their 2002 album Flesh is the Law

Band Website

[hussyknee]

Made in the USA: Wage Theft, Fraud and Hidden Sweatshops

Unrolled twitter thread by derek guy (@dieworkwear)

4 Oct 24 • Read on X

ALT enabled on all images. Video has closed captions but is not transcribed.

Not trying to create a pile-on here. But let's talk about why something might still be made in unethical conditions even though it bears a "made in USA" tag. 🧵

The first thing to understand is that not all workers are covered by US labor laws. You might assume that workers get paid a minimum wage (after all, it says "minimum"). In fact, many garment workers in the US toil under what's known as the piecework system.

Piecework means you get paid not by the amount of time you work but the number of operations you complete. This system should be familiar to many of you. As a writer, I get paid per word. The pay is the same whether it takes me 100 or 10 hours to write a 1,000 word article.

My situation is fine bc I get paid enough to eat. But for a garment worker, the pay structure can be peanuts: three cents to sew a zipper or sleeve, five cents for a collar, and seven cents to prepare the top part of a skirt. These are real numbers for LA-based garment workers.

Piecework is how companies skirt minimum wage laws. Among labor organizers, the term "wage theft" refers to the difference between what a worker should have earned under min wage laws and what they actually earned through the piece rate system.

This system is incredibly common. A 2016 UCLA Labor Center study showed the median piece-rate worker in Los Angeles scrapes together $5.15 per hour—less than half the state’s mandated minimum wage. Labor conditions are also very bad: poor ventilation, dusty air, rats and mice.

A Federal Department of Labor investigation the same year found that 85 percent of Los Angeles garment factories were breaking labor laws. In 2016, these violations amounted to $1.3 million in back wages owed to 865 workers in a sample of 77 factories. This is wage theft.

In 2021, labor organizers won a fight to get piecework banned in California. But two years later, it's still incredibly common. I interviewed an LA-based garment worker who toils 12 hrs a day for $50. She sleeps in the corner of a kitchen. From my article in The Nation:

Currently, there's a new fight get piecework banned nationwide through the FABRC Act. I would link, but Twitter throttles threads that have outbound links, so I would prefer if you Google how you can support this legislation. Or follow @GarmentWorkerLA for more info.

The other reason why a "made in USA" tag may not mean much has to do with how the label is applied.

When you see this label inside your garment, what do you assume? Think about this before moving on to the next tweet.

The Federal Trade Commission has pretty strict rules on who gets to apply that label. For clothes, the item has to be cut and sewn in the US using materials that were made in the US. The FTC tries to match its rules with the common understanding of what "made in US" means.

If you're a giant company like Levi's or LL Bean, you may have lawyers who are advising you on these rules. This is why you see labels like "imported," which means the item was made abroad. Or "made in the US from imported materials" when they can't meet the MiUSA standard.

But it's incredibly common for companies to violate FTC rules. In 2022, the FTC fined the pro-Trump brand Lions Not Sheep $211k for labeling their t-shirts "made in USA" when the shirts were actually imported from China and other countries.

The company was basically importing blanks from China, ripping out the "made in China" label, screen printing the shirt in the US, and then applying a new screen-printed "made in US" label. CEO Sean Whalen claimed he was being persecuted for his pro-Trump views.

But the whole thing started bc Whalen made a video about how his customers are price sensitive, so he imports blanks from China. That's what kicked off the FTC investigation. So while this mislabeling is common, it's hard to get caught unless you make a video about your crimes.

The truth is that making a t-shirt in the USA according to FTC standards will result in a relatively expensive garment. Heddels and Velva Sheen both produce shirts in the US from US grown cotton. The first is $26; second is $90 for a two-pack.

Once you add things such as screenprinting—or if you want a more unique cut and not just basic blanks—the costs go up. This is why Bikers for Trump sourced their merch from Haiti. They knew their customers would not pay an extra $8 for true made-in-USA production.

Today, there are countless companies that make merch for other organizations. They source their t-shirts from a variety of places—some made in the US, most not—and then screenprint a design and fulfill orders. This way, the other org doesn't have to do any work but marketing.

When you see a screenprinted t-shirt for $20, ask yourself: Where was the material grown? Where were the yarns spun? Where was the cutting, sewing, and finishing performed? Where was the screenprinted done? What were the wages and labor conditions along these steps?

