...Management and Unions Introduction This assignment will cover the role of management and unions have in an organization and two strategies that a union and management can use to create a conductive working relationship with each other. It will show the importance of communication, flexibility, opinions from lower level employees, and knowledge gathered before collective bargaining begins. Collective bargaining is a process that both unions and management have the most contact and are frequently meeting to negotiate contracts; it is important to foster the relationship between unions and management so that the process is not drawn out any longer than it already is. Role of Management in an Organization The role of management in an organization is to achieve goals and objectives, they deal directly with employees by doing the hiring and firing, scheduling, resolving any workplace conflicts between employees, increase efficiency, performance reviews of employees and promotions, ensuring the health and safety of workers, and in dealing directly with employees they are directly linked with unions. Management plays a vital role in studying how the organization and employees operate, they are responsible for ensuring that goals and objectives are reached and to reach the goals and objectives management must ensure that their time and effort is put forth to operate effectively and efficiently. It is important that management is always looking for ways to increase efficiency...
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...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 the representation...
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...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 is the...
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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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...Laws & Unions – United Parcel Service HRM/531 April, 2013 Abstract Labor Laws and Unions were established to protect the employees in an organization through maintaining his or her rights under law. The Clayton Act was established in 1914, which stated that employees had the right to join a union. Many laws have been passed since then to protect the rights of the organization’s and its unions. The United Parcel Service (UPS) is the largest employer of the Teamsters Union under the Package Division ("Teamsters package division,"). UPS is an excellent example of the benefits of joining a union it processes and its negotiation power. Benefits to Joining a Union There are many benefits to joining the United Parcel Service (UPS) Teamsters Union. According to the Teamster’s Package Division newsletter, the division represents package car drivers, air drivers, feed drivers, part-time loaders, unloaders, sorters and clerks ("Teamsters package division,"). Joining the Teamsters union offers opportunity for workers to receive better pay, benefits and improved working conditions. In 1997, the Teamsters union represented UPS when they went out on strike to receive better wages for part-time employees and to keep control over the union employee pension fund. The strike lasted 15 days and the outcome was in favor of the union and the employees. The company increased the wages of part-time and full-time employees, upgraded part-time positions to full-time and gave the union continued...
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...Unions have been around since the early 1900’s and have always been a significant influence on the interest of their workers. From safeguarding the worker’s rights to dealing in the collective bargaining processes, Unions are there to protect what is right for a worker in a workplace. As Unions are usually formed by groups of workers, which in turn, essentially makes them more powerful when it comes down to conducting business strategies when negotiating with their respective companies or organizations. On the other hand, as a Human Resource manager, you are there to serve many purposes and perform many key functions. From implementing company laws and developing compensation and benefits packages, to the process of hiring and terminating employees,...
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...relations against a changing background Task 1: Understanding Unitary and Pluralistic Approach Unitary Frames Unitary frame of reference is defined as a way of thinking, asset of assumptions, attitudes, views, values that are related with the management and organizational membership. The main theme of this frame is though the employees have different views based on their learning and education; they must have some common goals to be achieved while working in an organization. It finds expression by the implementation of the mission statements and it measures the success through the achievement of actually got. Unitary frames starts from the values and assumption. It says that workplace conflict is not expected at all between the manger and employee in the working environment [ (Dicker, 2003) ]. A conflict starts from two people’s behavior or occurrence that have a huge influence over other employees and parties to commit further conflict or problems in the workplace. Pluralistic Frames In this frame the organization is divided into powerful and different sub-groups. The basis of division may vary. Each group has its own objectives and purposes. Every group has loyalty and respect towards its leader. Conflict in this frame is not viewed as a bad thing all times....
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...People within organizations are asked to complete different tasks daily, without any clue of how these tasks are formed. Some leaders give their employees task an explain the direction, others demand perfection from these employees creating a disconnect between the leader and the subordinate. When leaders are in charge of forming a team, he or she must include each member of the section as an intricate portion of the critical decision making process, but sometimes the team needs additional help to ensure that the team will remain as one. Developing a working relationship with each member of the team can improve the execution phase of this process. America is one of the most powerful industrial nations in the world; in the early 1900’s this Country produces an amazing amount of products, everything from food to steel. With big time industry come large number of employees who are expecting a nice size of the profits that these organizations produce. When companies are at odds because of disagreements between employees and the organizations leaders, a mediator must intervene. Labor relation is a process of managing unionized employment organizations or workgroups, this communication process can mean the difference between an organizations ability to continue operation or complete work stoppage. Unions in America are viewed as bad for the employer and can cause many problems that will lead to a work stoppage and no profits for the shareholders. Anytime that people...
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...Law An Executive summary: This report has sought to address a number of claims that trade unions in Armisteel Pty Ltd have made that are supposed to be included in the union and organization’s agreement. The report has examined the procedure that the unions should take in the event that it wants to take industrial action as well as the barriers that the unions are going to face. The main purpose of writing this report is to address major legal issues that have been presented by employees to the organization. Armisteel Pty Ltd is a leading manufacturing industry business that is characterized by high levels of union activities within the organization. The unions include AMFKIU, WTU and WAU. The report is going to look into the committee’s wish that the new agreement maintain existing award provisions that had already been provided by a federal award back in 1988. The report is mainly motivated by a number of claims that have been made by the unions and will seek to address their legality to the fullness of the law. The unions are also seeking to take industrial action id their claims are not met by the organization. Introduction: The significance of writing this report is to address and offer recommendations to the joint union committee as well as the recently appointed General Manager on the legality of some of the issues that have been presented by the workers unions. The joint union committee is mainly concerned about major changes that affect industrial laws and the potential...
