Triangular Employment Relationship

The ILGWU (International Ladies Garment Workers Union) were at the forefront pushing for reforms. Thanks to the ILGWU, real changes got underway and their conclusions set new standards that other states followed and built upon in the years following. This union gained thousands of new members around the country and helped lobby for strict safety regulations in the workplace and later were passed during the administration of President Roosevelt. Once the New York legislature enacted safety laws, other states followed their lead. The New York State legislature created the Factory Investigating Commission to investigate factory conditions which led to 38 new laws regulating labor in New

The owners are to blame for the deaths of the Triangle Shirtwaist Factory Fire because they promoted an unsafe working environment, also, never cared about the employees' health, and only made money for themselves. The owners, Max and Issac, did not care for their workers' safety. To start, Max Blanck and Issac Harris promoted an unsafe environment. For example, the “employers often locked doors” (Marrin 7). The employers and people in charge of the factory and company were not prepared.

Furthermore, there was dismissing of some workers from their jobs by the company. Therefore, it was necessary for the employers to provide favorable conditions for the workers and prevent them from further harm. Through such steps, they would not have experienced any form of strike. However, it is also important to consider that everything was out of control and the strike had already begun, with the miners destroying the nearby residence of replacement miners, making families to seek refuge in the forest (Schade

Another thing that went on at that time was regulation. This was where the government would help workers over their bosses in large companies. The pure

Back in 1911, there was a large company fire and many of the workers were not able to escape. More than one hundred were killed. There is also a lot of unsafe gas in the air inside factories that can cause people to become ill. The Adamson Act combined with another act in 1916 called the Workingman’s Compensation Act, which helped injured workers still get paid, increased the amount of money that farmers and industrial workers made.

One of the bigger issues surrounding this age was the awful factory working conditions. Nobody listened to what the workers had to say during that time. “The employer desires to reduce wages and lengthen the hours of labor, while the desire of employees is to obtain shorter hours of labor and better wages, and better surroundings.” (Document C) This selection of document C shows that the employers wanted their employees to get paid even

This law is enforced by the U.S. Office of Personnel Management for employees and cover employees of Legislative Branch. (US Department of Labor, 2008) All employees of certain enterprises that workers engaged in interstate commerce, handling, selling, or working on goods that have been moved in or produced by

This act was enacted to clarify and define what constituted “monopolistic” activities. It protected the activities of labor unions and prohibited directors from serving in boards of competing

This was eventually changed so that people would work less and in better conditions. Some patterns that I noticed were that a lot of the bad things that happened were being stopped or changed for the better like working

Robert’s story did not occur in isolation and is, instead, is situated in the specific social, political and economic context of the late 1940s to 1950s. By this time, World War Two (WWII) had subsided, the economy was recovering, and Canada found itself fairly well situated to accept new immigrants (Hawkins, 1988, p.99). Fuelled by the expansion of certain industries (e.g. construction), this period “saw the beginning of a significant economic boom in Canada” (Kelly & Trebilcock, 2010, p.316; Troper, 1993, p.250). Therefore, what had previously been characterized by a relatively restrictive climate for immigration, due to the fear during WWII, was gradually replaced with more “libera[l]” (Kelly & Trebilcock, 2010, p.318) immigration policies

They had to find a way to meet the needs of society and not just what the country wanted. The country around Europe wanted to make as much money as possible but it was at a big cost. William Alexander Abram, “ The Hours of Labor in Factories Act, passed in 1844… the excessive hours of labor have legally reduced to ten hours per day. Wages— thanks mainly to accelerated machinery and improved working conditions— have largely increased.”

The responsibilities of an employer and employee under health and safety legislation, was founded in 1974. Act 1974 is a law made to secure the health, safety, wellbeing of people at work and to prevent unnecessary risks. An employer’s responsibilities under health and safety legislation, requires the employer to be responsible for the health and safety of any person in their premises, which includes employees, customers, suppliers and the public. Employers should hire a certified person in charge of health and safety, however in small businesses that person is usually the owner or a trusted member of staff.

The Act included the first regulation that legalized safeguards for health, life and limb (Wikipedia). Indeed, the laws were meant for the workers in the factories to have safer working conditions, but it never really worked out. Records vary, but it is known that as many as 35,000 workers killed and another million injured on the job in 1900. (Lutz,

Moreover, both theories neglect the psychological and emotional aspect of workers in the workplace which was equally important. Also, they both increased wages in different aspects and allowed for a larger workforce as there wasn’t much skill needed in these jobs. Furthermore, they also provided a way in which management could work in increasing productivity and better laws and regulations to maintain

Ryanair recruits employees through recruitment agencies. In order to provide its services, the Irish carrier is utilising standardised procedures and therefore, imposes specialisation on tasks with no intervention between different departments (Bamber et al., 2009, p.98). Ryanair’s HRM is not excluded from the general aggressive cost reduction policy. For instance, Ryanair prohibits the employees to charge their phones so as to reduce costs further (Baum, 2006, p.146).