I ndustrial Rela tions Statistics: Basic concepts an nd definitions and Classifications Classifications Reynold Simons, Senior Specialist Employment and Labour Market Policies, ILO Decent Work Team and Office for the Caribbean 1
Statistical concepts an nd Industrial Relations � Industrial Relations � Industrial Relations …. very broad concept very broad concept � Here understood as a s special focus in the labour administration � Processes of setting wa ages and conditions of work � System of interaction be etween (organised) labour and employers p y � Employment relationsh hip (ICSE and issues of informality) � Unionisation/Trade uni Unionisation/Trade uni ions: Unionisation rate and ions: Unionisation rate and Collective Bargaining c coverage rate (only proxy indicators of the right t to organise/bargain) 2
Statistical concepts an nd Industrial Relations � Disputes Di t � Industrial Action � Index approach to p present a “statistical” indicator (no interna ( ational standards) of the ) level of: � protection labour en p njoys (labour view) or j y ( ) � Limitations place up on employers to be competitive p 3
Key concepts � Disputes � Industrial Action Types (st trike, lock-out, other) � Coverage (regional, sector � Coverage (regional sector ral, involvement) ral involvement) � Parties and numbers involv ved � Issues � Duration � Effect: normal hours of wo ork/work days lost … cost not in the ICLS standard the ICLS standard � Outcomes (no internationa al standards) � Process � Actual and perceived outcom A t l d i d t mes 4
Complaints & D Disputes � Statistical standard d definition: � Complaints: Not men ntioned � Disputes: Yes h of the 15 th ICLS: � Conceptual approach p pp “strikes, lockou uts and other action due to lab due to lab bour disputes” bour disputes 5
Critical role of t the “dispute” � The dispute is critica al because it is the “criterion used to ide entify a single strike or a single lockout” � ICLS resolution impl p ies that the concept p “dispute” relates to a a “collective” of workers � Complaints are “indiv Complaints are indiv vidual” matters which vidual matters which however can evolve into a labour dispute 6
Grievances comp Grievances, comp plaints, disputes plaints disputes and industrial act ion � The majority of “day-to o-day” grievances are settled without being “noticed ” by � Internally: top managem Internally: top managem ment or the TU ment or the TU � Externally: “Third party ” institutions � Both are statistically of no interest � Grievances become for rmalised once they are not solved and “trigger” a grievance procedure that is: � Internal: HR departmen � Internal: HR departmen nt and/or the TU ….. Relevant for nt and/or the TU ….. Relevant for internal (company/TU) statistics � External: The DoL, the Industrial Court or other …. Relevant for (national) ( ) statistics 7
Distinguishing bet Distinguishing bet tween complaints tween complaints and disputes eved individual � Complaints: the grie (formally) invokes a ( y) a formal procedure to get p g the grievance addre essed by the HR department, the Do L or the Industrial Court � Disputes: A TU or g roup of workers become involved in handling g a grievance or complaint kers and indicate by d i di of one or more work f k k t b action or otherwise that there “is a disagreement over disagreement” over this with the employer this with the employer 8
Classification of disputes/complaints � Three levels: � Relation to the Collective Bargaining Process (yes or no) � Major reasons/issues: j / � Compensation � Working conditions � Employment problems, � Trade Union Issues Trade Union Issues � other work place issues (only non-CA related) � sympathy or solidarity (o only non-CA related) � Protest (only non-CA rela ated) � Other � Detailed reasons � Reasons of disputes/com mplaints are often multiple … my want to classify by main t t l if b i reason/issue /i 9
Industrial Actio on � Strikes (TU/Workers): � temporary work stoppage e � one or more groups of wo � one or more groups of wo orkers orkers � to enforce/resist demands s/express grievances, or supporting other workers � Lock-outs (Establishmen � Lock-outs (Establishmen nt/Employer) nt/Employer) � temporary closure place(s s) of employment or the hindering of normal work activities of e employees � to enforce/resist demands � to enforce/resist demands s/express grievances or supporting other s/express grievances, or supporting other employers � Other Action: TU/Worke rs or Employers but different modes of action modes of action 10
Identifying a si ingle strike/lockout � A strike/lockout= all (tem mporary) work stoppages related to the same labour dispu ute: � involving employees/self- g p y / employed workers in one or more p y establishments at one tim me � Involving employees/self- -employed workers in one or more establishments at a differ ent times if the period between stoppages is not more tha stoppages is not more tha an two months an two months � Strikes that evolve into l ockouts or vice versa � a strike � lockout if: � Same labour dispute � Same labour dispute � Is a strike up to the time that the lockout was declared � Subsequently as a lockout t from the time the lockout occurred. � Info about the lockout sh ould include whether it was preceded by p y a strike. 11
Industrial Actio on: Involvement and coverage � Principle: � Directly: workers actu ually stopping work, employers actually closing workp actually closing workp places or hindering work places or hindering work � Indirectly: workers w ho have to stop working because others have stopped; employers who fre affected by the lock out of other the lock-out of other employers employers Coverage � � Strikes and Lock-outs s (cut off point allowed) � All industries/regions All i d i / i � Directly involved (wer re possible include indirectly involved) 12
Parties and nu mbers involved � Workers � Each worker involved (in)directly at any time during the action regardless if this was for whole o regardless if this was for whole o or part of the duration or part of the duration � Part-time workers to be counted as individual � Those absent from work, authori zed or not, to be excluded for the d duration of that absence i f h b � Establishments � Also self-employed worker � Also self employed worker rs when measuring rs when measuring those indirectly involved o or the secondary effects of the action 13
Duration � Two principles : � Spells (measured i p ( in normal workdays): y ) counting from the start of the action (by the first group) to the end of the action (last group of workers who sto of workers who sto opped) Normal working days opped). Normal working days in between spells t to be excluded � Span (measured in Span (measured in n callender days): counting n callender days): counting from the start of t he action (by the first group) to the end of the a action (last group of workers who stopped) who stopped) 14
Duration: time n not worked (measured in no ormal hours of work) � Estimate for each da y of the strike/lockout for all workers involved and d calculate total for full duration � Compute hours not w worked: Use the normal work schedule of each cate egory of workers involved. � For days not worked convert using normal hours of work per day/shift f k d / hif t for each category of f h f workers involved 15
Measurement � Standardised instrum ment to be presented to employers and TU/w workers � At the start � At the end � Identification of Indu � Identification of Indu ustrial Action: ustrial Action: � Obligation to report � Papers p � Labor Inspection � Government Sector 16
Analytical meas sures � The amount of tim me not worked per 1,000 workers: � Time not worked b by workers involved x 1,000/Total numb er of workers � The number of wo orkers involved per 1,000 workers: � Number of worker rs involved x 1,000/Total number of worker s 17
Analytical meas sures � average number of wor rkers involved per strike or lockout; � average amount of time � average amount of time e not worked per strike or e not worked per strike or lockout; � average duration per st rike or lockout; � average amount of time e not worked per worker involved; � percentage distributions � percentage distributions s of the data on the main s of the data on the main variables according to t he number of workers involved, amount of tim me not worked, duration and other characteristics other characteristics 18
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