...trendsetting families. When a consumer hears the name of Target Stores, the association with low wages or anti-union statements typical do not come to mind. The statement made by CEO Bob Ulrich and the company’s antiunion philosophy is a common feeling most organization have towards unions. The company is entitled to have such viewpoints and has the authority to express them freely as long as the company does not participate in unfair labor practices that will intimidate an employee’s legal right of inquiring into unions. Target has a right to be vocal about the organization’s stance and sway employees not to join a union. The biggest reason for employees to form unions is collectively, “employees feel their employer is treating them unfairly and a union can change that (Mitchell & Simpson, 2009). In fact, employers have greater supremacy to improve workplace conditions sooner, then employees implementing a union. As organizations continues to increase employee benefits such as work-life balance, competitive pay, along with the comprehensive study of employee engagement, the employer diminishes the...
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...Labor Relations and Negotiations at the Memphis Kellogg Plant As with everything, there is no guarantee in business; no one can be assured that he or she will have a job. Companies do their best to turn a profit and keep their employees happy, but sometimes it just doesn’t happen. In the summer of 2013, Memphis’ Kellogg’s Plant was forced to implement layoffs. They blamed this on the “cessation of bran and retail rice production” in Memphis. While they had legitimate concerns, it didn’t go down without a fight. The Memphis plant was forthcoming in letting its employees know that layoffs were inevitable. They announced in April of 2013 that the impending layoffs would take place in the following months. They even have documentation of letting the mayor know, as well as the union that the employees were a part of. They laid off a total of 70 employees; 33 in June of 2013 and 37 in August. Not only did they have to lay employees off, they had to negotiate with the ones that kept their jobs to work less hours and restructure some other things as well. This presented a hardship for as many as 220 employees, and it started a snowball effect of issues. Some of these being that all new employees would be part-time, and would receive limited insurance and retirement. The employees affected by the layoffs and cutbacks were members of the Local 252-G union, referred to as BCTGM, which was comprised of the Bakery, Confectionary, Tobacco workers and Grain Millers, and were to be covered...
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...BUS372: Employee & Labor Relations (BWK1307A) Unions and management are two crucial components for any organization. Also, management and unions play a crucial role in any organization. However, some unions feel that the organization does not compensate its members fairly, or that the organizational working conditions are less than desirable. Conversely, some employers feel that unions interfere with management decisions and impede on a positive relationship between managers and employees. There may be some truth to both perceptions. However, management and unions need to come together and achieve a great healthy work environment for everyone who is involved with the organization. So, this paper will briefly describe the role of management in an organization, discuss the role of a union in an organization, will describe two strategies/actions an organization can implement to create and maintain a conducive, working relationship with unions as well as explain two strategies/actions a union can implement to create and maintain a conducive, working relationship with management. First, the role of management in an organization is very important. Management has many responsibilities in an organization. Management helps an organization to become successful. Without the use of management the organization will not be successful. Management is also the ones who are responsible for conducting actions linked to hiring, employee training, compensation, evaluation etc… (DeSilva, 1997)...
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...LIR 858 Alsadeg 1 Hussain Alsadeg Labor Relations Practice in Business and Employee Involvement The Industrial Relations approach to managing the employee/employer relationship has been losing the battle against the Personnel Management school practices. Most integral to the recent personnel management approaches is Employee Involvement. “Fifty-two percent of employees in the Workplace Representation and Participation Survey reported that some form of employee participation program operates in their workplace and 31 percent indicate that they participate in an employee involvement program” (Commission on the Future of Worker-Management Relations). Employee Involvement and empowerment practices are thought to weaken labor unions; as the approach to rewards and empowerment is distributed to individuals instead of being collectively bargained. While employee involvement has demonstrated to bring enhanced productivity and effectiveness, there is concern that employee involvement programs violate Section 8(a)(2) of the NLRA; this section of the law states: “Sec. 8. [§ 158.] (a) [Unfair labor practices by employer] It shall be an unfair labor practice for an employer--(2) to dominate or interfere with the formation or administration of any labor organization or contribute financial or other support to it: Provided, That subject to rules and regulations made and published by the Board pursuant to section 6 [section 156 of this title], an employer shall not be...
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...Labor Relations Abstract This report covers a synopsis of human resources, specifically labor relations. The range of duties for labor relations specialists, various aspects of the job, and a phone interview conducted with a labor relations officer assigned to the city of San Diego. Labor Relations “There are many types of human resources, training, and labor relations managers and specialists. In a small organization, a human resources generalist may handle all aspects of human resources work, and thus require an extensive range of knowledge. The responsibilities of human resources generalists can vary widely, depending on their employer’s needs. In a large corporation, the director of human resources may supervise several departments, each headed by an experienced manager who most likely specializes in one human resources activity, such as employment and placement, compensation and benefits, training and development, or labor relations. The director may report to a top human resources executive” (United States Department of Labor, 2009). Every organization has a human resources department who specialize in different areas including labor relations. Labor relations staff plays...
