...HRM 703 Week 1 Overview: Upon completion of this week, you will be able to: 1. Discuss the employment relationship between workers and the company. 2. Discuss how employers can exist without unions but unions cannot exist without employers. 3. Identify reasons why workers unionize. 4. Discuss why unionization is declining in the United States. 5. Analyze the difference between the public sector labor relations and private business. Introduction to this week's topics: Labor relations is the set of processes and activities unions and employers develop and use to clarify, manage, reduce, and resolve conflicts between employees and their representatives while accommodating the various goals of each. The practice of labor relations is governed by contracts negotiated by and agreed to by both parties. Contracts are renegotiated periodically to take into account changing goals and objectives of both parties and changes in the economy and society. Within larger employers that operate several establishments, labor relations will differ depending on what is produced in each establishment and whether different unions represent employees in different establishments. Employers would like complete freedom to alter the terms and conditions of employment in their workplaces, as necessary, to maximize returns on investments and achieve organizational goals. While labor is somewhat mobile, with workers able to move between employers as opportunities occur,...
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...Model for labor relations * Evaluating labor relations * Assignments Orientation Hello. This is our first stop on the semester long tour of Employee and Labor Relations. By now, you should have reviewed the Read Me First document, Read Me Second document, Syllabus and Course Schedule. You should have completed the Getting Started tasks in the Read Me Second document, which includes your introduction in the “Student Introductions” conference. I wouldn’t be surprised if some of you have already started reading ahead, too. (That isn’t a bad idea since this course includes lots of material—both in the textbooks and through assignments.) Finally, if you haven’t already, please be sure to read the Research Paper Instructions in the Course Content area. You will need to do that in order to complete the Week 1 assignment. Today, we need to orient ourselves by looking at several basic questions: · What is labor relations and what does it strive to accomplish? · Why do we care? · How did labor unions come into being? · Are labor unions effective? What is the first thing you think of when you hear the term “labor relations?” I would venture to bet that some of the plausible responses would be: * labor unions * strikes * collective bargaining * protesters * conflict The aforementioned all seems to conjure up images of labor unions. It is important to stress here that labor relations is not merely labor unions...
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...MGT 431 Week 1 DQ 1.docx MGT 431 Week 1 DQ 2.docx MGT 431 Week 1 Individual Assignment HR Roles and Responsibilities.doc MGT 431 Week 2 DQ 1.docx MGT 431 Week 2 DQ 2.docx MGT 431 Week 2 Team Assignment Staffing Plan Paper.doc MGT 431 Week 3 DQ 1.docx MGT 431 Week 3 DQ 2.docx MGT 431 Week 3 DQ 3.docx MGT 431 Week 3 Individual Assignment Incentive Plans Paper.doc MGT 431 Week 3 Team Assignment – Development and Training Paper MGT 431 Week 4 DQ 1.docx MGT 431 Week 4 DQ 2.docx MGT 431 Week 4 DQ 3.docx MGT 431 Week 4 Team Assignment Compensation Methods Paper.docx MGT 431 Week 5 DQ 1.docx MGT 431 Week 5 DQ 2.docx MGT 431 Week 5 Team Assignment HR Trends and Challenges Paper.doc MGT 431 Week 5 Individual Assignment – Labor Relations Paper MGT 431 ENTIRE COURSE http://www.homeworkproviders.com/shop/mgt-431-entire-course/ MGT 431 Week 1 DQ 1.docx MGT 431 Week 1 DQ 2.docx MGT 431 Week 1 Individual Assignment HR Roles and Responsibilities.doc MGT 431 Week 2 DQ 1.docx MGT 431 Week 2 DQ 2.docx MGT 431 Week 2 Team Assignment Staffing Plan Paper.doc MGT 431 Week 3 DQ 1.docx MGT 431 Week 3 DQ 2.docx MGT 431 Week 3 DQ 3.docx MGT 431 Week 3 Individual Assignment Incentive Plans Paper.doc MGT 431 Week 3 Team Assignment – Development and Training Paper MGT 431 Week 4 DQ 1.docx MGT 431 Week 4 DQ 2.docx MGT 431 Week 4 DQ 3.docx MGT 431 Week 4 Team Assignment Compensation Methods Paper.docx MGT 431 Week 5 DQ 1.docx MGT 431 Week 5 DQ 2.docx MGT 431 Week 5 Team Assignment...
