...Collective Agreement Simulation Evaluation Collective Agreement Simulation Evaluation 1. Describe your position: (Union, Employer, Conciliator group 1 or group 2) My team was the employer in Group 1. 2. What were the main reasons that an agreement was reached/not reached? The main reason that an agreement was finally reached was because we agreed not to cut the staff by 25% as we had originally proposed. In our initial offer, we had laid off 12 employees and offered very generous packages to 18 employees. This seemed to be a big concern for the union team. They wanted to keep the job losses down to 10% vs. our 25% cuts. They also wanted job security for the remaining employees, which we did agree to. Had we continued to push with our original numbers for job cuts, an agreement would not have been reached. 3. Who in your opinion won the negotiation? Explain. I believe the union team won the negotiation because now that I have simulated the agreement in the spreadsheet, Business Windows Inc. is at a loss over the four year collective agreement. Also, the only demand that they did not get was the salary increase that they had requested. They had originally requested an 18% increase over the four years, with a 12% increase occurring in the first year. This high of an increase is typically unheard of. I think they came in with an extremely high request knowing that they would have settled for something much lower than that. With regards to all...
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...6-2 Short Paper The compromise that our group came to was as follows: A. The Employer agrees to an equitable distribution of overtime. Overtime will be assigned for accomplishment to those employees in an organizational unit where the overtime has become necessary and who would normally perform such work during a regular duty assignment. The distribution of overtime will be pursuant to a call list that will rotate three workers every two days who will have a choice to work or not. If the employee that is called for the specific day does not answer the phone and does not reply back within thirty minutes or does not wish to work, the next employee will be called on the list. Overtime is the sole responsibility of the organization supervisor. The Employer will not be restrained from giving consideration to matters of health and differences in individual productivity where supervision is either restricted or absent, special skills, requirements and continuity of work. The Employer will plan ahead when possible to let employees know when overtime is anticipated (e.g. due to storms that are forecasted). B. The Employer agrees that unless it gives written notice, neither it nor any function will unilaterally take or permit action that will arbitrarily extend the normal workday without paying overtime or compensatory time, as applicable. C. The Employer agrees to give first consideration to bargaining unit employees in the assignment of overtime before assigning such duties...
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...Collective Bargaining Agreement The current Collective Bargaining Agreement, initially negotiated in 1993, has been extended on several occasions, most recently in March 2006. The 2006 extension, which could have continued through the 2012 season, gave both the NFL and the NFLPA an option to shorten the deal by one or two years. NFL clubs recently voted unanimously to exercise that option and to continue negotiating a new agreement for the 2011 season and beyond that will work better for both the clubs and the players. The NFL earns very substantial revenues. But the clubs are obligated by the CBA to spend substantially more than half their revenues (almost $4.5 billion this year alone) on player costs. In addition, as we have explained to the union, the clubs must spend significant and growing amounts on stadium construction, operations and improvements to respond to the interests and demands of our fans. The current labor agreement does not adequately recognize the costs of generating the revenues, of which the players receive the largest share, nor does the agreement recognize that those costs have increased substantially, at an ever increasing rate in recent years during a difficult economic climate in our country. As a result, under the terms of the current agreement, the clubs’ incentive to invest in the game is threatened. Also, on February 21, 2008, the NFLPA filed the first collusion case ever against the NFL owners for their recent agreement to reduce by 20%...
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...The Enforcement of Rights under Collective Agreement Introduction Historically, the relations between employers and employees were accompanied by numerous conflicts which were determined by natural factors. In fact, the conflicts between the management and employees were and still are inevitable since, even thought they work in the same organizations, they still have different purposes. It is obvious that the major goal of employees is to get the maximum payment for their labor and to have guarantees of social protection in case of some accidents, illnesses, retirement, etc. while managers and the owners of companies attempt to get the maximum profit from their organizations exploiting employees possibly reducing the cost of the labor force and increasing the effectiveness and productivity of labor. As a result, the functioning of both parties within the same organizations is based on different approaches to the job each of the parties does. No wonder such a difference leads to the numerous conflicts when one of the parties or both want to protect their own interests since this inevitably affects the interests of the opposing party. In such a situation, the necessity to develop some common rules of the game is obvious. This is why in the course of the development of relationships between employers and employees the legal basis of their relations was created. In this respect, it is necessary to underline that employees, being initially in a deprived position, attempt to protect...
