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Interview Summary

In: Business and Management

Submitted By kaywene
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Labor Relations and Management Interview

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Date

1. How has the Labor Relations Officer/Manager's job and function changed in recent years?
In looking at the job function of Labor Relation managers in recent years the focus has altered significantly. Legislators are negotiating major changes in the traditional structure or labor management as the states are getting more involved by making reforms that favor corporations (Rabinovitz, 2007). It is apparent that the importance of labor relations in the boardroom has decreased significantly. Labor is no longer an issue requiring strategic direction by top managers. In the late 1980s often Labor managers participated in top manager’s roundtable to gain ammunition in pursuing wage increases. The initiative of the Board being to limit the size of the increases and Labor negotiating through collective bargaining (Trends in Labor Relations, 2002). While representing the union members, managers would argue the case for increases bringing supporting labor regulations, overtime, and quota requirements. Even up until the 1990s there were practices in place to recruit non-union employees as part of the Union Board meetings on an ongoing basis. Not so anymore. The managers on the Union Board are not concerned with membership unless a new labor agreement is about to take place. Primarily the reason for this is the decisions made concerning changes to labor benefits is usually for several years (Trends, et. Al, 2002). Once an increase is allotted for example the contract is for a specified term say six years for example. Nowadays we spend most of our time discussing the issues surrounding a merger or acquisition of another company’s labor force. Now in 2010 the main concern of labor management is when the next Audit is coming through the department (Source Media, 2002).
2. Can you give an

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