...Chapter 13 Labor & Management Relations/Collective Bargaining * LABOR refers to the hired workers of an industry. * CAPITAL refers to the owner/investors of an industry. In a simple manner labor refers to the employees while capital is the owner/company itself. * Labor Code of the Phil. is the legal code governing employment practices and labor relations in the Philippines. * Wages are usually fixed between the employee and the employer. It is given to the employees to paid off their hardwork. * Minimum Wage is the lowest wage payable to specified categories of employees such as specific workers from plant, craft, industry or local area. Government Regulators * Department of Labor & Employment is responsible for the overall regulation of employment in the Philippines. Three Areas of Authority 1. promotion of employment and apprenticeship; 2. worker’s protection and welfare; 3. promotion and maintenance of industrial peace. * Regional Tripartite Wages & Productivity Commission they are charged with the developing plans, programs and projects related to wages, income and productivity improvements for their respective regions * National Wages and Productivity Commission it consults & advises the national government on wages and worker productivity. It formulates policies and guidelines on these issues. Morality Strikes * Strike was done by employees for the reason of asserting...
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...Intro Since these decisions are legal rulings and written in legal language, they are more difficult to read than news articles or a book read for entertainment. It was necessary to read several decisions before finding these three that held my interest and that I felt would hold a reader’s interest for the length of this paper. They are varied in focus and the reasons for the actions being brought to the NLRB. I chose them because they involve employees, but seem to focus more on disputes between management and unions rather than employee rights, which is what I originally thought the NLRB would be concerned. The first case I reviewed was Union-Tribune Publishing Co., and Graphic Communications Conference, International Brotherhood of Teamsters, Local 432M, Graphic Communications International Union, Case 21-CA-37535. This initially appeared to be a case involving termination of two employees after they failed a random drug and alcohol test, but turned to a case of failing to provide sufficient notice of testing policy changes and failure to allow for negotiation when changing the policy. The San Diego Union-Tribune is a newspaper publisher with union employees working in their packaging department. The most recent contract includes an agreement concerning when employees must submit to drug and alcohol testing. The situations triggering a test include any incident resulting in a cumulative trauma injury (CTI) among many others. A cumulative trauma injury is described as a repetitive...
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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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...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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...CHAPTER 8: HUMAN RESOURCE MANAGEMENT: FROM RECRUITMENT TO LABOR RELATIONS Anielli Eugenia de Padua Guimaraes Professor Dr. Evangeline Jefferson BUS 508 - Contemporary Business October 23, 2012 Chapter Overview The importance of employees to the success of any organization is the very basis of management. In this chapter, we explore the important issues of human resource management and motivation. We begin with a discussion of the ways organizations attract, develop, and retain employees. Then, we describe the concepts behind motivation and the way human resource managers apply them to increase employee satisfaction and organizational effectiveness. We also discuss the reasons why labor unions exist and focus on legislation that affects labor–management relations. The process of collective bargaining then is discussed, along with tools used by unions and management in seeking their objectives. Glossary of Key Terms Collective bargaining: process of negotiation between management and union representatives Compensation: amount employees are paid in money and benefits Downsizing: process of reducing the number of employees within a firm by eliminating jobs Employee benefits: additional compensation such as vacation, retirement plans, profit-sharing, health insurance, gym memberships, child and elder care, and tuition reimbursement, paid entirely or in part by the company Employee separation: broad term covering the loss of an employee for any reason,...