I'm not a nationalist, so I don't prioritize American jobs over foreign ones. But I do care about fair wages and labor protections. Just because something was made abroad doesn't mean it was made in a sweatshop. Just because it was made in the US doesn't mean fair wages.

Paying more for a garment is also no guarantee of ethical manufacturing. But when the price of a garment is so low, you leave little on the table for workers. Just because you see a $20 t-shirt that says "made in USA" doesn't mean it was made fairly.

Please don't harass the person who posted that original tweet. My intention is not to cause harm or stress for anyone. Only to help shed light on what goes into garment manufacturing, fair labor, and labeling. Hopefully, you will consider these issues when shopping.

For the inevitable question: "How do I make sure my clothes were made ethically?" This is very difficult to answer in a thread. My simplest answer is that we should elect pro-worker politicians, fight for pro-labor laws, and empower unions so workers can advocate for themselves.

--------------------End----------------------

TL; DR: Doesn't matter if it's the US, if it's not union it's probably a sweatshop. And not all merch is priced high because of fair labour conditions (looking at Taylor Swift and Beyoncé). Look for supply chain transparency.

[voxina]

"After Liam Payne tragically passed away a week ago, @mcflymusic ‘s @tomfletcher is calling for more safe-guarding in the music industry.   It’s a sentiment that reflects what millions of directioners are feeling, as fans have united to create Liam’s Law - a petition asking for musicians to have better mental health support."

via thisisheart IG

You can sign the petition here

[sadclowncentral]

How does one get into Space Law?? What choices led to that as a career? And can you give me a rundown of a normal day in Space Law?

well, getting into space law is easy - you study space law in uni. every continent offers multiple degrees either in space law or in international law with a space law specialization down the line. the hard part is knowing it exists, everything else is peanuts.

i have had two space law jobs so far, and both of them are very different in their normal days.

when i used to work in space law development, our days consisted of either being at the united nations and arguing with other states about new space law, or being at home in the ministry and writing advice for the government how to handle legal problems in space.

as a legal researchers, i mostly read a lot of papers, publish work and present at conferences, so just like any other academic job i imagine, just about - space law. there is five international space treaties, dozens of policies adopted by the UN and other intergovernmental bodies about all aspects of spacefaring, most countries having national space law and with over 8000 satellites in space, there is always something new to write about!!

[meirimerens]

the bickering habit

[daisiesonafield-blog]

you know, in the midst of this tragedy, i just got thinking about Justin Bieber...and I think it's a godamm miracle that he's here. thank god he's still with us bc, like Liam, he's been thru the hands of addiction, substance abuse and abuse from the music industry, media and the internet.

we should learn from this tragedy and try to amplify the good instead of the bad. i wish we could, i really do.

sign the petition for #Liam'sLaw

[pannaginip]

PAMALAKAYA on Facebook:

ALERT!

Denounce the series of harassment against elderly fisherfolk leader Ka Romy Antazo.

Antazo, 80 years old, is former Secretary General of PAMALAKAYA and now a retired fisherman in Laguna de Bay.

During his active years in PAMALAKAYA, he was at the forefront of the fisherfolk’s campaign for the conservation of Laguna de Bay against profit-driven and destructive projects, including coastal conversion, reclamation, and proliferation of corporate-owned fish pens.

The veteran fisherfolk leader has been repeatedly approached by state agents and offered him livelihood support and assistance in exchange for his “cooperation”.

It has been presumed that the said “cooperation” equates that Antazo will be presented by the authorities as a “rebel returnee” to turn against and establish the red-tagging of progressive and mass-based organizations.

[...]

We are extremely alarmed over these incidents, as these could subject Antazo to further and worse kinds of attacks because of his firm stand against the authorities’ demands.

Moreover, the consistent effort to coerce Antazo to cooperate with the authorities is part of the Marcos Jr. administration’s tactics in counterinsurgency campaign, which blatantly violates the rights of civilians to freedom of expression and association.

We call on the human rights and environmental defenders, fisherfolk advocates, and champions of democracy, to denounce the government’s anti-democratic schemes that put our leaders and members at risk of exploitation and injustice.

2024 Jun. 11

[ridenwithbiden]

PROJECT 2025

[nando161mando]

He got $30K to leave the military when it needed to downsize. Now the government wants that money back.