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...Collective Agreements As the collective aggreements are the negotiating tool between shareholders and employees, I initially prefer to make the analyses of the systems this tool aims to serve. On one side of the spectrum there are capitalist firms, where as on the other side we can say there exist the Labour managed Enterprises. In order to propose a better alternative to replace the collective aggreements we think a swot analysis for both side of the spectrum from the employee and company perspective would be useful. SWOT Labour Managed Enterprise Capitalist Firm Strength From Employee perspective: Higher motivation Job security Higher trust in the company Higher ownership From Profitability perspective: Higher productivity due to above From Employee perspective: Flexibile mobility Low risk Stable income No long term commitment requirement From Profitability perspective: Faster organizations Quick decisions in a competitive environment Experienced and educated management with vision Long term profitability priority Weakness Low motivation to self development From Profitability perspective: Insufficient commitment mechanism (“I” comes before “company”) Opportunities Increasing unemployment Rising individualizm culture Threats Financing Difficulty in raising Risk bearer capital Increased competitiveness Increased importance of workers in productivity As both systems carry pros and cons, an alternative to current collective aggreements...
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...employees of the Diamond Casino in the City of Windsor, save and except Shift Supervisors and persons above the rank of Shift Supervisor. 1.02 With an employee’s agreement, he or she may fill the role of Shift Supervisor on a temporary basis. ARITCLE 2-Union Security 2.01 The employer shall not deduct from the wages of each employee in the bargaining unit the amount of union dues as determined by the union and remit the dues to the union in accordance with article 2.02 2.02the amount deducted in accordance with article 2.01 shall be remitted to the union within a reasonable period of time after the deductions are made and shall be accompanied by a list of names of all employees from whom deductions have been made. ARTICLE 3- Management Rights 3.01 The union recognizes the right of the employer to operate and manage its business in all respects, to maintain order and efficiency in its facilities, to determine the location of its facilities, the work to be performed, the methods and schedules of performances and equipment to be used. The union further acknowledged that the employer has the right to make, and alter from time to time, reasonable rule, regulations, and policies to be observed by employees. Such rules, regulations, and policies shall not be inconsistent with the provisions of this agreement. All changes in the posted rules and regulation and policies must be discussed with the union prior to being implemented. The Employer will provide the union with copies...
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...1.0 Introduction Although the procedure for obtaining union recognition is lengthy, the law recognises the rights of most workers to form and join the trade unions. The 1959 Trade Unions Act and the 1967 Industrial Relations Act (IRA), as well as other amendments place extensive restrictions on freedom on association. The ILO committee of freedom of association (CFA) has found that many provisions of the Trade Unions Act violates the principles of freedom of association, and no such actions has been taken in order to amend these laws. Some other laws, not directly related to labour issues also place restrictions on freedom on association. For example, The Malaysian Penal code requires police permission for public gatherings of more than five people. 1.1 Restrictions on Union Formation, and de-registration of unions : The Director General of Trade unions (DGTU) has the power to supervise and inspect trade unions, and can refuse to register a trade union, without giving any valid reason for the refusal. The director general also has the power to withdraw any unions which do not register, or whose registration has been denied or withdrawn or are considered as illegal organizations. The Minister of Human Resources may also suspend a trade union for up to six months in the interests of national security or public order. 1.2 Banned from organising: The industrial unions are prohibited from organising employees in managerial and executive positions, or those involved...
