Free

Employee and Labor Relations - Essay Example

Comments (0) Cite this document
Summary
Employee and Labor Relations Name: Course No: Course Name: Date: Employee and Labor Relations Part-A 1. From a societal standpoint, the main purpose of a labor relations system is to control the actions of employers and employees so that they are clearly acting in the best interests of society…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER94.4% of users find it useful
Employee and Labor Relations
Read TextPreview

Extract of sample "Employee and Labor Relations"

Employee and Labor Relations No: Employee and Labor Relations Part-A From a societal standpoint, the main purpose of a labor relations system is to control the actions of employers and employees so that they are clearly acting in the best interests of society. 2 To gain advantage in a distributive bargaining situation. 3 True 4 True 5 A union needs to win support of at least 30% of a group of employees. 6 The employees must stick with the union they have until the contract expires. 7 True 8 False 9 The picnic could be considered an inducement or reward for not voting for the union. 10 True 11 True 12 An employer uses delay tactics such as scheduling conflicts, withdrawing items that were already settled, and delaying the release of information important to negotiations. 13 The employer must turn up the heat at the request of the employees. 14 Health insurance for retired employees is a mandatory subject of bargaining. 15 Distortions in perception, feedback, and behaviors are the most dominant contributors. Part-B How were company unions or employee representation plans inferior to worker controlled Unions? American labor history indicates hardships of workforce in yester centuries. It was not confined to only manufacturing industries, but other industries as well in the urban areas. If we peep through the window panes of history, we find that sizeable Mexican origin Americans had to migrate just to earn single dollar a day at the time of plantation and harvesting agricultural produce in a miserable condition. Two reasons for the mentioned situation were identified that were human perspective and economic issue. In order to have better standard of living and equality, the workers should have decent accommodation, clothing, food, education and health care insurance. In a nutshell, one should ask question to the core of his heart that treating work force as a commodity, even it considers valuable, can fulfill the democratic norms in its true sense. If we look back at the American labor history of the past century, it reveals that American labor union played a key role in the elevation of standard of living of labor force. Due to constant efforts of the unions the employers agreed to provide better terms of employment to their employees. It had benefitted greatly to the American workforce with regard to paid vacations, pensions, health care insurance, grievance and arbitration procedures besides holidays, which had never existed before (Rayback, 2008). Part-C Jurisdiction of National Labor Relation Board In the United States of America National Labor Relations Board (NLRB) is officially responsible to implement National Labor Relations Act. The Act is the main law governing relationships between unions and private sector employers. It guarantees the right of employees to organize and bargain collectively with their employers through their Collective Bargaining Agent (CBA). The said act further ensures that the rights of non-union employees may not be discriminated by either side. Besides the above, it protects the rights of those employees who attempts to bargain themselves with the employers in terms of remuneration, adequate security measures at work place and working conditions (Cox, et al, 1996). Either side (Employers and employees unions) may not use coercive methods against the employees who are exercising their rights under the said Act. Under the Act in question, both are bound to negotiate in good faith over the terms and conditions of the employment. In accordance with the Act in vogue, employers shall not interfere, restrain, or coerce employees in exercising their rights of forming and joining a labor union for a collective cause (Gorman, 1976). It is the discretion of the Management under NLRA, not to allow union activities during the course of business. It can prohibit unions on two counts a) unauthorized assemblage of employees through email b) usage of official gadgets for personal incoming and outgoing emails. The same Act permits employers to hire permanent suitable replacements in place of those employees who are on strike over economic issues but not for those employees who are on strike for unfair labor practices. It empowers Management to terminate, upgrade, downgrade and transfer of an employee. An Employee who feels that he or she is being discriminated / deprived of his or her due rights may invoke the jurisdiction of competent authority under the said Act (Cox, et al, 1996). The labor Union may file a complaint with NLRB since the employer fails to provide employees inadequate security measures, getting less than 40 hours work a week, no breaks, no payment of overtime, working lonely at night and poor lightening condition at the stores of the company. Since The Management accepted all demands of Union i.e. 40 hours work on a weekly basis, canopy lights at all stores, no one will work alone at night and payment of wages for overtime, hence, lodgment of complaint by the Union with NLRB under NLRA does not make sense (Cox, et al, 1996). References Cox, A., Bok, D., Gorman, R., & Finkin, M. W. (1996). Labor law: Cases and materials. Foundation Press. Gorman, R. A. (1976). Basic text on labor law: Unionization and collective bargaining. St. Paul, MN: West Publishing Company. Rayback, J. G. (2008). History of American Labor. Free Press. Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Employee and Labor Relations Essay Example | Topics and Well Written Essays - 750 words”, n.d.)
Employee and Labor Relations Essay Example | Topics and Well Written Essays - 750 words. Retrieved from https://studentshare.org/human-resources/1481415-employee-and-labor-relations
(Employee and Labor Relations Essay Example | Topics and Well Written Essays - 750 Words)
Employee and Labor Relations Essay Example | Topics and Well Written Essays - 750 Words. https://studentshare.org/human-resources/1481415-employee-and-labor-relations.
“Employee and Labor Relations Essay Example | Topics and Well Written Essays - 750 Words”, n.d. https://studentshare.org/human-resources/1481415-employee-and-labor-relations.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Employee and Labor Relations

Regulations (Human Resource) Employee Labor and Relations Class

...the basis of the ADA and the report submitted by the National Council on Disability recommended the adoption of comprehensive civil rights legislation which the American with Disabilities Act (ADA History, 2009). The American with Disabilities Act is enforced to forbid any discrimination against applicants and employees who are “qualified individual with a disability.” This policy is dedicated to address the issues on people with disabilities into society where people with different mental and physical abilities are misunderstood, overreacted to and ignored. EEOC described a “qualified” individual with a disability can (1) satisfy the requisite skill, experience, education and other job-related...
4 Pages(1000 words)Research Paper

