Industrial Relations Act

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Industrial Relations Act is a Liberalian Law.

The Bill

Preamble This bill is to outline the rights of employees and workplace relations and conditions. This bill also ratifies the International Labour Organisation (ILO) and the United Nations Declaration of Human Rights Article 23 & 24 regarding Labour.

Article I Workers Rights

Clause 1. All employees have the right to safe working conditions. A Regional Government Industrial Relations Commission, to ensure that these standards are met and Liberalian Arbitration Court to be responsible for charging any breach of standards will be established.

Clause 2. All workers have the right to unionize and take Industrial Action with the Labour Unions.

Clause 3. Employees are entitled to collective bargaining between their union and employer for matters such as negotiating work contracts, increase of wages and change in working situation.

Article II. International Labour Standards Recognition

Clause 1. The Regional Government of Liberalia will ratify the ILO and Articles 23 & 24 of United Nations Declaration of Human Rights:

Article 23

1. Everyone has the right to work, to free choice of employment, to just and favorable conditions of work and to protection against unemployment.

2. Everyone, without any discrimination, has the right to equal pay for equal work.

3. Everyone who works has the right to just and favorable remuneration ensuring for himself and his family an existence worthy of human dignity, and supplemented, if necessary, by other means of social protection.

4. Everyone has the right to form and to join trade unions for the protection of his interests.

Article 24

1. Everyone has the right to rest and leisure, including reasonable limitation of working hours and periodic holidays with pay.

Article III. Unfair Dismissal

Clause 1. An employee will not be permitted to unfairly terminate a worker’s employment. Unfair dismissal is classified as being dismissed from work without notice or without decent compensation or an appropriate legitimate reason or on the basis of discrimination of any kind.

Section a. If an employee believes their dismissal was unfair or based upon discrimination they can take their case to the Arbitration Court to determine the legitimacy of the employer’s grounds for dismissing the employee.

Section b. The following reasons are considered fair for an employer to dismiss an employee:

1. A reason related to the employee's conduct. 2. A reason related to the employee's capability or qualifications for the job. 3. Because the employee was redundant. 4. Because a statutory duty or restriction prohibited the employment being continued. 5. Some other substantial reason of a kind which justifies the dismissal which can be found legitimate by the Arbitration Court should the employee wish to challenge the decision.