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...|[pic] |Syllabus | | |School of Business | | |MGT/431 Version 6 | | |Human Resource Management | | |Puerto Rico Campus | Copyright © 2009, 2008, 2006, 2004 by University of Phoenix. All rights reserved. Course Description This course focuses on the strategic role of human resource management, personnel planning and job analysis, personnel selection, performance appraisal, compensation, training, and development from the vantage point of the manager. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view this document. Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies...
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...Weekly Written Assignment, Week 2, Chapters 4, 5 and 6 Union and Management: Key Participants in the Labor Relations Process Why and How Unions are Organized Negotiating the Labor Agreement October 30, 2014 Case 5-3, "Did the Company Violate....?", p. 232; and Case 5-5, "Bulletin Board Use", p. 236. Answer the questions at the end of each case in typewritten format, 3 - 5 pages. 1. Was this matter within the jurisdiction of the National Labor Relations Board? The statements made by the employer appear to coincide with an unlawful promise of benefits, and therefore, are unacceptable in relation to the act. The concept of “positive coercion” is addressed in the case study, and these actions directly influence the manner in which employees may view the union and its possible entrance into the organization. In this context, the company does not possess a right to actively or even passively coerce employees into making a decision on one side or another, as this should be an independent decision that is left in the hands of employees without any type of influence. This is an important factor in demonstrating the value that is placed upon organizations and their ability to coerce employees to make decisions in one way or another, and how this type of behavior is unacceptable in all cases. 2. Were Leiner’s actions considered a protected activity under the Labor Management Relations Act? I think yes. The employer had an e-mail policy that restricted use of the...
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...HND Level 07 – Unit 03 Sri Lankan Labor law Rajitha Silva MBA (AUS), PG Dip.(UK), BBA (COL) grpriyankara@gmail.com By 1 What is Law ? • The Law may be defined as the body of rules which spells out the rights an duties of the various sectors in any society. • Examples of Laws – – – – – – – Criminal Law Land Law Family Law Administrative Law Banking Law Intellectual Property Law Labour Law 2 Branches of Government Legislature Parliament of Sri Lanka President and the Cabinet of Ministers Courts Makes laws Executive Implements the laws Interprets the laws Judiciary 3 Labour Law • Governs and Regulates the Relationship of Employer [Master] and Employee [Servant] Labour Law = Employment Law = Law relating to Master and Servant Employment = Employer + Employee 10-Jun-14 4 History of Labor Law of Sri Lanka • • • • • • • • • • • 1815 - Captured by British, 1823 - Started Estates Immigrant workers, Wage Labour Newly emerged working class, Unskilled, born to work Ordinance No 5 of 1841 – Contract for hire and service Ordinance No 14 of 1872 – Medical and Health Care Ordinance No 13 of 1889 – Estate Labour (indian) Ordinance No 1 of 1923 – Indian Immigrant Labour Ordinance No 27 of 1927 – The Minimum Wage 5 Ministry of Labour – History in Brief • • • • • • • • • 1931 – Ministry of Labour, Industries & Commerce 1947 – Ministry of Labour and Social Service 1952 – Ministry of Labour 1956 – Ministry of Labour Housing & Social Service...
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...LABOR RELATIONS MG420 Kevin Erne Instructor: Stephen Fant Park University Internet Campus A course paper presented to the School for Arts and Sciences and Distance Learning in partial fulfillment of the requirements for the degree of Baccalaureate Labor Relations Park University November, 2012 1. Define the term “collective bargaining” and list and describe four issues that are mandatory components of a collective bargaining agreement. The Cornell University School of Law defines collective bargaining as the process of negotiating the conditions of employment between a group of employees and their employer (Cornell University Law School). In most cases, the employees are represented by a labor organization or union. The union bargains with the employer over such categories as compensation, personnel policies and procedures, employee rights and responsibilities, employer rights and responsibilities, union rights and responsibilities, and dispute resolution and ongoing decision making (Budd, 229-230). If all goes well and all parties involved come to an agreement the result of the negotiations ends with a collective bargaining agreement (CBA). If you were to conduct a Google search for “collective bargaining” your search results would be endless. I ran a search under news and came up with an article in the Huffington Post titled “Michigan Proposal 2: Should Voters Guarantee The Right To Collectively Bargain In the State Constitution...
