...standard of living. 2. Five reasons pension plans became popular are the populations increased longevity and commensurate lengthening of the number of postretirement years. The spread of union-spawned seniority and labor provisions in labor contracts as well as the illegalization of compulsory retirement for most jobs. The modest level of benefits provided by social security system. There was a growing managerial awareness of an organizations obligation to employees after retirement and seniority supervision. 3. Closed Shop- Belong to union before getting the job. Union Shop- Can join union after 30 days of being hired. Maitenence of Membership- Can decide whether they join the union or not. Agency Shop- Non union members of bargaining unit must make financial contribution, but no one is compelled to join the union. Preferential Shop- Gives union members the preference of hiring but allows the hiring of non-unionist. 4. A "checkoff" is a dues-collection method, where the employer agrees to deduct from the employees pay monthly union dues for transmittal to the union, has obvious advantages for the labor organization, not only in terms of time and money savings but also because it further strengthens the unions institutional status. This not only is favorable for the union but management also. The checkoff is an important issue of collective bargaining also. It eliminates the need for wasted time and time consuming...
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...Unions frequently implement Grievance System to settle dispute between worker and management. Hence, these system is only seen as an advantage to the worker. According to the researchers Richard Freeman and James Medoff the union grievance system was equivalent to a 2% wages increase in lowering the rate at which employees left a company. There is sufficient evidence that a union worker are more dissatisfied with their jobs than a non-union workers. This is seems to be the problem that due to which unionization have more dissatisfied workers. As a result, the data recorded indicates that after an organization or industry is unionized, a measurable dissatisfaction. Work rules: unions bargain on work rules into the contract as they bargain with management. These work rules when employee’s collectivity bargain. This limits company’s ability to limit subcontract work to other firms, for example restrict the amount of weight an employee can lift or specify what work non- union employees may not perform. According to the researcher Robert Kaufman found that union company typically had at least some restriction on worker’s performing one another’s jobs and prevent supervisor from production work for purposes other than demonstration. Whereas, non-union companies doesn’t have similar prohibitions. Seniority: In union firms the worker with seniority receives preference in decision about promotion and layoff. Due to this policy there is a sense of job security for the senior employees...
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...Even though memberships in unions have become stagnated, unions are increasingly targeting nonprofit employees to unionize. Unions are targeting nonprofits organization because sentiments about unions runs very strong in the for profit arena, and nonprofit employees are more in line with seeking what is fair and just. As the union tries to unionize We Care, as the Executive Director it is my responsibility to asset whether are not a union is the right thing for the organization. This paper will discuss the information that will be presented to the board based on my research on the whether or not We Care should unionize. In this paper the pros and cons of unionize will be discussed and ending with a recommendation on the whether or not to allow We Care to become a union shop to the Board. Unionize Yes or No? Introduction A considerable number of nonprofit staff members work in the field because they want to bring about change in their community and city. Many nonprofit workers coach and mentor the participants in seeking union jobs. It is through these avenues that they learn how unions can help increase wages and begin to wonder if a union would be a good thing in their organization. Some union such as the American Federation of State, County and Municipal and Service Employees international Union view recruiting nonprofit organizations to unionize as a key to their survival. According to Hirsch and MacPherson (2003), membership in unions has been decreasing since...
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...Teachers (MFT), and a committee of district and unions officials. There are involved in negotiation about setting a new policy of hiring teachers. This process is called interview and select policy. The main player in this process is MPS who lead negotiation meetings. MPS is the third largest school district in state of Minnesota that had 34,570 students in 2008. The Minneapolis school leadership had set the rules and members in order to implement the new teacher contract. The executive leadership team comprised of executive directors from the various district departments, such as academic fairs affairs, operating, finance, human resource, and internal and external support. The executive team members were Johnson as chief academic affairs officer, Steve Lis as chief operating officer, Peggy Ingison as chief finance officer, Birch Jones as chief of staff, Eleanor Coleman as chief of support, Pratt Cook as chief human resource officer, and Dr. Bill Green who was the leader of the team and MPS superintend. The Key agents of the new teacher contract process are Pratt and Green who have been great in their roles as champions of this process. They have been the energy force that has led to successful change leadership. The teachers union played a key role in developing programs that new teachers contract is one of them to support new teachers. It is important to underscore the strong role of the teachers union in shaping professional development policy and...
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...Benjamin Leo March 7, 2014 Labor Relations Final Identify two (2) different steps a company should take to prepare for its first round of bargaining with the union (pre-negotiation activities). Explain why each of the steps you have identified is critical to achieving an initial successful collective bargaining agreement with the union. Whenever you bring people together, then put certain individuals in charge of others there is going to be conflict. In the labor relations world this has been going on since the 18th century with the rise of trade unions. (FCMS). Once a situation arises where there needs to be collective bargaining both the company and the union have to take steps to ensure success. The focus of the company before even sitting down at the negotiation table is two fold. The first is to gain situational awareness. This includes understanding what exactly is going to be the issues and then looking back at previous negotiations. This review of past negotiations is a starting point to build the foundation of a plan. The second step a company needs to do before sitting with the union representatives is gathering data. This would include looking back at the past labor contract period and predicting changes. Bring hard numbers to the table help to bring strong evidence for the company’s case. A successful negotiation for the company will depend on preparation; that is why the first step may ultimately be one of the strongest factor on the outcome...
