Active learning ideas
Industrial relations covers the relationship between employers and employees, specifically regarding pay and working conditions. Students examine the causes of industrial disputes, such as unfair dismissal or changes in work practices, and the legal framework that governs industrial action in Ireland. The Industrial Relations Act 1990 is a cornerstone of this topic, outlining what constitutes a 'trade dispute' and the rules for picketing.
Activity 01
Provide a case study of a worker who claims they were unfairly dismissed. One student acts as the Adjudication Officer, while others represent the employer and employee, presenting evidence based on Irish employment law to reach a binding decision.
What are the common causes of industrial disputes?
Activity 02
Groups research different Irish trade unions (e.g., SIPTU, TUI, INMO). They must identify a recent dispute the union was involved in, the cause of the conflict, and how it was eventually resolved, then present their findings to the class.
How does the WRC facilitate conflict resolution?
Activity 03
Students debate the motion: 'Essential workers should be legally barred from taking industrial action.' This requires students to balance the rights of workers with the needs of the public and the economy, using the 1990 Act as a reference.
What is the legal framework for industrial action in Ireland?
A few notes on teaching this unit
Watch Out for These Misconceptions
A strike is the first step in an industrial dispute.
A strike is a last resort. Students often miss the mandatory steps of negotiation, conciliation, and secret ballots. Active learning simulations of the 'grievance procedure' help students understand the sequence of escalation required by law.
The WRC and the Labour Court are the same thing.
The WRC is the first port of call for most disputes (mediation/adjudication), while the Labour Court acts primarily as an appeal body. Peer-teaching tasks where students map out the 'path of a dispute' can clarify these distinct roles.
Methods used in this brief
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