...The Effects of a Union R.B. HRM 531 November 12, 2012 Melany Felton The Effects of a Union California Correctional Peace Officers Association (CCPOA) represents correctional officers of the Department of Corrections and Rehabilitation along with correctional officers of the California Youth Authority. Supervisors of both departments have the right to join CCPOA, for representation, under what is called the “Excluded Employees” Representation Act (ccpoa.org). They are dedicated to the profession, elected by membership were each member is a correctional officer who gives them an understanding of correctional issues. Their purpose is to promote harmonious relations between the state of California and its employees, to establish peaceful procedure resolutions (Agreement covering bargaining unit 6 corrections April 1, 2011 through July 2, 2013). How the union effects the California department of corrections and rehabilitation, the benefits of the union to the employees. The organization’s benefits of joining a union are to be gent of social change between the employer and the employees of the organization. It is a written agreement to ensure managers treat employees with respect and that organizations treat them not an asset. In order for an organization to accommodate its employee’s the employer must be able to achieve long- term success. It also assists the organization with the federal regulations and complex state laws that may be violated by managers. A union is...
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...The Effects of a Union R. Butler HRM 531 November 12, 2012 Melany Felton The Effects of a Union California Correctional Peace Officers Association (CCPOA) represents correctional officers of the Department of Corrections and Rehabilitation along with correctional officers of the California Youth Authority. Supervisors of both departments have the right to join CCPOA, for representation, under what is called the “Excluded Employees” Representation Act (ccpoa.org). They are dedicated to the profession, elected by membership were each member is a correctional officer who gives them an understanding of correctional issues. Their purpose is to promote harmonious relations between the state of California and its employees, to establish peaceful procedure resolutions (Agreement covering bargaining unit 6 corrections April 1, 2011 through July 2, 2013). How the union effects the California department of corrections and rehabilitation, the benefits of the union to the employees. The organization’s benefits of joining a union are to be gent of social change between the employer and the employees of the organization. It is a written agreement to ensure managers treat employees with respect and that organizations treat them not an asset. In order for an organization to accommodate its employee’s the employer must be able to achieve long- term success. It also assists the organization with the federal regulations and complex state laws that may be violated by managers. A union...
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...National Football League Players Association Jim VanHatten HRM 531 July 25, 2012 Sandra Akbar National Football League Players Association This is a paper discussing the effects of the union on the National Football League Players Association (NFLPA). Specifically, four topics will be addressed – the benefits of joining a union, the unionization process, how the union bargains, and the effects union bargaining has on the NFLPA. NFLPA’s Benefits of Joining a Union The initial reasons for beginning to unionize were to get paid for playing in exhibition games and filing lawsuits against the NFL. Players were not paid to play in exhibition games. In addition, in 1946, National Football League (NFL) owners created a rule that banned players for 5 years if he switched leagues to the new All-America Football Conference (AAFC). Players still switched leagues for increased salaries. After switching leagues, Bill Radovich was banned by the NFL and filed the first lawsuit against the NFL with the help of Creighton Miller. More on this lawsuit later. Miller, a former player and current lawyer, helped form the NFLPA in 1956. Miller fought for minimum salaries, league paid uniforms and equipment, and medical benefits. Throughout the years, the NFLPA has fought for these and additional benefits like better health insurance including dental, pensions, revenue sharing, free agency, etc. The Unionization Process The process of unionization took some time for the NFLPA. The...
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...Industrial relations is a post-industrial revolution term that replaced the expression "master-servant" used to define the relationship between a worker and an employer. Contemporary industrial relations still refers to the employment relationship and the business unit that manages the employment relations, personnel or human resources. It often includes labor unions as parties to that relationship. The main objective of industrial relations is to improve the economic conditions of workers in the current economic climate. The value added outcomes that can result from good industrial relations include improved morale and commitment, fewer grievances, productivity increases, and better control of labour costs. (Waiganjo, 2012) However there are three theories on how this can be obtained: unitarism, pluralist and radical perspectives. Each of these perspectives takes a different approach to the workplace and the roles of the parties involved; but not all will be effective in today’s evolving labour market. If you want to make peace with your enemy, you have to work With your enemy. Then he becomes your partner. - Nelson Mandela The unitarist approach to industrial relations is one of mutual benefit; the management and other members of staff are presumed to share a common purpose emphasizing mutual cooperation. (Waiganjo, 2012) This approach to working relationship promotes the virtues of teamwork, where everyone strives to reach a common objective. Many Canadians take...