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...Collective Bargaining It is common to define collective bargaining as a negotiation between an employer and trade union. Collective bargaining, however simple that short definition may be, is a complex labor process defined by several discussion topics; collective bargaining is governed by strict definitions and rules, extensive long-standing laws that support it, and specific methods and people to administer agreements reached in the collective bargaining process. The best way to discuss collective bargaining is to approach each of these topics in order to round out the full spectrum of knowledge required to full understand and define collective bargaining with ease. In this paper, you will approach each of these complex topics with the intent of learning more about collective bargaining. The best approach is to begin by defining collective bargaining. Defining Collective Bargaining Collective bargaining is the process by which employers and a group of employees negotiate and agree upon the scope of employment relationships (wages, hours, working conditions, benefits, other employment terms). The employees are typically represented by a labor union in collective bargaining. In the US labor system, when collective bargaining leads to mutual agreement of the sides, the agreement terms become the basis of a Collective Bargaining Agreement (CBA) or union contract that is a legally enforceable. An example of collective bargaining is the negotiation agreement between the...
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...resources changes it may require. First it should be discussed that upon unionization that there will be “Union dues” and possible “initiation fees”. These are the costs of doing business with the union. Union Dues are generally taken every paycheck and with some unions there is an additional monthly fee. Some unions will also enforce employees to pay an additional monthly fee for a “Work Card” so they have proof of valid “up-to-date” membership with the union. It’s also fairly common for Union dues to increase as your rate of pay increases. On average it ends up approximately 1-2% of your months wages. So it’s always good to remember that when you get a raise in the next year of your contract, you will be giving a good portion of the money back to the union hall. When you sign a contract with the union, your wages will be fixed and your co-workers will have identical wages. All bonus’s will be regulated based on entire collective performance, not individual workmanship. Therefore, the harder you work; will not get you anywhere faster. You will become a collective with all employees and be treated equally. There is no personal favors. If time off work is requested it will have be approved with HR and based on employee seniority. This leads to the issues regarding employee promotions. Within a union environment, employees are promoted on a seniority basis. Job opportunity’s may arise on company work portals, but...
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...shareholders. We just do not believe it’s productive and adds value.” Using information from chapter 6, evaluate this position. Target has built a reputation of being a high end discounted retail store that caters towards the urban 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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...COLLECTIVE BARGAINING AGREEMENT between VIRGIN ISLANDS DRYDOCK, INC. and the METAL TRADES DEPARTMENT OF THE AFL-CIO the CARIBBEAN COAST METAL TRADES DISTRICT COUNCIL the TWIN CITIES METAL TRADES COUNCIL and the INTERNATIONAL UNIONS SIGNATORY HERETO EFFECTIVE: JULY 1, 2013 TERMINATING: JUNE 30, 2016 AGREEMENT FOR VIRGIN ISLANDS DRYDOCK JULY 1, 2013 - JUNE 30, 2016 TABLE OF CONTENT ARTICLE SUBJECT PAGE MISSION STATEMENT AND DECLARATION...
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...Jong-Tae Choi* College of Business Administration Seoul National University Abstract This study aims to find out the role of the Confucian family value in the process of the transformation of Korean HRM and IR in a hypercompetition period. I analyzed the characteristics and the transformation of Korean companies’ HRM as well as the core value system of Confucian familism. I suggest that a successful transformation of HRM in Korean companies requires an interplay between two factors. First is the genetic factor based on traditional Confucian culture of Korea (i.e., the DNA of Korean HRM), of which its advantages must be respected and preserved. Second factor is an adaptation ability, which modifies its own core competency and routine through an interaction with the environment. Korean HRM stands at a turning point now. The Korean economy is facing a hyper-competition in the global market. To survive, Korean companies have to improve their competitiveness. Also they must solve the problem of seniority-based HRM of Confucian values that hinders their competitiveness. To confront an inevitable transformation of the management system, Korean companies tried to solve the problem by bringing in a rapid growth process of North American HRM practices. But, unanticipated side effect has occurred in this process. As American HRM was uniformly adopted, traditional teamwork, organizational loyalty, and the advantages of traditional Korean companies were damaged. So many companies have...