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...perform on federally funded or assisted contracts in excess of $2000 for construction, alteration, repair, painting, and decorating of public works. 3. Norris-LaGuardia Anti-Injunction Act 1932: A United States federal law that created a positive right of employers not interfering against workers joining trade unions. Also, it banned yellow dog contracts and barred the federal courts from issuing injunctions against nonviolent labor disputes. 4. National Labor Relations (Wagner) Act 1935: A statue of the United States labor law that allowed private sector employees to organize into trade unions, bargain for better terms and working conditions collectively. 5. Walsh-Healey Public Contracts Act 1936: This act established overtime pay for contractor employers who worked more than 8 hours per day or 40 hours per week. It also set the minimum wage equal to the prevailing wage determined by the Secretary of Labor. It also prohibits employment of children younger tha16 and current convicts in prison. It set standards for convict labor, job health, and safety standards. 6. Hatch Act and amendments 1939: Under this act Executive Branch members of federal government, federal state and local employers, and the District of Columbia government are restricted from political activity. It was amended in 1993...
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...Labor Relations Grand Canyon University: HLT-520 James Webb September 23, 2015 The National Labor Relations Act (NLRA) started in July 1935 to protect the rights of employees, rather, they be union or nor-union employees (Pozgar, 2012). The employees are protected under the Act or may employ in bubble-like, rigorous goings-on in situations other than the customary union organizations and cooperative bargaining. The National Labor Relations Board regulates the employers from interfering with the rights of the employees to implement or organize and join with a groups that offers assists with collective bargaining purposes like organization union or joining one (Pozgar, 2012). The employer may not restrain, coerce or stop employees from the right to gain assists with a union (Pozgar, 2012). An example that would violate the NLRA in a hospital setting is when an employee (non-union) has been working overtime and is on salary (Chapman, 2015). Hospital policy for staff who are on salary are exempt from overtime. In the position with salary, a staff member can take time off during the work week in order for the hospital to avoid paying overtime. With a tight schedule that the staff are obligated too, it is next to impossible for the staff to take the time off, in the one week time, so they lose the compensation and work for free, adding long hour days. One of the staff members wrote a letter to protest and to make changes the way that staff is compensation for overtime, that...
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...LEADER: Aspasia Simillidou Programme: Business Contents 1 MODULE SUMMARY .................................................................................... 3 1.1 Contacting the module tutor. .................................................................... 3 1.2 Classes ………………………. .................................................................. 3 2 OVERVIEW OF THE MODULE ...................................................................... 4 3 ASSESSMENT…………................................................................................. 6 4 LEARNING MATERIALS................................................................................ 6 5 SCHEDULE OUTLINE.................................................................................... 8 6 MODULE GRADING SYSTEM...................................................................... 10 6.1 Re-assessment…………………………………………………………..…. 11 6.2 Deferral of assessment……………………………………………………. 11 7 MODULE ATTENDANCE AND REGULATIONS........................................... 12 8 ACADEMIC MISCONDUCT AND PLAGIARISM… ....................................... 13 1 MODULE SUMMARY 1.1 Contacting the module tutor You can contact the module tutor in the following ways: Contact details Email: aspasiasim@gmail.com Phone / fax: 22525354 ...
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...support your position. Use at least two text references. Format your report consistent with APA version 6 guidelines. Submit copy of Plagariarizer Checker Submit certificate of originality 7/7/11 80 Learning Team Charter Create the Learning Team Charter. To receive full points, you must submit a complete charter, not just contact info. 7/7/11 30 Week Three: Compensation and Benefits Details Due Points Objectives 3.1 Analyze the impact of various compensation methods and benefit programs on employees and organizations. 3.2 Relate salary and benefit administration strategies to organizational culture and performance. 3.3 Examine how incentive plans relate to organizational objectives. Readings Read Ch. 11–13 of Fundamentals of Human Resource Management. Read this week’s Electronic Reserve Readings. Participation Participate in class discussion. 7/15/11 20 Multiple Choice Quiz Inclass Quiz 7/15/11 20 Individual Five-Year Career Development Plan Using the assigned readings, Electronic Reserve Readings, Internet, or additional resources, prepare a 900- to 1,250-word paper in which you create your own 5-year career development plan. Your plan must include the following: • Career...
