what can union members do to make things difficult for management? course hero

What must Union and management negotiators continue to do?

Nov 27, 2019 · 4. Why is it difficult for union and management officials to resolve each grievance on its own merits? A grievance is often not an open and shut situation—there are many gray, complex dimensions. Management ran the risk on the holiday scheduling grievance discussed in this chapter when they took the grievance to arbitration.

Why is it so hard to supervise unionized employees?

Sep 07, 2017 · 2. Why is it difficult for union and management officials to resolve each grievance on its own merits? Employee complaints occur in all organizations. Many of these complaints are quickly resolved and others are formally filed, known as grievances. Grievances are formal complaints filed in response to a violation (or a perceived violation) of a company policy or …

What are the rules of managing in a unionized setting?

Answer to Can union survive technology? The union as one of the three factors of the employment relationship is today faced with the alternative of its internal and social renewal, and in the face of a modern legal concept of the employment relationship.

How do you deal with a union?

Sep 09, 2020 · Why is it difficult for labor negotiators (both management and union) to switch from traditional (adversarial) to integrative bargaining (where a common interest is sought)? What recommendations would you make to help negotiators make this switch? Why might it be more difficult for union negotiators to make this change than for management ...

How long does it take to terminate a collective bargaining agreement?

Terminate or modify a collective-bargaining agreement without giving notice to federal and state mediators within 30 days (60 days if you are a healthcare employer) of serving written notice on the union that you are terminating or modifying the contract.

How long does it take to lock out an employee?

Lock out employees if you are the initiating party of a contract modification or termination, and you fail to give notice to federal and state mediators within 30 days (60 days if you are a healthcare employer) of serving written notice on the union that you are terminating or modifying the contract.

What is Section 8 D?

Section 8 (d) of the Act sets forth what is encompassed within the duty to bargain collectively. Section 8 (a) (5) of the Act makes it an unfair labor practice for an employer "to refuse to bargain collectively with the representatives of its employees, subject to the provisions of Section 9 (a)" of the Act. (An employer that violates Section 8 (a) ...

What is just cause in a contract?

Almost every union contract will have a provision stating that employees can only be disciplined or terminated for “just cause.” This is different from the typical “at will” employment standard in non-union employment relationships. “Just cause” means you need to show that the worker violated some work rule, standard, or expectation, and you were justified in taking action. Here are some considerations supervisors should use in evaluating whether there is “just cause”: 1 Was the rule or expectation clearly communicated? For example, these rules might be included in the CBA, an employee handbook, a conspicuously posted notice, or a training session. 2 Has the company been consistent in applying the standard? If other workers have engaged in the same conduct without repercussion, you’re on legally shaky ground. 3 Have you conducted a fair investigation? Did you speak to witnesses, gather evidence, and listen to the employee’s explanation? 4 Is the proposed discipline proportional to the offense? Very serious or egregious offenses could lead to immediate termination, while less serious ones should perhaps result in a verbal or written warning as part of a progressive discipline protocol.

What are the principles of supervisory management?

Universal supervisory principles. First, it’s important to remind supervisors of basic supervisory principles that apply equally to unionized and non-unionized work forces: Honesty – Do what you say you will do (keep your word). Clear communication – Be clear about expectations and hold people accountable.

Why do bullies thrive?

Bullies thrive when people are afraid to challenge them. Furthermore, other employees may take their cue from this type of employee, which can quickly make an entire department or organization dysfunctional. The role of the HR professional here is to back up and support the supervisor.

How to be a good employee?

Clear communication – Be clear about expectations and hold people accountable. Being open – Genuinely listen to employees’ concerns. Respect – Enforce expectations respectfully. Respect is a two-way street. Fairness – Treat all employees equally. There can be no perception of favoritism or different treatment.

Who is Jon Benson?

Jon Benson is an employment and labor attorney with Vigilant’s Oregon office. He has represented both employers and employees in litigation (not at the same time, of course!). He understands employers’ need for practical advice and solutions their employment dilemmas. Jon also has extensive experience educating others on the nuances and complexity of the law. www.vigilant.org

Why is HR important?

HR has an important role in educating supervisors with a thorough understanding of the legal and practical landscape for union employees. Doing so will set the whole organization on a course for success.

What is a CBA?

The Collective Bargaining Agreement (CBA) is at the heart of the relationship between the union and the company. This legally binding document governs how the company interacts with unionized employees. Surprisingly, many supervisors lack a basic understanding of their own CBA and instead make decisions based on what they think is “fair.”.

What are the factors that affect collective bargaining?

A factor which makes collective bargaining negotiations relatively unique from the standard negotiation definition is that it entails many issues that have to be addressed. Many types of compensation have to be discussed, including: 1 Hourly wages 2 Piecework rates 3 Fringe benefits such as pensions and health care

What is labor union?

Labor Unions and Negotiations. Labor unions are chosen by a majority of workers in an appropriate bargaining unit. This unit may consist of homogeneous skilled workers or heterogeneous industrial workers. These workers become the bargaining agent for all of the individuals within that unit.

What is collective bargaining?

Collective bargaining negotiation between labor unions and corporate employers is a specialized area in the field of general negotiations. However, the underlying legal and relationship aspects make these areas distinct.

How has the commercial landscape become competitive?

The commercial landscape has become increasingly competitive, with customers increasingly trying to commodities offerings to force discounting. Take your sales career to the next level by learning how to consistently close bigger deals in less time at higher margins.

What is state and local government?

State and local government personnel are under state public sector bargaining laws. Under the applicable statutes, employees have the right to organize and to select exclusive bargaining agents. These agents negotiate collective agreements defining their wages, hours, and working conditions.