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...Mitch Atkinson HRM/531 October 29, 2012 Dennis Cashman Labor Laws and Unions This paper topic is the organizational benefits of joining a union, the unionization process, union bargaining procedures, and the effects union bargaining has on an organization. American Airlines (AA) and the transportation workers union (TWU) are the selected organization and company. Included information, background information on American Airlines, along with history of TWU at AA, legal issues, and obstacles that AA has encountered with TWU. AMR Corporation, the parent company of American Airlines, Inc. and AMR Eagle Holding Corporation filed in November 2011 a voluntary petition for Chapter 11 reorganization. To achieve a cost and debt structure that was industry competitive for long-term viability. There are various unions associated with the airline industry, the one chosen to discuss in this paper is the transportation workers union. TWU has 114 autonomous locals representing more than 200,000 members in 22 states around the country. As part of the Chapter 11 reorganization of AA the initial announcement that as many as 11,000 workers may be let go at the Fort Worth-based airline. The most recent announcement from AA is that approximately 4,400 mechanics, store clerks, and ground crew members of TWU will be part of a lay off. There are seven TWU workgroups representing approximately 24,000 employees at American Airlines. As part of the strategic and collective bargaining between the Transportation...
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...thesis as the baseline for the study of industrial relations and trade union activities in multinational subsidiaries, the present study tried to investigate extent of the trade union activities and IR practices of MNCs in a developing country context, i.e. Bangladesh, as well as influence of the MNCs on trade unions and IR activities within the existing social and economic contexts. The study revealed that comparative power dominance of multinationals over the host country industrial relations actors emerge as the vital factor in employer-union bargaining process, as well as their capacity to manipulate the existing bargaining process also helped them to implement their desired practices in Bangladesh. However, multinationals were not in confronting mode at all the circumstances, but their potential lobbying power created difficulties for the employees and the trade unions to develop countervailing power in the collective bargaining process and IR activities. Keywords: Convergence-Divergence, Bangladesh, Multinationals, Trade Unions Introduction Empirical studies of international human resource management (IHRM) often reveal that industrial relations practices of multinational subsidiaries face a ‘challenge from established home country labour and IR institutions’ to comply with the local practices (Clark, and Almond, 2004; Monks, 1996; Muller-Camen, et al., 1998) and they need to adjust their IR practices according to the local circumstances. Sometimes, because of flexible...
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...Labor Law and Unions Richard S Gist MD HRM 531 10 September 2012 Prof Phillip Norris OUTLINE 2 Mount Sinai Medical Center in New York City is an 1100 bed tertiary teaching medical center with a large, diverse nursing staff. Due to increasing dissatisfaction with management, the nursing staff of the organization with the blessing of the Chief Nurse Executive organized under the SEIU (Service Employees International Union) in 2005. Chapter number 1199 was then formed with the approval of the Mount Sinai Medical Center leadership. Since its inception, the Union has worked with the Medical Center to improve nursing process thereby improving patient satisfaction and also with patient safety initiatives. The larger organization of Mount Sinai may be at risk from state nursing regulations if a strike occurs due to the possibility of patient abandonment. While the applicable Joint Commission rules regarding nursing staffing apply, there is precedent from prior nursing strikes that this would have minimal impact. There is a very real risk of civil litigation if the shortage...
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...TOPIC: CURRENT TRENDS IN COLLECTIVE BARGAINING. INTRODUCTION. Definitions. Collective bargaining is broadly defined as the alternative to and a replacement of individual attempt at bargaining. To employers, it helps to avoid comparability issues. To the state, peaceful industrial relations are an outcome of labor and management’s efforts. In a study by Sydney and Beatrice Webb (1891), they saw collective bargaining as the main instrument used by actors, employee and government institution in industry to sort out their differences through bargaining or negotiations, ultimately as a compromise between the claims of employers to exercise unilateral control over the work situation. The (ILO) posited that collective bargaining should entail all negotiations that take place between employers, a group of employers of one or more employers’ organization. These negotiations include the determinant of the working conditions and terms of employment, regulation of relations between employers and workers in an organization. According to The National Labour Relations Act (2007), collective bargaining is a mutual obligation of the employer and representative of the employees to meet at reasonable times and confer in good faith in respect to wages, hours and terms and conditions of employment or the negotiation of an agreement or any question arising from there under and execution of a written contract incorporating any agreement reached if requested by either party but such obligation...