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...In today’s society, many of us have formed our own opinions about working in jobs governed by unions. Many changes have occurred in the economy over the years, including the implementation of the labor-relations aspect of today’s workforce. The rationale behind maintaining the union is that no middle-class families will exist if wages are not raised. Since the 1970s, no change in salaries has taken place among Americans. To change this, according to (Budd, 2013), “The text gives three objectives of the labor relationships and they are, ‘efficiency, equity, and voice’” (p. 5). Unions has been used as a means of giving to employees, ensuring fairness in workplace policies, and promoting flexibility. My aim is to prove that, for the union to...
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...LAW 531 Week 4 Quiz To Buy This material Click below link http://www.uoptutors.com/LAW-531/LAW-531-Week-4-Quiz LAW 531 Week 4 Quiz 1.) Which of the following are protected classes under Title VII of the 1964 Civil Rights Act? Race, national origin, and sex Race, national origin, and political affiliation Race, religion, and sexual orientation Race, national origin, and alien status 2.) What is the current status of right-to-work laws? If a state passes a right-to-work law, then state and local government employees can unionize. If a state passes a right-to-work law, then individual employees will have to pay union dues even if they do not belong to the union. Congress has passed a law prohibiting states from passing right-to-work laws. If a state passes a right-to-work law, then individual employees cannot be forced to join a union. 3.) Under what conditions must an employer allow nonemployee union solicitation on company property? If the union is affiliated with another union that currently represents other employees of the company If there is currently no union representing the company’s employees If the purpose is to solicit employees to change union representation rather than to solicit nonunion workers to join a union If the employees live in a company town such that it would be difficult to solicit the employees off company property 4.) In a hostile work environment sexual harassment claim, the employer will have a successful defense if the...
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...BUS 630 Week 5 DQ 1 Variance Analysis in a Hospital To Buy This material Click below link http://www.uoptutors.com/BUS-630/BUS-630-Week-5-DQ-1-Variance-Analysis-in-a-Hospital Complete problem 10-15 in the text and answer the three required questions. John Fleming, chief administrator for Valley View Hospital, is concerned about the costs for tests in the hospital’s lab. Charges for lab tests are consistently higher at Valley View than at other hospitals and have resulted in many complaints. Also, because of strict regulations on amounts reimbursed for lab tests, payments received from insurance companies and governmental units have not been high enough to cover lab costs. Mr. Fleming has asked you to evaluate costs in the hospital’s lab for the past month. The following information is available: * Two types of tests are performed in the lab-blood tests and smears. During the past month, 1,800 blood tests and 2,400 smears were performed in the lab. Small glass plates are used in both types of tests. During the past month, the hospital purchased 12,000 plates at a cost of $28,200. This cost is net of a 6% quantity discount. 1,500 of these plates were unused at the end of the month; no plates were on hand at the beginning of the month. * During the past month, 1,150 hours of labor time were recorded in the lab at a cost of $13,800. * The lab’s variable overhead cost last month totaled $7,820. Valley View Hospital has never used standard costs. By searching industry...
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...220-5582 WebCampus Internet Mon and Wed. 9:00 – 11:30 AM stephent@gwmail.gbcnv.edu Human Resource Management, 13th Edition Mathis, Robert L. and Jackson, John H. (2008) ISBN: 9780538453158 Catalog Description: Duties and responsibilities of personnel management. Areas covered include employee needs, human relationships, orienting and training employees, benefit programs, and economics of supervision. Prerequisite: None. Course Purpose: Develops an understanding and be able to apply the basic principles of personnel management. Course Objectives: The general goals of this course are: a. Identify the responsibilities of a human resources department. b. Explain the role of supervisor in human resource management. c. Describe the trends in the labor force composition and how they affect human resource management. d. Explain how the three branches of government regulate human resource management. e. Describe how work flow is related to organizational success. f. Explain the role of human resources in the recruitment process. g. Describe the selection process and methods of evaluation. h. Explain how to assess training needs and link training programs to needs. i. Identify the importance of performance management. j. Identify the steps in the career management process. k. Describe how organizations contribute to employees' job satisfaction. l. Identify the decisions involved in establishing a pay structure. Revised 8/1/2011 MGT 283 1 m. n. o. p. Explain how organizations link...
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