Firstly, my paper endeavours to explain the concept of dispute between employer and employee; and the reasons that cause them. Next, the intervention of Employment Law and the existence of the Employment Contract is explained, in the context of the rights and duties prescribed to the employers and employees.
Further, moving on to Collective Dispute and Bargaining, a clear distinction is brought about between the concept and that of Individual Dispute and Bargaining, with reference to the Employment Law. The paper attempts to point out that the Employment Law has supported Individual Bargaining. A final conclusion supporting the fact that the Law succeeds in supporting the resolution of Individual Disputes and Bargaining to a greater degree, than that of Collective Bargaining.
It is but natural that when numerous individuals come together with different sets of values and temperaments. More importantly, it occurs between employers and employees due to varied reasons, such as difference in viewpoints and opinions, expectations, terms and conditions; and the output generated. Here is an analyses of the varied causes that could lead to the employer-employee dispute and conflict.
Poor Communication: One of the prime causes for the disputes that arise between employers and employees, is poor communication. When one or both the parties are not explicit or detailed and clear in their expression of a certain idea or expectation, it perhaps does not reach out to the other party. Thus, when a task or a certain order is not completed as desired due to miscommunication, it can cause disputes. For instance, when the company policy is not spelled out in detail and when the employee goes against the provisions, it can cause quite a ruckus within the company. This is also seen in the case of rather vague and ambiguous clauses in the Employment Contract, which is explained later in the paper. This can cause good amount of chaos.
Resources: The resources provided in an organisation could not be up to the expectations, which could be another cause for a dispute. The scarcity or lack of resources and the prevalence of improper working conditions could trigger off a dispute. For instance, long working hours and going beyond the maximum of 48 hours per week, without optimum payment could be an the cause for an impending dispute.
Differing Interests and Values: Another potent cause for the employer-employee dispute could be the differences in perception or comprehension; due to a variation in the vision of the final outcome or the interest vested by both parties in