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Reference is also made to collective bargaining as an important aspect of labor relations. Moreover, the cost of labor contracts is analyzed, as possible, as this cost is differentiated across industries and enterprises. The examination and the analysis of the above elements of labor relations leads to the following assumption: labor relations are necessarily influenced by the local economy and social ethics, as this influence is reflected in the cost of labor contracts and the level of success of collective bargaining. From this point of view any effort for the improvement of labor relations would be based on the following criteria: close monitoring of the costs involved and cooperation with unions, as representatives of an important part of the local population.
The form of labor relations worldwide is based on similar criteria: the need for employee safety, for trust in the workplace and for increased protection of employees’ compensation, including salary and potential benefits. For many decades, legislators in all countries have tried to develop a legal framework for ensuring the protection of rights of both employers and employees, as incorporated in labor relations. However, the enforcement of relevant laws has been often proved problematic, a fact that is reflected in the high number of legal texts emphasizing on the particular sector. Moreover, it should be noted that the intervention of legislators and judges in labor conflicts has not been always in favor of employees. In the study of Holley, Jennings, and Roger it is mentioned that ‘in 1884 a judge in the state of Tennessee wrote: all may dismiss their employees at will’ (Holley, Jennings, and Roger 522). In any case, the need for effective management of labor relations, in all their aspects, has been a priority for politicians, legislators and theorists. An example is the theory
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In the world, every single person has their own interest and negotiation is a process through which the person can save one’s interest. Negotiation is a part of the day-to-day life. Through the process of negotiation both the parties involved can have their rights to save their own interests.
According to the report despite the fact that collective bargaining is now prevalent is almost all public and private sector industries, the case of education is a bit different. There still are significant differences between the nature of collective bargaining in other industries and in education. It was in the year 1935 when the congress passed National Labor Relations Act.
The focus of the following will be broken down into the defining the interests represented by the AGMA guild (employees from here forward) over and against the Production Company known as Iron Mountain (employer from here forward). The strategic response to the articles will be focused on “fostering” rather than “forcing negotiations” [Walton, Cutcher-Gershenfeld, and McKersie, 2000, p.
Nevertheless, various other acts of legislation cover specific public and federal employees except for members of the military. In fact, specific acts of legislation ban military members from taking action against unfair working conditions. Article 138 of the Uniform Code of Military Justice covers complaints of wrongs, but the Feres Doctrine exempts the government from liability of wrongs against military members (Cohen 2007).
Procedural justice is enhanced when individuals feel that they have contributed to the process, and biases has not been witnessed, while distributive justice means equal distribution of tangible resources such as pay, praise among others. Question 1 Employees’ dissatisfaction with their job gives rise to many serious problems for any organization.
Aside from determining the conditions of employment, another purpose of a collective bargaining agreement is to have definite rules that will govern the relationship between the employer and employee(International Labour Organization, 2007).
The collective bargaining dispute
These are interviews that have written down questions with minimal responses. They encourage uniformity and equality during interview and hiring process and are used by majority of the organizations in hiring and promotions. They include basic questions (Holley,