...Unit 9 * Part of the Process of Establishing a Union 9 * Part of the Process of Decertifying a Union 9 4. Administering a Collective Bargaining Agreement 12 * Role and Function of an Arbitrator 12 Conclusion 14 Works Cited 16 1. Define the term “collective bargaining” and list and describe four issues that are mandatory components of a collective bargaining agreement. Include and discuss [showing relevance or applicability] at least one reference found in our text, along with a current web-based news item/magazine article about a real life example of a collective bargaining action. Pick any two of the four mandatory components you've listed and include and discuss [showing relevance or applicability] at least one reference found in our text, along with a current web-based news item/magazine article about each of those [two] collective bargaining issues in action. Collective bargaining is the process of negotiations involving the representatives of the employer and employee for terms and conditions of employment that will apply to the employee. In the United States the negotiations that happen between concerning parties are written into legally binding contracts and usually last from one to five years. (Budd 235) Collective bargaining is specifically an industrial relations mechanism or tool and is an aspect of negotiation applicable to the employment relationship. In collective bargaining, the union always has a collective interest since the...
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...the opinion that the laws offer the employees with a full mandate on choosing whether to belong to a workers’ union or not. She also outlines that those who oppose the right-to-work laws argue that the laws cripple the efficiency of the workers’ unions, thus rendering them incapable of negotiating on behalf of the employees. Kristine effectively outlines that the right-to-work laws act as the genesis of employment at will. This means that the employers can terminate their employee's contracts at their own leisure. The retention of an employee in a certain workstation is thus...
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...Labor Laws and Unions HRM/531 Labor Laws and Unions Unions employ labor laws to protect their members from organizations that operate in violation of the National Labor Relations Board. It is imperative that organizations such as Lewis & Lambert have a clear understanding of their union contract and the laws set forth by the NLRB. Lewis & Lambert Lewis & Lambert is Sheet Metal Contracting entity located in Fort Worth, Texas established in 1965 that prides itself in performance, quality, and value. The company is a unionized entity under contract with Sheet Metal Workers (SMW) Local 68. Lewis & Lambert's additionally owns a subsidiary, Sigma Building Services, providing HVAC, and plumbing services. Union Benefits. Lewis & Lambert employees gain the rewards of union benefits. "Union members earn better wages and benefits than workers who aren't union members" (AFL-CIO, 2011, para. 1). Additionally, Sheet Metal union members realize the advantages of health insurance benefits and stable workforce. Unionization Process. The organization employees entered the union upon its inception. The organization collected signatures of the employees calling for union representation and willing to pay union dues to Sheet Metal Workers (SMW) Local 68. According to HR Hero (2011), a minimum requirement of 30% of employees must propose induction prior to an election process (HR Hero, 2011, para. 2). Union Bargaining and Effects. Union representatives...
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...Labor Laws and Unions March 19, 2012 Chris Ponciano University of Phoenix HRM/531 Human Capital Management Labor Laws and Unions The foundation of structuring a unionized organization is through labor laws. Consequently, a firm understanding of unions and any potential threats are crucial to Lewis and Lambert and other similar organization. The following passages are about Lewis and Lambert in terms of union processes in accordance to laws under unionized code. Lewis and Lambert In 1965 is the date of establishment of Lewis and Lambert. The unionized company's fulfillment draws from priding in performance, quality, and value associated with Sheet Metal Contracting, HVAC Ductwork Fabrication, and Mechanical Contracting (Lewis & Lambert, 2011, para. 1). Additionally, Lewis and Lambert owns a subsidiary, Sigma Building Services, providing HVAC, and plumbing services. Union Benefits Lewis and Lambert core of work starts with employment gains and representation because the company consists of more than mere environment. The employees of Lewis and Lambert are union workers; therefore, receive the rewards of unionized benefits. For simplicity’s sake, any organization with union workers will receive better benefits in comparison to workers who belongs non-unionized organization. Additionally, workers in the sheet metal field within the company enjoy the benefits of health insurance and workforce stability. Unionization Process...
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...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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...Introduction Among this country’s greatest strengths has been its economic structure and diversity. As citizens and business professionals, we owe a lot of this to the Constitutional system of government. With a balance of power between the states and the Federal government, this country is ripe for economic development. Wall Street is one of our country’s icons, and affluent business tycoons such as Donald Trump, J. Willard Marriott, Sam Walton, and Warren Buffett receive celebrity status. This economic strength has carried us through war and peace. In fact, images of Rosie the Riveter represent how we secured the home front during World War (National Park Service). More recently, it was economic strategy (and this country’s outright economic dominance) that led to the fall of Communism and the end of the Cold War. (Garrity, 2002). Individual prosperity is a fundamental principle of our economic system, and is as important as collective wealth. One need not belong to an elite class or family (although it does help if you are related to millionaires), nor does one have to obtain special permission from the government. Another element of the economic system is the way it rewards success. If you seek it, you can find it; all you need is to find a way to build a better widget, or a better way to build what everyone else has been making. At least in theory, the system is designed in such a way as to reward ingenuity, work ethic, and perseverance. Unfortunately, not...