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...current Labor government considers collective agreements rather than individual-level agreements are the most efficient and productive form of workplace arrangements for business. Do you agree? Why ? Why not? The current Labor government considers collective agreements to be more efficient and productive than individual workplace agreements for business. This political ideology has been impacted by the changing nature of work and employment, where collective agreements and collective bargaining are no longer the most efficient and productive form of workplace arrangements for business. With the extrinsic pressures that come with an increasingly global market, business has to look at ways to increase productivity and profitability in order to stay competitive, and this requires greater levels of flexibility in the workforce. The key components of this argument are direct and indirect employee voice, and which is better for both the employee and employer. Are Trade Unions relevant as their bargaining position has been weakened by both a more global market, changes to more atypical labour types and Government legislation that emphasised individualism over collectivism (Hayter 2010). Collective agreements are agreements between employers and employees which regulate workplace terms and conditions as a collective. This is generally instigated as a result of collective bargaining by a third party, primarily Trade Unions. Individual agreements, however, are between an employer and...
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...contract or agreement is an important element of employment relations and it determines the pay, conditions of employment and way work is performed (Loudoun, et al., 2009). This paper will define collective and individual agreements, analyse the differences between them, examine the role of employee voice, trade union involvement and the role of the State and regulation of the industrial relations system. It will consider the impact of the agreements upon both employees and outcomes achieved by businesses and will make the argument that the most efficient and productive form of workplace arrangements for business are collective agreements. Collective Agreements Collective agreements are formal contracts that are negotiated between an employer and a group of employees that stipulate the terms and conditions of employment. This type of agreement exists in a more centralised industrial relations system, and this system is based upon compulsory conciliation and arbitration, a system that has been established since the Conciliation and Arbitration Act of 1904. Collective agreements exist in a pluralist work relations environment. The pluralist theory identifies that there are different sources of authority and loyalty within organisations and that these sources may have differences of interest. Some interests may be in common between the employer and employees, but where there is a perception of inequality conflict can inevitably arise (Loudoun, et al., 2009). Collective Agreements...
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...There is another way the player could have gone about it, and the NFL had even signed all their players to the agreement. This agreement was known as the NFL Collective Bargaining Agreement. Edelman states, During the life of this contract, a team may only remove a player from its roster if his skill or performance has been unsatisfactory as compared with that of other players competing for positions” or, arguably, if the player has engaged in personal conduct reasonably judged by [a team] to adversely affect or reflect on [the team] ”(“STANDING TO KNEEL”). This statement justifies that the NFL can only cut their players based on performance issues or if they did something that obstructed justice, not if they stand up for the freedom of speech. Surely the NFL had to know that they had these agreements with their players, but most the people who had started the kneeling protest were cut because the owners were saying that their playing ability was in decline. This should throw up red flags, because they have obviously found a way around the legal terms of this matter and get these players off their teams. As of right now these players that have been cut have basically been blacklisted from the league...
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...vocation like the benefits that are from the realized activities, will be only perceived by the partners. Antecedents The old one straight did not know Institution mercantile society with legal personality, the one that is creation of the modern world. Decrees of Bilbao only regulated the collective societies and the silent partners. Elements In the Mercantile Societies there are three fundamental elements: the social ones, patrimonial and the formal ones: • Personal element: It is constituted by the partners, people who contribute and reunite their efforts (goods, capitals or works) • Patrimonial element: It is formed by the set of goods that are contributed to form the share capital, the goods, work, etc. • Formal element: It is the set of rules regarding the form or solemnity with which one is due to have to the contract that gives rise to the society like a right individuality. Classification The mercantile Societies can be classified according to several criteria, between which they emphasize the following: According to the predominance of the elements • Societies of People: they are the societies in which the personal element predominates. They are the collective societies and in simple silent partnership. • Intermediate societies: In these societies the predominant element is not very clear. They are the Limited liability company and the Silent partnership...
