Card check model is a method of voting where employees’ signs an authorization card to be organized into a labour union sating their wish to be represented by the unions. In contrast, a secret ballot model is a form of voting wherevoters’ choices are anonymous, reducing attempts to influence voters through blackmailing and buying of votes. Card check model makes possible a richer variety of decision making procedures, accuracy in tallying, and accessibility of disabled voters. Disabled voters can cast their votes easily as compared to secret balloting. Card check model can raise the possibilities of fraud which might result from the stipulation that the choice of voters secretly kept. The primary advantages of Secret ballot model …helps in the elimination of vote-selling, peer pressure, official favours, and reduction claims on tally recordings. Despite its role in undermining election integrity, disadvantages of secret balloting outweigh Card check model. Secret balloting undermines voters’ accountability for their choices and discards information which might assist voters in their decisions. It also discourages voting through reducing chances of participation, and this may encourage a view of voting as an individual choice rather than a social act and also reduces the possibilities of cooperation of social issues.
The main similarities between employers goal in both public sector bargaining and private-sector bargaining are to solve work-related problems and also a mean to raise wages at work sectors. Working stuff through the unions negotiate contracts with the employers to determine the term of employment, pay, benefits, working hours, employee leave, and health safety at workplaces.However, the goal of employers in private sectors differs depending on the interest of the employer. In the private sector, the goals of employers are more concerned with the cost and benefits of the individual parties to the agreement. Employer focus is on the economy to maximize their private interest and to boost the profit of the private business. They only have a concern with the customers’ welfares beyond keeping them satisfied. In public sectors, the goal of employer bargaining focuses mainly on the level of curtailment of services the public wants, taxes they are willing to pay as expressed through the political forces. They don’t seek to maximize their interest but conserved with the public interest. The bargaining on public sectors is of permanent basis making it not possible to terminate the contract of an employee without genuine reasons in public sector termination of contract can be done for any purposes.
Education is an essential element that no one wants to see disrupted. But within the workplace, the legislation might be more appropriate in the removal of education as essential services with the workplaces. When education was introduced as a critical service, it re-introduced an arbitrary, non-consultative approach of confrontational of the public sector labour relations. Critical issues should be termed as an essential service; education cannot be categories under critical issues. Services which are directly responsible for life, personal safety, and health, are the services which are necessary or essential for preventing immediate and severe health danger, safety, and welfare of the workers. Therefore according to The B.C labour relation review panel, it is appropriate to remove education from the definition of essential services since it doesn’t touch on critical touching life, health and safety issues. Anything which threatens human life, environment or any elementary damaged should be termed essential. Removal of education as essential services doesn’t pose a threat to the health, safety, and welfare of an individual. Education as an essential service significantly undermines the bargaining power of the employees since it limited and controlled strike. It is only through strike employees grievances are expressed.
Collective bargaining is an essential right rooted in the constitution. It entails negotiation between the management and workers represented by their representative within the union for determining mutual terms of work and work condition. It provides a sound labour relationship by providing and establishment of fair wages and working condition. Collective bargaining has helped reduced inequality at the workplace through the reduction of wages floor. It has also helped in the reduction of inequality between groups of workers such as skilled and unskilled, different gender, and regular contract workers with temporary contract workers. In a sector without collective bargaining, an individual under financial crisis will never bargain with the employer and might be tempted to accept the undesired condition of work, including low remuneration. Creating fear of loss of job in the mind of some workers, through collective bargaining allows workers to bind together and creates a loud voice which helps in providing the benefits for the workers and employers. Collective bargaining has reduced help issues like length of working hours, health, operation speed, and job security. The process of collective bargaining can only tackle a good human and industrial relationship. It has helped in addressing equity in the work environment.
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