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...The Farm Labor Movement was when Cesar Chavez and Dolores Huerta worked together to form the United Farm Workers Union. This union was formed to ensure that farm workers got paid for the right amount of time they worked for. Many farmers were getting low wages and Cesar Chavez thought that was unfair. Cesar Chavez was a farmer ever since he graduated eight grade. His father was in an accident and he didn't want his mother to work so much. When he was 17 he went to the Navy for two years. He started the United Farm Workers Union in 1962. Cesar didn't have many members in it until 1970, when he urged grape workers to join the union. This caused the Delano grape strike, a march from Sacramento to Delano. This was a three hundred and forty mile trip to Delano. The marchers wanted state government to pass laws, which would permit farm workers to organize into a union and allow collective bargaining agreements. He tried to make people aware of the struggles of farm workers for better pay and treatment. He did this through boycotts, pickets, and strikes. Cesar did not believe in acts of violence. The picketing, boycotts, and strikes worked against the grape growers and this led to the grape growers sign contracts with the union. The result of the Farm Labor Movement gave farmers the money and dignity that everyone should receive and ensured that the farmers of America will always be treated fairly. Work Cited ----------...
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...the major subjects of bargaining: * Compensation: wages, benefits, vacations and holidays, shift premiums, profit sharing. * Personnel policies and procedures: Layoff, promotion, and transfer policies, overtime and vacation rules. * Employee rights and responsibilities: seniority rights, job standards, workplace rules * Employer rights and responsibilities: management rights, just cause discipline and discharge, subcontracting, safety standards. (Budd, p. 11) According to ABC News, Brian Bennett from ESPN talked about Northwestern players get Union Vote. The NLRB ruled that Northwestern Football players qualify as an employee of the university and can unionize. This was accepted after three years member colleges and universities have worked to re-evaluate the current rules. This is beneficial for employees in this case the athlete and employer in this case university. The player is an employee since the player sign a contract for the university and as result obtain a scholarship. For now, the push is to unionize athletes at private schools, such as Northwestern, because the federal labor agency does not have jurisdiction over public universities. (ABC NEWS) Jack Murtha, a writer for Greater Media Newspaper website writes about Township of Marlboro, settles new contracts for incoming employees. The new terms of these contracts provide less paid time off and a reduction in benefits, according to municipal...
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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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...States labor policy. In this country, workers are considered to have only those rights set forth in specific statutes or collective bargaining contracts and those statutes and contracts are subject to shifting political and bargaining power.” Discuss the validity of these statements by using each of the four schools of thought about employment relationship discussed in chapter 2 as your basis. A typical worker may experience just this; discrepancies and complications. “Understanding and appreciating the basic assumptions of these four schools are essential for understanding not only labor relations, but also the entire field of human resources and industrial relations.” (Budd, 2013) The deliberations of labors and the human rights associated have varied insights and interpretations based on the four school of thoughts. These are as such: The first school is the Mainstream Economics School. This school “focuses on the economic activity of self-interested agents, such as firms and workers, who interact in competitive markets.” (Budd, 2013) Various activities of Union groups such as strikes are considered as roadblock as per this school of thought. Therefore, the bargained contracts that the Union group gets are justified by the balancing dynamics of this school of thought. The thought is that no one can be better off without making the other worse. The second school is the Human Resources Management School. This particular school formally called the personnel management school...
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...Act The Labor-Management Relation Act, also called the Taft–Hartley Act, as an amendment to the National Labor Relations Act (NLRA) was created in 1947, with the purpose of solving labor disputes during collective bargaining or conflicts between employees and employers that would seriously damage the U.S industrial development. Totally, there are 5 titles and 29 sections in this law. In my opinion, the 5 most important sections of this law are Sec.1, Sec 201, Sec.203, Sec.301, and Sec.303. And the following reasons explain why I think these five sections are the most important comparing to other sections. * Section 1 described the short title of Labor Management Relation Act and declared the policy of this law. The policy is that industrial strife which interferes with the normal flow and the full production of commerce must be avoided and minimized by both sides’ recognition of one another’s legitimates rights in their labor relations with each other. Further, the overall purpose of this law was also stated in this section: “to promote the full flow of commerce, to prescribe the legitimate rights of both employees and employers in their relations affecting commerce, to provide orderly and peaceful procedures for preventing the interference by either with the legitimate rights of the other , to protect the rights of individual employees in their relations with labor organization, to define and proscribe practices on the part of labor and management which affect commerce...