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...Unions and Labor Relations Danielle Hofer University of Phoenix MGT 431 Michael Hedrick February 21, 2012 Unions Unions have been a part of the workforce since the 1800s .Unions offer representation to employees to support their interests and to provide a bargaining process, which provides a way to assist in managing conflict between managers and employees. Union employees perceive unions as a way of attaining a voice to further working relationships within an organization and with his or her job. Unions are beneficial for employees but for employers as well. Labor unions with various workers focus on the social and economic welfare of the union members. Labor unions negotiate between the union members and the company for which he or she is an employee. The negotiations include employee contracts, wages, benefits, and working conditions. Unions have provided benefits to ensure employees against layoffs, illness, retirement, and funeral expenses. Generally these benefits are mandatory in each state; however, the member can still receive advice, representation, and training for some of the key benefits. Unions have the greatest power known as collective bargaining. Collective bargaining allows members...
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...Resource Department for the Fort Hood Community that provides a Labor Relations Office to look out for the well-being of the federal employees as well as the Bargaining Unit Employees in utilizing the best approach in resolving labor disputes and labor conflicts while working closely with the union. Most federal employees are represented by the American Federation of Government Employees, Local 1920 which without membership is the union who also fall under the Bargaining Unit. The Labor Relations office is there to provide guidance as representatives should the bargaining unit employees find themselves in a dispute with their employer or supervisor that could lead to filing grievances or they choose to address their issues to the union. As a federal employee myself and of the 5, 5000 federal employees on Fort Hood, I chose to conduct an interview with a Labor Relations Specialist working with in the Labor Relations office of the Human Resource Department on the installation to gain a better insight of how the labor issues are handle from the federal government perspective while working hand in hand with the AFGE. Labor Relations Functions Fort Hood being a military installation holds a Human Resource Department within the Civilian Personnel Advisory Center (CPAC). Human Resource department also has a Labor Relations office consisting of three Labor Relations Specialists. I had the...
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...Labor Relations Name University of Phoenix Human Resources Management 431 Instructor January 23, 2011 Abstract Research will offer information that research provides about unions and labor relations and the effect on organizations. Most employees in the workforce are acting as independents. What this means is that the employee will negotiate all of the work conditions. Negotiations of how much the employer pays, flexible hours, and benefits received are an independent labor negotiates. Some employees use a union as protection from disputes from employers. Research will show the effect from the changes in employee relations strategies, policies, and practices on organizational performances. The final stage of negotiations involves finding facts, arbitration, and mediation. Labor unions date back for centuries and have endured struggles from economic up’s and downs with industrial workers in the 1970s and 1980s. Another decline of union members decline became more prevalent in society during the 2000s because of the number of blue-collars workers. The purpose of a union is to assist individuals when problems arise between employees and organizations the union interest is to resolve conflicts for employers. Unions have a role because some degree of conflict is inevitable between workers and companies. More information is given about labor relations within this document. An association, combination, or organization...
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...Labor Relations Paper In today’s business world organizations are not as concerned with the threats of unions as in the past. Labor unions stretch deep in the American history protecting the early settlers against unfair working conditions. The work environment has changed significantly over the years; and employees’ rights are now protected by different labor laws so much that the purpose of labor unions seems almost insignificant. Organization however; must maintain a level of integrity and professionalism at all times to ensure honest business practices not only for employees, but also for customers. In this paper unions and labor relations and their effects on organizations are defined. The effect of changes in employee relations strategies, policies, and practices on organizational performance are examined; followed by a discussion on if unions are still relevant in the United States. Union Unions are organizations formed for the purpose of representing their members interest in dealing with employers (Noe, Hollenbeck, Gerhart, & Wright, 2004, p. 461). Labor unions represent the best interest of workers and bargain collectively with the organizations to manage conflict. Unions view their roles as always needed; because of the inevitable employee and manager conflict. If an employee believes his or her interests and needs do not receive adequate consideration from management he, or she usually joins a union to have this addressed. A union not only serves to benefit...
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...INTRODUCTION The term "Industrial Relations" has developed both a broad and a narrow meaning. Originally, industrial relations was broadly defined to include the totality of relationships and interactions between employers and employees. From this perspective, industrial relations covers all aspects of the employment relationship, including human resource (or personnel) management, employee relations, and union-management (or labor) relations. Since the mid-twentieth century, however, the term has increasingly taken on a narrower, more restricted interpretation that largely equates it with unionized employment relationships. In this view, industrial relations pertains to the study and practice of collective bargaining, trade unionism, and labor-management relations, while human resource management is a separate, largely distinct field that deals with nonunion employment relationships and the personnel practices and policies of employers. Both meanings of the term coexist in the twenty-first century, although the latter is the more common. ORIGINS The term "industrial relations" came into common usage in the 1910s, particularly in 1912 upon the appointment by President William Taft of an investigative committee titled the Commission on Industrial Relations. The commission's charge was to investigate the causes of widespread, often violent labor conflict and make recommendations regarding methods to promote greater cooperation and harmony among employers and employees. Shortly...