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...their worth of the organization. It should be pointed out that some employees join unions because of the union shop provisions of the collective agreement that require employees to join as a condition of their employment. Others join because the employer is a closed shop—only members of a union will hire—or because they choose to under an open shop provision. Even when forced to join, many employees eventually accept the concept of unionism. The sections that follow look at some of the more specific reasons people unionize and what role and/or organization plays in the unionization process. Whether or not, a union can become the bargaining agent for a group of employees will be influenced by the employees’ degree of dissatisfaction, if any, with their overall employment conditions. For example, employees may feel their concerns about health and safety are ignored or they may be required to wear uniforms without being reimbursed for the cost. It will also depend on whether the employees perceive the unions as likely to be effective in improving these conditions. Employee may seek unionization when they perceive that managerial practices regarding promotion, transfer, shift assignment, or other job-related policies are decidedly unfair. Employee cites favouritism shown by managers as a major reason for joining unions. This is particularly true when the favouritism concern discipline, promotion, and wage increase. Unions will describe the structured complaint process in the collective...
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...Changes in Trade Unionism Have Affected Employee Relations 6 1.3 Role of Main Players in Employee Relations 8 2.0 Understanding the Nature of industrial Conflict and Its Resolution 10 2.1 The Procedures an Organization should follow in dealing with Conflicts 10 2.2 The key features of employee Relation in a Selected Conflict Situation: 12 2.3 Effectiveness of procedures used in a selected conflict situation 14 LO3 Understanding collective bargaining and negotiation processes 15 3.1 The role of negotiation in collective bargaining 15 3.2 The impact of negotiation strategy for a given situation 17 Win-Win Strategy 17 Win-Lose Strategy 17 LO 4 : Understanding the concept of employee participation and involvement 20 4.1 The influence of the EU on industrial democracy in the UK 20 4.2 Comparing of the methods used to gain employee participation and involvement in the decision making process 23 4.3 The impact of human resource management on employee relations 24 Conclusion 26 References & Bibliography 27 Introduction The Purpose of this assignment to acquire knowledge and development of skills about employee Relations (Relations between an employer and a collective workforce, typically through a recognized union), its nature, historical background, types, and European Union roles in its development. It also encompasses the industrial conflicts such as strike, lock out etc. and the procedure for solving those dispute to ensure smooth business operation. Further purpose of this...
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...Union Proposal Christy Moulton BUS 372 Instructor Gauclo Ashford University October 1, 2017 Union Proposal Being an employee of a large non-unionize manufacturing organization it has come to my attention that I have notice persistent systematic labor violations in the plant. Our company has multiple plant locations I the United States, China and France. At our location I have overhear employees complaining about work conditions and wages often. A group of fellow workers are talking about fighting back. I have decided to seek the help of a union to help employees with the issues at hand. Union Organizing Process The process of forming a union, is to get at least 30% of the employees at...
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...Labor Laws and Unions Kaiser Permanente has been a well-known health care provider in the United States for over 65 years. Kaiser Permanente started with a simple 12 bed hospital in the middle of the Mojave Desert with a single surgeon. Kaiser Permanente has now grown to partnership as two organizations known today as Kaiser Foundation Health Plan and Hospitals and the Permanente Medical Groups. Kaiser Permanente upholds their mission to provide quality care for members and families, and to contribute to the well-being of their many communities. Legal issues and obstacles that Kaiser Permanente could encounter would be areas such as lawsuits, malpractice and tort reform, discrimination, workers compensation, false claims, compliance requirements, and labor and employment issues. As a result of these legal issues come federal, state, and or local laws that could very well be broken. Laws such as Title VII of the Civil Rights Acts of 1964 as well as the Fair Employment and Housing Act are the laws that could be broken. The description of these laws provide the necessary reasons as to why they would be considered broken if any of the above listed legal issues were to occur. There are many recommendations to minimize possible litigation; however, the recommendation that would be most fitting in this situation would be to continuously send the Kaiser Permanente employees through mandatory trainings and refresher courses. The purpose of these trainings and courses would be to keep...
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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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...Petroleum Corporation Limited | The case attempts to examine a conflict that took place between the Union and Management at Bharat Petroleum Corporation Limited in 1999. We have tried to understand the conflict and analyze the ‘conflict resolution’ methodology that was adopted in this scenario. | Background of the organization BPCL (Bharat Petroleum Corporation Limited) was originally formed as Burma Shell Company, which was then nationalized by legislation passed by Indian Parliament in the year 1976. Since then it has grown to be one of the most successful public sector undertakings in the country and has been awarded “Navratna” status. As a result of its status, the management of the organization has certain freedom to implement decisions without involvement of the concerned ministry. Today BPCL operates across India in various locations and produces a variety of petrochemical products such as petrol, diesel, kerosene, lubricants etc. About the union The history of unions in the company is as old as 1954. Currently there are about 15 unions in BPCL. The majority union in the western region is the Petroleum Employees Union. This union is affiliated to INTUC and it was established by Mr. Raja Kulkarni. The present general secretary of the union is Mr. Satishkumar P. M. Nair, who is one of the veterans in the union and has been serving as the union leader for about 24 years, first 2 years as Vice President and next 22 years as the General Secretary. ...
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