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...representative with a large hotel that wants to expand its operations into the country of India. Landslide Limousines as a small business client. Bradley Stonefield wants to open a “first-class” limousine service in Austin, Texas as an on-going concern. He projects that there will be 25 employees hired at the outset. He will organize as a small business and he will be subject to state and federal laws in the recruitment and retention of drivers, as well as licensing requirements that will be determined by the state of Texas. The labor market conditions will help dictate which federal and state laws will be used. The limousine service will have to comply with a number of federal employment laws. First, Title VII of the Civil Rights Act of 1964 (Cascio, 2013, p.83) prohibits the discrimination in hiring and promotions based on race, color, religion, and sex of the applicant. In very narrowly defined situations, an employer is permitted to discriminate on the basis of a protected trait where the trait is a bona fide occupational qualification (BFOQ) reasonably necessary to the normal operation of that particular business or enterprise. Title VII reinforces the protections under the Thirteenth and Fourteenth Amendments to the U.S. Constitution. In addition, the...
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...Francisco Upper Saddle River Amsterdam Cape Town Dubai London Madrid Milan Munich Paris Montreal Toronto Delhi Mexico City Sao Paulo Sydney Hong Kong Seoul Singapore Taipei Tokyo Preface XXII Acknowledgments xxv Strategic Human Resource Management: An Overview 3 Chapter Objectives 2 HRM in Action: Not HR Branding, Employer Branding 3 Human Resource Management 4 Human Resource Management Functions 5 Staffing 5 • Trends if Innovations: Measuring Quality of Hire in Today's Environment 6 Human Resource Development 6 Compensation 7 / Safety and Health 7 Employee and Labor Relations 7 Human Resource Research 8 Interrelationships of HRM Functions 8 Dynamic Human Resource Management Environment 8 Legal Considerations 8 Labor Market 9 Society 9 Unions 10 Shareholders 10 Competition 10 Customers 10 Technology 10 Economy 11 Unanticipated Events 11 How Human Resource Management Is Practiced in the Real World 11 HR's Changing Strategic Role: Who Performs the Human Resource Management Tasks? 11 Human Resource Manager 12 HR Outsourcing 12 HR Shared Service Centers 13 Professional Employer Organizations (Employee Leasing) 13 Line Managers 14 HR as a Strategic Partner 14 A Strategic HR Example 16 A Strategic HR Audit 16 Human Capital Metrics 17 Human Resource Designations 18 Evolution of Human Resource Management: Moving into Strategic HR 18 Evolving HR Organizations 19 Scope of This Book 20 • A Global Perspective: Cultural Differences in Global HR 22 SUMMARY 23 KEY TERMS 24 QUESTIONS FOR REVIEW...
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...have recognized. Focusing on the League of Women Shoppers, the Consumers' National Federation, and the fate of their members who obtained positions in such government agencies as the Office of Price Administration, this article argues that conservative anticommunists' gendered animosity to the consumer movement was critical to the pre-history of the federal employee loyalty program created in 1947, and that civil servants with ties to consumer groups were prominent among that program's casualties. In May 1939, a front-page story in the Chicago Tribune warned that a "Communist-front" group called the League of Women Shoppers (LWS) was conducting an "ingenious campaign" to intimidate employers into supporting the National Labor Relations Act by threatening to boycott non-compliant companies. Many wives of officials prominent in Franklin Roosevelt's New Deal administration were LWS...
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...32400_CH17_Pass1.qxd 10/5/08 3:17 PM Page 413 Chapter 17 FUNDAMENTALS OF HEALTHCARE BENEFITS FROM THE EMPLOYER PLAN SPONSOR’S PERSPECTIVE CRAIG STERN PART 1 FUNDAMENTALS OF HEALTHC ARE BENEFITS FROM THE EMPLOYER PLAN SPONSOR’S PERSPECTIVE INTRODUCTION Healthcare benefits are designed to meet the needs of beneficiaries. Benefits must rest on the foundation of the organization’s needs and expectations. As such, a benefit is not defined until there are analyses of demographics, utilization, and the current and future requirements of the beneficiary population. Then the healthcare resources, costs and financial projections are analyzed to determine the infrastructure that will be required to deliver the benefits. This chapter focuses on the elements of healthcare benefits. WHAT IS THE NEED FOR HEALTH INSURANCE? Individuals at different age levels must ascertain their need for healthcare services. The uncertainty of one’s health and the expense of requiring hospitalization, physician care, or other health resources lead many to consider purchasing health insurance. As an economic and cultural decision, some purchase monthly benefits, while others choose only catastrophic care for unintended problems requiring hospitalization. 413 32400_CH17_Pass1.qxd 10/5/08 3:17 PM Page 414 414 Chapter 17 Fundamentals of Healthcare Benefits WHAT ARE THE TYPES OF HEALTH INSURANCE? Individuals (beneficiaries) may receive health insurance protection...