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...Labor Laws and Unions Sonny Williams HRM/531 9/17/2012 Dennis Cashman Abstract An organization can be unionized or not, but with not being unionized can cause some major problems, because the organization can have its own agenda to which it doesn’t want to be unionized or it could be that it wants to maintain fair law practices while being completely free of any collective bargaining agreement (CBA). In either case there are benefits and disadvantages to both. When thinking of a company that wasn’t unionized. The one that comes to mind was Whole Foods. A company that is ran by its employees and is one of the biggest co-ops running today. Whole foods, has created a huge market for organic foods and for the companies that make those foods. The carry the best products along with some of the best customer service around. I also loved that it was started on a borrowed $45k back in 1978 and the business sense in me loves that they have come this far. Whole Foods has many obstacles related to be on top of the organic foods industry. The fair practice laws and employees rallying for unionization can be tuff ones to over come. The fair market act makes Whole foods and other companies treat employees fair with benefits and minimum pay, so if whole foods is making eight hundred dollars a square foot, which well above the industry standard. This could be a problem for Whole foods, because they have always kept less of its employees at...
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...Unions Fay Stewart Human Capital Management HRM/531 February 28, 2012 Dennis Heins Unions Unions began to form in the United States in the mid-19th century. During this time unions were seen as criminal that engaged in violence and vandalism. Two centuries later, unions are seen as a force for employees receiving what is just due. In 2011 Wisconsin Governor Scott Walker introduced a bill that became law to strip public workers of some or all of their collective bargaining rights. Unions have many benefits and the process to become unionized is long. Once a union is established they will use collective bargaining to assist their members in receiving a labor contract. The relationship between the union and employer is a continuous process. Wisconsin Public Workers The State of Wisconsin public workers unions came in to fire when Governor Scott Walker took office. Walker campaigned on fighting for the everyday normal residents; the people who do not have a taxpayer supplied union mechanism. Governor Walker took notice that Wisconsin and other states have public employee pension plans that have escalated out of control and the disruptions to the governments it has and will cause in the form of fiscal damage. Wisconsin’s budget problems started when a series of tax cuts began in 2003 and in 2011 bills passed to provide additional tax cuts and deductions for businesses. Tax cuts have led to a budget shortfall, which led to the Governor introducing the Budget Repair...
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...Labor Laws and Unions HRM/531 Jan 16 2012 Christine Healy Labor Laws and Unions In the following discussion will be an analysis of UPS (United Postal Service) which is currently unionized consisting of background information, legal issues and obstacles they may encounter, how the federal, state, and local laws could be breached because of the legal issues and why, and recommendations how to mitigate the possible litigation. As a part of the analysis the subsequent questions will be answered what are the benefits of UPS joining the union, what is the unionization process, how do they bargain, and what effects does the bargaining have on the organization. UPS started out as a messenger company in 1907 and has grown into a multibillion dollar corporation ("About Ups Highlights (company History) ", 1994-2012). Ups is the world largest package delivery company and leading global provider of specialized transportation and logistics services ("Company History (timeline)", 1994-2012).UPS has 185,000 union members and 75,000 non union members (). The majority of the UPS union members are a part of the international brotherhood of teamsters (IBT) which are a part of the (AFO-CIO) (Proyect, 2012). UPS operates under the National Labor Relations Act (NLRA, commonly known as the Wagner act.) (Thomas, 2001). Some of the legal issues include the legality of the proposals by UPS to change benefit packages, 2006 legal issue concerning the IBT’s right to designate a representative on...