Employee Discipline Policy (human Resource) Employee Labor and Relations Class

...? Employees sometimes fail to consider the result of their actions of being absent. They do not understand that they are causing problems for the company by not going to work (What can you do about employee absenteeism, n.d.). Thus there is a need to have an absenteeism policy that clearly describes to employees what happens in consequence of taking off for non-sick days (What can you do about employee absenteeism, n.d.). Unless their absence is justifiable, employees are required to go to work. Absenteeism policy should contain the guidelines and parameters within which employees must work (Mayhew, n.d.). When implementing this policy,...
1 Pages(250 words)Assignment

Why People Organize Into Unions (Employee Labor and Relations class) Human Resource Management

...? Why People Organize Into Unions (Employee Labor and Relations Human Resource Management Why People Organize Into Unions (Employee Labor and Relations class) President Barack Obama in March 2009 stated, “We need to level the playing field for workers and unions that represent their interests, because we cannot have a strong middle class without a strong labor movement” (Strata Research, Inc., 2009). This statement by the President somehow summarizes why people organize into unions. Organized labor has several core functions which include safety, security, pay and benefits; ensuring jobs remain in the...
1 Pages(250 words)Assignment

Teleworking Employee/Labor Relations

...Teleworking – Employee/Labor Relations Introduction Piskurich (1998) notes that since teleworking was first described in 1985 as the next workplace evolution, interest in this flexible work plan has grown among employees, employers, communities, transport planners, and telecommunication industries among others. Daniels, Lamond, and Standen (2000) noted that as technology continues to advance, more employees would continue developing interest in teleworking as opposed to working at a central office. Teleworkingor telecommuting refers to a workforce plan, which gives employees the opportunity to work at a location remote from the workplace...
5 Pages(1250 words)Research Paper

Employee and Labor Relations

...? Employee and Labor Relations Employee and Labor Relations Introduction In every organization, there are offices for the employee and labor organization; these offices deal with the matter that directly links the employees and the employer. Within the office, there is the implementation of the employment policies and ensures that the grievances of the employees are met in conformity with the provision of the company or the organization. In every company, workers right has to be considered and by extension, there is the workers union that is charged with the...
6 Pages(1500 words)Essay

Labor and Employee Relations

...to modify the terms and conditions of the union contract from the previous one for their own benefits. The management would want to cut down on the perks of the employees. However the solution lies in proper agreement and then negotiating that is beneficial for both the parties involved. The International Labor Organization defines a company union as "A union limited to a single company which dominates or strongly influences it, thereby limiting its influence" [2]. The unions generally have a leader who negotiates with the company. As the supervisor of the manufacturing plant, I have the responsibility of coming to terms with the union. The first step would be to communicate to the union leader that the...
3 Pages(750 words)Assignment

Labor Relations and employee relations

...that person financially if the labor union puts pressure on the management. Effects of labor union relationship can be diverse for an organization. Collective bargaining has seen a decline in the US workplace lately. In the beginning when unions started to operate studies proved that they have no effects on financial improvements of an organization in fact they proved to be negatively affecting an organizations performance. These results were denied later as newer studies showed opposite results even though collective bargaining was on a decline. Hence effects of labor unions can be different for different organizations depending upon the situation and atmosphere of the organization....
4 Pages(1000 words)Essay

Human Resources Labor Relations, Employee Relations, and Global HR

...HUMAN RESOURCES: LABOR RELATIONS, EMPLOYEE RELATIONS, AND GLOBAL HR Scenario One: You are a supervisor in a small manufacturing plant. The union contract covering most of your employees is about to expire. How do you prepare for union contract negotiations A successful union contract negotiation is crucial to a company's stability and progress, and as the supervisor, it is my role to implement previous agreements, to gauge and evaluate its effectiveness and to determine which policies work and which ones don't. The first thing I will do is prepare and distribute evaluation sheets to be accomplished by the employees under my supervision. This form will encompass questions about their over-all feelings towards the company... home...
3 Pages(750 words)Essay

Historical Impact on Working Conditions (HR, Employee Labor and Relations)

...Running Head: WORKING CONDITIONS Historical Impact on Working Conditions (HR, Employee Labor and Relations) ] Till the beginning of the eighteenth century, approximately 90 percent of the Americans worked in farms. Most farms functioned on personal ownership basis. Working in farms required hard work from each member of family. There was shortage in supply of outside labor. In 1785, when US government marked the western boundary of Mississippi River, the land was sold for the first time in the public realm. By the close of eighteenth century, a big change started happening with the start of the industrial revolution. In 1790, first textile mill was established at Pawtucket, Rhode Island. The momentum of ‘cotton culture’ took off... Act put a...
2 Pages(500 words)Research Paper

NLRB and LMRA (Employee Labor and Relations class) Human Resource Management

...Support for HR manager’s actions: The HR manager was merely trying to prevent instances of unproductive behaviour in the organisation; The employee Mark Johnson was on restriction from heavy workloads and he should have been resting, not distributing labour literature; Johnson was gaining a lot of leverage by convincing other people to corroborate with him. While distributing pamphlets, he was accompanied by two company workers who he convinced to help with the distribution; Johnson’s actions were out of line with company policy and the HR manager was stipulated to follow company policy. His actions were not personal but rather a result of his corporate responsibilities; Employees had little case for...
1 Pages(250 words)Research Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Essay on topic Employee and Labor Relations for FREE!

Contact Us