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...graph for analysis. I also decided to use paper surveys instead of doing it online because of security issues. I discussed it with my supervisor and we came to the conclusion that our security office might have issue with it. So to ward off any possible conflict I decided paper. Other than that there were no issues with doing the survey. When looking at the individual level analysis I am looking for each of the responders to do a self assessment of their own needs. I think it is very important for self assessment and personal involvement to create an individual training plan. Our text looks at this very closely and certainly prescribes to this as a critical need. By taking a very close look at our own needs we can set and get in agreement with an individual training plan...
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...The National Hockey League (NHL), established in 1917, had not experienced a power struggle like it did when negotiating a new collective bargaining agreement (CBA) for the 2004-2005 season. Gary Bettman, Commissioner of the NHL, announced on February 16, 2005 that due to the inability to negotiate a new CBA with the National Hockey League Players’ Association (NHLPA), the 2004-2005 NHL season would be cancelled (Malhotra & Hout, 2006). The consequences of a lockout would be significant, including lost revenue for cities and the teams (an estimated two billion from ticket sales, media, sponsorship, concessions, and stadium bookings), employee layoffs, loss of fans who redirected their attention and spending to other avenues, and lost player salaries estimated at one billion. Regardless of the consequences, the reason to reach an agreement should have been for the fans who so faithfully followed the game and supported the players and the owners (Staudohar, 2005). The fans were out of luck; there were too many barriers to reaching a negotiated agreement prior to the start of the season. The main barrier to the negotiations was not having the wrong people negotiating, but the agenda of issues (Watkins, 2000). The powerhouses were power struggling, each unwilling to listen to or concede to the others views. For example, one barrier was NHL’s desire to address operating losses and what they viewed as an unstable financial condition by establishing a cap in salaries and linking salaries...
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...sociologists rightly point to the fact that it is a specific method of testing, which is assumed to work closely with each investigator and the respondent. The interview is a process in which the investigator is trying to influence the study posed questions and get him to give a speech on the subject of research. It is one of the methods, which allows parallel use of another-namely observation. TYPES OF INTERVIEW: Due to the form of expression of the respondents and the way the interview, and also because of the behavior of the investigator and the number of participants, which are used in the social sciences. We can therefore distinguish the following interviews: oral and written, categorized and Uncategorized, overt and covert, individual and collective, and panels. WRITTEN AND ORAL INTERVIEW: In addition to the interviews conducted in a classical sense, ie, by speaking to the investigator of one or more speakers, there are also interviews in which questions are asked in writing (eg, survey) and the answers are given in writing, directly to the questions listed in the questionnaire, or in another manner, for example, for any given researching cards. INTERVIEW Interview categorized and categorized NIESKATEGARYZOWANY ie. "Questionnaires" are carried out strictly in accordance with a pre-prepared questionnaire. Examination of the interview is not allowed to change not only the words used in different questions, but even the order of the questions contained in the questionnaire. The purpose...
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...The analogy provided by Goffman’s study that compares life to theater is a suggestion that often people are prone to conduct themselves in a manner sensitive to the reactions, perceptions, and expectations of others when in public (McIntyre, 2011, pp. 126-134). This behavior does not suggest that people are not being authentic or sincere, but rather a recognition that people succumb to conformity to some degree. In regards to Adrian Aveni’s work in The Not-So-Lonely Crowd: Friendship Groups in Collective Behavior (McIntyre, 2011, pp. 135-138), people do bad things when in a group setting because their own identity is embedded with the collective group. This collective group is representative of ideas, behaviors, and relationships that the individual identifies with and becomes more comfortable acting on in this environment. In The Pathology of Imprisonment (McIntyre, 2011, pp. 140-143), Philip Zimbardo illustrates how individuals act according the role they are placed in. For example, Zimbardo’s subjects had identical social attributes and were randomly assigned a role either as a prison guard or as an inmate (McIntyre, 2011, p. 141). However the uniformity of their social attributes quickly eroded, as they eventually began to fully adopt their role and act accordingly. This is demonstrated by the prison guards acting cruel towards the prisoners, and the prisoners being subservient and resentful of the guards. Based on the reading from Paules (McIntyre, 2011, pp. 145-152)...
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