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...read and adhere to the notes below: 1. Define the term “collective bargaining” and list and describe four issues that are mandatory components of a collective bargaining agreement. The term collective bargaining is defined as U.S. labor relations system that works effectively, efficiency, equity and voice in which are achieved through collective bargaining. Representatives of the employer and the employees negotiate the terms and conditions of employment that will apply to the employees. There are four major issues including the following; compensation, personal policies and procedures, employee rights and responsibilities, and employer rights and responsibilities. Compensation is based on wages, benefits, vacations and holidays, shift premiums, and profit sharing. Personnel policies and procedures include layoffs, promotions, transfer policies, overtime and vacation rules. Employer rights and responsibilities are the management rights; just cause discipline and discharge, subcontracting, and safety standards. (Text, pg. 11) Efficiency, equity and voice, are the three primary objectives of labor relations, of employees, and even some management personnel. Employees seem to lean more towards equity and voice at the workplace, while management usually prefers efficiency. The tricky part is attempting to balance all three for an overall happy medium at the workplace for both employers and employees. One of the most promising directions that should be taken in achieving this...
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...labor relations MG420 RESEARCH assignment pAPER MG420 Labor Relations July 2015 TABLE OF CONTENTS Topic Page 1. Collective Bargaining 2 * Four Components of a Collective Bargaining Agreement 2 2. Three U.S. Laws Supporting Collective Bargaining 5 * Three Examples of Employer Unfair Labor Practices 5 3. Establishing and Decertifying a Collective Bargaining 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...
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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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...discussion I will provide a synopsis of the article, Complying with U.S. Labor Relations Laws in Non-Union Settings written by Gene Thornton. The article discusses the significance of the National Labor Relations Act (NLRA) or Wagner Act regulated by the National Labor Relations Board (NLRB). The NLRA is a federal law that protects employee’s right to organize and engage in concerted activities and bargain with their employers. Furthermore, unions can have a sizeable effect on both unionized and non-unionized employees; in addition, to their pay and employment. The article continues to discuss more about how employees and their rights are protected while in the union. Under the NLRA, all private organizations are prohibited from interfering in unfair labor practices and detail and explain employee rights in section 7. Section 7 states that all employees have the right to join or refrain from joining labor organizations and collectively bargain in the United States (Thornton, 2011). Even if a business crosses state lines the employees are still protected or have the right to join or not join a union; this is covered according to article one, section 8 (commerce clause) of the U.S. Constitution. On the other hand, in non-union settings that include agricultural workers, supervisors, independent contractors, and domestic workers are not cover under the Wagner Act or the Taft-Hartley Act (Labor Management Relations Act - LMRA). The federal workers are not even cover under these acts;...
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...Kendrick Meekins - 12/9/12 Assignment 7.2 A northern facility within our company experienced a union campaign in 2010. The employees were angry about the company relocating it distribution capabilities to another location. The move was to improve cost competitiveness but associates viewed the decision as a threat to their job security since approximately 40% of the workforce would lose their jobs. The union campaign challenged the interest of all parties. Some employees viewed the campaign as an opportunity to achieve job security while other employees felt that a union would not change the reality that their facility was not cost competitive for the company. The company’s leadership made a tough decision to improve our company’s delivery performance and long term outlook but felt their plans were challenged by a campaign. The customers saw the campaign as a threat to our company’s delivery commitments and a potentially disrupted supply chain through the duration of the campaign. Ultimately, the workforce did not vote for the union but the door was open for dialogue and change. The HR department had the responsibility to uphold one of our company’s core values. Our company’s value of “independence” influenced the creation of a union avoidance strategy that, at its core, fosters an environment where associates can freely represent themselves in any matter and expect the company to work directly with associates to resolve their issue. An HR Professional should ethically...
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