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...People neglected that the free express of political petition is also a basic right acknowledged by the Universal Declaration of Human rights. Thus, I will examine this argument in the article from a broad to narrow scope. This article will analyze the campaign finance regulation’s failure from a right perspective. The article will demonstrate that some moral theorists divide rights into positive and negative categories which create distinctive correlative duties. This article will argue that the present restriction is actually infringe people’s rights and goes against with Universal Declaration of Human rights and the First Amendment. Moreover, the compel disclosure of donor’s information violates people’ s right to privacy, thus, such an act by government may be over regulated. Part 1 of this article will introduce a brief history of how the United States campaign finance reform moves at several significant points and cases. Part 2 will introduce the definition of a right from various moral and legal perspectives. Part 3 will examine the failure of right from the universal basic right narrow down to the United States’ free speech and right to privacy. Finally, Part 4 will conclude by outlining the...
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...orLabor Unions: Aging Dinosaur or Sleeping Giant? The Labor Movement and Unionism Background and Brief History Higher wages! Shorter workdays! Better working conditions! These famous words echoed throughout the United States beginning in 1790 with the skilled craftsmen (Dessler, 1997, p. 544). For the last two-hundred years, workers of all trades have been fighting for their rights and seeking methods of improving their living standards, working conditions, and job security (Boone, 1996,p.287). As time went by, these individuals came to the conclusion that if they work together collectively, they would grow stronger to get responses to their demands. This inspired into what we know today as labor unions. A labor union is an organized group of workers whose purpose is to increase wages and influence other job conditions for its members (Parkin, 1998,p.344). These labor unions can be divided into two types: craft unions and industrial unions (World, 1998). A craft union is a union whose membership is restricted to workers who possess an identifiable skill (Robinson, 1985,p. 69). These members tend to be better educated and trained, and more unified because of common interests (World, 1998). An example of a craft union is the United Food and Commercial Workers International Union (World, 1998). On the other hand, an industrialized union is a group of workers who have a variety of skills and job types but work for the same industry (Parkin, 1998, p. 344). Unions of this type include...
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...This text was adapted by The Saylor Foundation under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 License without attribution as requested by the work’s original creator or licensee. Saylor URL: http://www.saylor.org/books Saylor.org 1 Preface Competing books are focused on the academic part of HRM, which is necessary in a university or college setting. However, the goal with this book is not only to provide the necessary academic background information but also to present the material with a practitioner’s focus on both large and small businesses. While the writing style is clear and focused, we don’t feel jargon and ten-dollar words are necessary to making a good textbook. Clear and concise language makes the book interesting and understandable (not to mention more fun to read) to the future HRM professional and manager alike. It is highly likely that anyone in business will have to take on an HRM role at some point in their careers. For example, should you decide to start your own business, many of the topics discussed will apply to your business. This is the goal of this book; it is useful enough for the HRM professional, but the information presented is also applicable to managers, supervisors, and entrepreneurs. Besides these differences, other key differences include the following: This book utilizes a technology focus and shows how HRM activities can be leveraged using technology. We have also included a chapter on communication and information...
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...Our relationship with the law is best described by which of the following? a. To a significant extent, law codifies a society’s customs, norms, and moral values. b. The law is a completely adequate guide to the moral standards that we should follow. c. The law makes all immoral conduct illegal. d. Violating the law is always immoral. 4. Which of the following is not one of the four basic kinds of law? a. statutes b. constitutional law c. common law d. contractual law 5. A proper perspective of religion and morality is a. only religion can tell us what is right and wrong b. it’s not true that morality must be based on religion c. religion never influences people’s moral beliefs d. without religion, people wouldn’t have a reason to act morally 6. When religion and morality are considered, a. the moral instructions...
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...1 ENGAGING THE CHALLENGES OF HUMAN RESOURCE MANAGEMENT IN PUBLIC ORGANISATIONS IN NIGERIA By Prof. Fab Obeta Onah Professor of Public Administration and Local Government University of Nigeria Introduction The increasing importance of people as the primary sustainable source of competitive advantage makes it even more important that dedicated resources and thinking time are applied to the strategies through which people are developed and managed. - CIPD, 2001 I remain honoured, and humbled by this opportunity given to me to share my experiences with distinguished personalities here present. I thank God for making this lecture possible and even thank Him more for making it possible for all of us to be present here today. Issues in human resource management concern all of us if we remember that at one time or the other we are challenged to take a second look at the responses, attitudes, interests, competencies, etc of people associated with us. Sometimes, we are also required to be in control of other people whose behaviour is always intangible, unpredictable and subjective. The world in which human resource managers exist and in which they interact, is continually changing, generating new issues and conundrums to consider. While in most cases, managers have a fair degree of choice about how to deal with new ideas and new sets of circumstances, the choices themselves are often difficult. Attempt is made in this lecture to clearly define and contextualize Human Resource (HR) Management...
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