Registry
Module Specifications
Current Academic Year 2012 - 2013
Please note that this information is subject to change.
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| Description | |||||||||||||||||||||||||||||||||||||||||||||
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This module aims to provide an overall knowledge and insight into the three main areas oflabour law (trade union law, industrial relations law and employment law) and the corresponding legislation and judicial decisions that underpin them. A second aim is to furnish an understanding and appreciation of key areas of importance in the everyday application of labour law in the workplace. Thirdly to equip students with a strong foundation in labour law so as to assist them in the crucial business of maintaining full legal compliance in the Irish workplace. Students are expected to attend lectures and contribute to class discussions. Additionally, it provides students an insight into Irish Industrial Relations and a general appreciation of how it works. | |||||||||||||||||||||||||||||||||||||||||||||
| Learning Outcomes | |||||||||||||||||||||||||||||||||||||||||||||
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1. Critically analyse the role of trade unions and the main state specialised agencies in Ireland 2. Recognise the uses and implications of legal materials including the constitution, statutory law, statutory instruments, European legislation (directives and regulations), codes of practice, case law and judicial precedents 3. Identify the importance of voluntarism as a dispute resolution mechanism of long standing importance and effectiveness in the workplace. 4. Evaluate the implications of current and intended legislation plus contemporary decisions of various adjudicating bodies on an organisation's personnel policies, practices and procedures. 5. Acknowledge that labour law does not always present a humanitarian solution to people problems, the personnel policies, practices and procedures of an organisation so as to be legally compliant at all times. | |||||||||||||||||||||||||||||||||||||||||||||
All module information is indicative and subject to change. For further information,students are advised to refer to the University's Marks and Standards and Programme Specific Regulations at: http://www.dcu.ie/registry/examinations/index.shtml |
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| Indicative Content and Learning Activities | |||||||||||||||||||||||||||||||||||||||||||||
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Introduction to Employee Relations. The employment relationship, Dunlop’s system approach and Perspectives on IR.. Introduction to Labour Law. Definitions - trade union law, industrial relations law, employment law, Sources - constitution, statutory, European Union, codes of practice, case law and precedents, Collective v individual labour law, Voluntarism Vs. legalism. Trade Union Law. Creation and legality of trade unions and employers' associations (TU Acts 1871, 1941, 1971, 1975, Negotiating licences, Freedom of association and closed shops, Free collective bargaining and negotiations.. Industrial Relations Law. IR Acts 1946, 1969, 1990, 2001, 2004), Labour Court, Labour Relations Commission (rights commissioners, conciliation service, advisory service), JLCs and employment regulations orders, JICs etc. Employment Law. Commencing employment, During employment, Termination of employment, Equality, Safety, health and welfare at work. | |||||||||||||||||||||||||||||||||||||||||||||
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| Other Resources | |||||||||||||||||||||||||||||||||||||||||||||
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| MHR | M.Sc. in Human Resource Strategies | ||||||||||||||||||||||||||||||||||||||||||||
| Timetable this semester: Timetable for HR5001 | |||||||||||||||||||||||||||||||||||||||||||||
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