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...3.04 that would increase our head count to seventy extra people to ensure that for at least sixty eight percent of the time we have enough employees to run our product.. Absenteeism generate manufacturing problems such as throughput and missed opportunities. Absenteeism causes throuput to be interupted because of less talented employees having to step up. Quality suffers, createing unsatisfied customers. Also, Overtime is generated due to rework or additional production, this is a financial hit on the bottom line, and the extra manpower generate additional cost of salary and benefits Attendance policies vary from one manufacturing facility to another. The effects are over whelming to each group for a variety of reasons. Whether union or non-union, these policies allow companies to curtail an attendance problem, which allows for a minimum back lash from shareholders, due to declining profits resulting from poor attendance. Our recommendation to tighten the attendance policy and FMLA policy will enhance attendance, adding a raise in bonus for end of year perfect attendance will give incentive to employees to come to work TABLE OF CONTENTS EXECUTIVE SUMMARY …………………………………………………………………I INTRODUCTION: CAUSES FOR...
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...(Moran 2011), “A temporary variance may be requested from the Secretary of Labor if the employees do not have the technical know-how or materials and/or equipment needed to comply or the plant or equipment cannot be altered by the required date. Employers must make every effort to comply as soon as possible. The time limit is one year, which may be renewed twice.” . 3. Steven Goldberg, who is Jewish, is a factory worker at Uranus Umbrella Company. His work shift has been changed on weekdays to 11:00 a.m. to 7:00 p.m. He asks for an accommodation to have his shift adjusted on Fridays to allow him to return home before sunset. Uranus claims this accommodation would place it in violation of the seniority provision of the collective bargaining agreement it has with Steven’s union. How would you advise Uranus? I would advise Uranus to adhere to the collective bargaining agreement that was put...
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...case involves a New York City Transit worker trainee by the City of New York named Mary Myers. Ms. Myers based upon her employment is also a member of a union and is protected by all of the laws associated with all of its members. Ms. Myers is a practicing Seventh-day Adventist, which Sabbath day is her regularly scheduled day to report for duty. The issue is whether or not an employer has to make a good faith effort to accommodate an employee’s Sabbath. Rules: The Port Authority and the Transport Workers Union have a collective bargaining agreement between the two groups. The terms of the agreement state that the privilege of selecting weekly days off was allocated in accordance with a strict seniority system. Analysis: The New York Transit Authority is a seven-day-per-week, 24-hour-per-day operation. Ms. Myers’ religious belief is that she is not able to engage in any type of work during the Sabbath. The Sabbath for Seventh-day Adventist is considered from sundown on Friday thru sundown on Saturday. After she was given her regular days off which consist of Wednesdays and Thursdays, it meant that she would be required to consistently work on the Sabbath day. Should an employer be held liable for an employee to have certain days off due to a religious preference? Ms. Myers felt as if she could voice her issue with her Union only to have the request rebuffed regarding the regular off day request. Conclusion: Based upon the facts of the case it can be concluded that Ms. Myers...
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...|Human Resource Management | |Subject Code:BMHR5103 | |Name: Jesotha_Balachandran | |Matrix No: CGS00713601 | Introduction 2 Organization Background 4 Report 5 Benefits of Internal recruitment 5 PROMOTION BASED ON SENIORITY 8 PROMOTING BASED ON COMPETENCY 11 Conclusion 15 REFERENCE 17 APPENDIX 18 Interview Outcomes 18 Introduction Human resource management deals with employment issues according to the law and with the organizations directives that includes many fields like staff hiring, staff reentering, pay settlement, setup management performance, and change management. Another definition of human resource management can be stated as managing people in a collective relation between company management and employees. As such HRM fulfills all the management objectives of providing and managing them in the best way to monitor and control them fulfilling the need to have a human resource department in every organization. One of the most important aspects of human resource management is the concept of promotions and how to handle employee promotions. Promotions can be defined as the advancement of an employee from one job position to another job position that has a higher salary, higher position, and more job responsibilities. A promotion may also results...
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...shift our position to the point where your vital interests are seriously jeopardized. It does mean that we accept the opposing side as bargaining agents with the authority both to make and live up than an agreement. We understand that once an item is agreed upon, we can’t later on change our mind and revert to a less generous position than what you agreed to before. Marvo Metal Products Limited is a medium sized company in Edmonton Alberta that is primarily engaged in the manufacture of metal office furniture. We also produce a line of office components, including wall cabinets and drawers, work surfaces, office-machine surfaces, and wall panels, which used together in various combinations provide the modules for “office landscaping” systems. Marvo also manufactures a number of other stamped metal products, such as steel shelving, garage doors, and locks. The company owns approximately eight acres of property in the older industrial section of the city. On this property are located the plant and offices- which are housed in a fifty-year old, two-story building- warehouse facilities, employee parking, and spur line providing railway services. Employees at Marvo were unionized when the Fabricators applied to the Labour Relations board for certification. The negotiations for the first contract were conducted in an atmosphere of hostility. A contract was finally negotiated which gave the employees only a small wage increase and did little more than put into writing the employee...
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