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...Introduction To Industrial Relations | | | Industrial relations has become one of the most delicate and complex problems of modern industrial society. Industrial progress is impossible without cooperation of labors and harmonious relationships. Therefore, it is in the interest of all to create and maintain good relations between employees (labor) and employers (management). | | Concept of Industrial Relations: The term ‘Industrial Relations’ comprises of two terms: ‘Industry’ and ‘Relations’. “Industry” refers to “any productive activity in which an individual (or a group of individuals) is (are) engaged”. By “relations” we mean “the relationships that exist within the industry between the employer and his workmen.” The term industrial relations explains the relationship between employees and management which stem directly or indirectly from union-employer relationship. Industrial relations are the relationships between employees and employers within the organizational settings. The field of industrial relations looks at the relationship between management and workers, particularly groups of workers represented by a union. Industrial relations are basically the interactions between employers, employees and the government, and the institutions and associations through which such interactions are mediated. The term industrial relations has a broad as well as a narrow outlook. Originally, industrial relations was broadly defined to include the relationships...
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...| What are the issues related to Employee relations in today’s world? | GB520 Strategic Human Resources Management | | Rebecca Childs | 9/20/2013 | | Abstract This paper is written to explain what employee relations means as well as its effects within an organization. It also discusses ways in which an organization can improve its employee relations ability and make for a more positive working environment. What is Employee Relations? Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale (Dolinka, 2013). Employee Relations works to try and prevent or resolve issues that may come about in the work place and may affect the productivity of employees while at work. Employee Relations involves a large amount of communication to take place between the employer and his/her employees. Communication between management and employees concerning workplace decisions, grievances, conflicts, problem resolutions, unions, and issues or collective bargaining (Business Dictionary, 2013). The communication is necessary for problems or issues to be discussed and resolved to eliminate conflict in the work place. Employee Relations and Legal Issues Employee Relations stem from various aspects of employment and labor laws (Scott, 2013). These laws were created due to issues of workplace harassment, discrimination, and the need for equal employment opportunity...
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...Chapter 11- Organized Labor Definitions Union- An organization formed by employees for the purpose of acting as a single unit when dealing with management about workplace issues. Labor relations process- The process in which management and the union jointly decide on and administer terms and conditions of employment. National Labor Relations Act- The legal framework for the labor relations process in the United States; it contains significant provisions intended to protect workers’ rights to form and join unions and to engage in collective bargaining; and defines unfair labor practices. Authorization cards- Signed by individual employees; these designate the union to act as the employees’ collective bargaining representative. Bargaining unit- A group of employees recognized by the National Labor Relations Board to be an appropriate unit for collective bargaining under the National Labor Relations Act. Decertification- An NLRB procedure available for employees when they believe, usually as a result of an election, that the union no longer represents the interests of the majority of the bargaining unit. Fair representation- A union’s legal obligation to even handedly represent all bargaining-unit employees, union members and non-members alike. Collective bargaining- An activity whereby union and management officials attempt to resolve conflicting interests in a manner that will sustain and possibly enrich their continuing relationships. Mandatory bargaining issues- Topics...
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...Labor Relations Unions are the voice of many individuals within work environments. Some organizations and employees happily accept unions into an organization while other organizations and employees would rather keep them out of their workplace. There are positive and negative impacts when a union is involved. This paper will define unions and labor relations and what the union’s purpose is. The paper will discuss the affects that labor relations have on organizations, as well as, discuss the affects of changes in employees organizational performance. Last, this paper will look at unions of today and answer the question, are they still relevant in the U.S.? Defining Unions and Labor Relations Unions support the best interest of the employees in an organization. Employees pay to join unions as unions can help employees get what they deserve within the organization. According to the textbook, Fundamentals of Human Resource Management, Second Edition (Noe, Hollenbeck, Gerhert, & Wright, 2007), unions are defined as “organizations formed for the purpose of representing their members’ interests and resolving conflicts with employers” (p.459). Labor Relations is the interaction and decision making process between management and unions. According to Fundamentals of Human Resource Management (Noe, et al., 2007), “labor relations is a field that emphasizes skills managers and unions leaders can use to minimize costly conflicts and disagreements” (p.459). Unions use a collective...
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...Human Resources Final Project University Fundamentals of Human Resource Management Instructor September 09, 2012 Human Resources Final Project Table of Contents I. Recruiting and Selection. II. Training and Development. III. Performance Management. IV. Employee Discipline. V. Compensation and Benefits. VI. Labor Relations. Recruiting and Selection A Bad Hire Is Worse Than You Think. According to the Harvard Business Review, 80 percent of turnover is caused by bad hiring decisions. These are costly mistakes. The U.S. Department of Labor calculates that it costs one-third of a new hire’s annual salary to replace him. These figures include money spent on recruitment, selection and training plus costs due to decreased productivity as other employees fill in to take up the slack. But these numbers don’t reflect the intangible damages an exiting employee can have such as lost customers and low employee morale across the rest of the organization. And, turnover costs climb even higher as you move up the organization: mid- and upper–level managers can cost over twice their annual salary to replace. (Meyer, n.d., p. 2) IT seems to have put themselves in a position to be heavily reliant on their employees to recruit for open positions. Therefore, many of the employees are related socially or through family. This is s practice that can potentially be dangerous. Possible cases for nepotism, broken friendships, divorces, etc. can cause employees...
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