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...HRM 603: Comparative Studies of Industrial or Employment Relations Assignment 1 Trimester 3 2013 HRM 603: Comparative Studies of Industrial or Employment Relations Assignment 1 Trimester 3 2013 Name: Cagi Merelita ID no.: 2011001230 Table of Contents Introduction 1 The development & evolution of IR/ER system 2 The development & evolution of IR/ER system in the Fiji Island 3 The IR/ER system of Australia against that of the Fiji Islands 4 The emerging issues & recent trends in IR/ER in both nations 5 Considered key roles & responsibilities by the major actors in an IR/ER system in each country 6 Major actor’s roles & responsibilities that are considered most significant in an IR/ER context & why 8 Bibliography 9 Introduction Employment Relations are the employer and employee relationship, it also describes the relationship between workers and employers in business (Employer and Employee Relations, 2011). Employment Relations is important because it encourages motivation, it builds up the reputation of a worker and the business through the increase in number of potential customers, investors and staff, increase in productivity output, efficiency and profit levels (Employer and Employee Relations, 2011). With the changing industrial landscape in every country or nation, the growth of new townships/cities and the dispersal of activity, a process of ‘industrial culturalisation’...
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...Public Administration Collective Bargaining Case Study LaTonia Gover HRM/532 December 10, 2012 Steve Nance Collective Bargaining Case Study The Case Study regarding the PBA (Police Benevolent Association) union was a situation against the city management. The case study is regarding negotiation for improved pay, and benefits with a bad relationship between the management and the union with fear and disagreement. The relationship between the city management and the unions seemed unstable and negative because the last negotiation that the city management was part of was the city’s solid waste and public works. There was a threat of privatization that the city was willing to hire new employees to replace those not satisfied. The PBA (Police Benevolent Association) was afraid this they would have to experience this situation. Yes there were many problems with the relationship between management and the unions. The unions successfully negotiated with the public waste area at that time and are currently renegotiating a new contract with the PBA (Police Benevolent Association). The city is prepared to bargain hard with the union regarding a new contract....
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...Labor Laws and Unions Marla Pardue HRM/531 February 11, 2013 Kathy Butler Labor Laws and Unions The profession of nursing has been around since 1866 in America. The profession began as one not so highly regarded in society. Initially prostitutes were hired as nurses. Then nursing developed into a handmaiden role where women who had joined a convent tended to the sick. No matter who assumed the role as a nurse, it was seen as a menial role in society. The nurses were at the mercy of the physicians. They were not seen as a valuable part of the medical community. Their primary purpose was to sit with the ill, bathe them and clean their linens when dirty. It wasn’t until nurses like Florence Nightingale started demanding respect for the profession of nursing that the field was recognized as one of importance. Florence Nightingale laid the groundwork for the profession of nursing. Eventually, nursing began to demand more respect in the medical community. Nursing degrees were more difficult to obtain and required high standards for admission into the schools of nursing. In approximately 1980, there began a shortage of nurses. This began for many reasons. Lack of nursing educators, long hours and the physical demand of the work are some of the most apparent reasons. Even though nursing had used collective bargaining for longer than 60 years, nursing unions did not really begin to surface until management refused to involve nurses in negotiations regarding nursing...
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...is to bring back the right to choose and eliminate paying union dues by force that can benefit organizations teachers do not support. The teachers are being represented by Center for Individual Rights and are challenging laws in relation to agency fees under freedom of speech and association grounds. Issue: Was the right to choose and eliminate paying union dues reestablished? Rule: “Typically, California teacher union dues cost upwards of a $1000 per year. Although California law allows teachers to opt-out of the thirty percent or so of their dues devoted to overt political lobbying, they may not opt out of the sixty to seventy percent of their dues the union determines in devoted to collective bargaining. Requiring teachers to pay these “agency fees” assumes that collective bargaining is non political” (Kovacs, 2015, para. 4). Analysis:” “agency fees” laws, which require government workers to pay union dues as a condition of employment in order to negotiate political choices that are often controversial” (Kovacs, 2015, para 4). Conclusion: “Public employees could soon find themselves with new found choice in their employment and relief from the burden of supporting unwanted government unions”(Kovacs, 2015, para 12). According to the United States Department of Labor, “In 2014, the union membership rate, the percent of wage and salary workers who were...
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