Industrial relations in Malta

Abstract

Industrial Relations are defined as being the common relations between an employer or employers and bodies of employees. With these being organized in trade unions, or forming a distinctive group as a result of their employment by a given employer. This is a system that was pioneered in Britain which was the first country to have an industrial revolution. But much as the first endeavours for such a system might have been reflected in Malta in the decade of the 1800s, this country had to wait for almost a century before she could develop a system of industrial relations. The first trade unions in Malta came into existence well before 1939. However it can be said that it was the General Workers' Union that had pioneered industrial relations as we know them, at the Malta Dockyard in 1943. It was then after the end of the war in 1945 that the system began to be improved to meet the approaching drive for industrialization. But even this did not arrive suddenly. All were aware of the changes that had still to be made in institutions, economic policy, and the supply and needs of labour. Particularly when it was intended to have Malta change its role from one of a fortress into that of an industrialized nation. There was also then the crying need to eradicate the considerable unemployment, the vast amount of laborious and unskilled work, the hitherto unchallenged reliance on cheap labour, and the intermittent current of social conflict. These having all been maladies that plagued the island in pre-war times. With the growth of industry there had then to be a parallel growth in the number of workers, as well as in the development of new skills. And in the course of time the Maltese labour market became a fruitful laboratory for the study of industrial relations. Aided to no small extent by the timely legislation that began to be promulgated by the state. Being a small country Malta could not be expected to afford the luxury of isolation. On the other hand it could not be a simple importer of ideas. A balance had to be struck, and this was instrumental in evolving the system of industrial relations we have to-day. Providing also the framework for this study. This book is divided into three parts. In Part One there is laid down the history of industrial relations with the build up of the legislative framework, as well as the birth and functions of trade unions. Part Two then deals with the latest and most significant legislation i.e. The Industrial Relations Act 1976. This brings into focus the handling of trade disputes, collective bargaining, grievance and conciliatory procedures, the functions of the industrial tibunal and the hot subject of economic sanctions. Part Three then touches on the topic of workers participation, employers and the public service. I have also included as appendices the two most important acts of legislation, i.e. The Conditions of Employment (Regulation) Act, 1952, and The Industrial Relations Act, 1976. Much as I had wished to put more that there was to be said in this book, this was impossible. My subject is a vast one, which I could never hope to cover in just this one volume. One has also to bear in mind that the subject of industrial relations is a continuous process. As it is also one that lends itself to a certain amount of changes and variations in opinion. Indeed were these to occur with regard to anything that I have written, then this would generate more study and discussion, both of which functions were considered in my scope behind this book. Since I believe this work to be the first one of its kind in Malta, there could be no bibliography. But I want to register my acknowledgement of what concepts and information I drew on from the publications Conciliation in Industrial Disputes by the International Labour Office, and The System of Industrial Relations in Great Britain, edited by Allan Flanders and H.A. Clegg. I want also to record my thanks to those who in one way or another helped me in the writing of this book. My gratitude goes as well to the many workers, employers, and trade unionists who were involved with me throughout the time I spent in industrial relations. While fighting their own battles, they were also unknowingly helping me to build up this work. Whether used as a manual, text-book or a reference work, it is hoped that all that has gone into this book will be found useful by those for whom it is intended. More than interpreting legislation and establishing principles and procedures, may it also bring forth re-assessment of perspectives as well as re-examination of particular traditions and customs, where these are required. It is only thus that there will be generated a multilateral trade in ideas. Which is something that has always underlined the practice of industrial democracy.