Human Resource Management
HUMAN RESOURCE MANAGEMENT
Application Case 15-1
The Union’s Demand for Recognition and Bargaining Rights
The Union’s Demand for Recognition and Bargaining Rights After reading Application Case 15-1 and the material in Chapter 15, the following questions were discussed;
1. Evaluate the various claims made by the union and counterclaims made by the company regarding the charges of unfair labor practices. Which of the arguments are most persuasive?
2. Was the statement by Nord to Snow on the date of the representational election a threat or a legitimate prediction and personal opinion protected by the free speech provisions of the act? Why, or why not?
3. Was the company obligated to accept the union’s majority status claim on the basis of the authorization cards submitted by the union? Explain your answer.
4. If the company is found to have violated the act, what would be the appropriate remedy: a bargaining order or a new election? Explain your answer.
I begin my discussion with question number one.
1) Evaluate the various claims made by the union and counterclaims made by the company regarding the charges of unfair labor practices. Which of the arguments are most persuasive?
From the claims made by both the union and the company, l believe that the union had a stronger case than the company since some of the claims they had against the company were in line with the LMRA act under the section of unfair labor practices section 8(a). They claimed the following had been done:
The company repeatedly interrogated the employees concerning their union activities; this is evidenced in the case when the company’s maintenance supervisor talked to some of the employees asking them about the union’s visit. He telephoned George Thompson, talked to Alice Coleman, he interrogated Theo Ewing and also Gloria Greer. Indirect threats were made to the employees regarding deprivation of benefits with
Application Case 15-1
The Union’s Demand for Recognition and Bargaining Rights
The Union’s Demand for Recognition and Bargaining Rights After reading Application Case 15-1 and the material in Chapter 15, the following questions were discussed;
1. Evaluate the various claims made by the union and counterclaims made by the company regarding the charges of unfair labor practices. Which of the arguments are most persuasive?
2. Was the statement by Nord to Snow on the date of the representational election a threat or a legitimate prediction and personal opinion protected by the free speech provisions of the act? Why, or why not?
3. Was the company obligated to accept the union’s majority status claim on the basis of the authorization cards submitted by the union? Explain your answer.
4. If the company is found to have violated the act, what would be the appropriate remedy: a bargaining order or a new election? Explain your answer.
I begin my discussion with question number one.
1) Evaluate the various claims made by the union and counterclaims made by the company regarding the charges of unfair labor practices. Which of the arguments are most persuasive?
From the claims made by both the union and the company, l believe that the union had a stronger case than the company since some of the claims they had against the company were in line with the LMRA act under the section of unfair labor practices section 8(a). They claimed the following had been done:
The company repeatedly interrogated the employees concerning their union activities; this is evidenced in the case when the company’s maintenance supervisor talked to some of the employees asking them about the union’s visit. He telephoned George Thompson, talked to Alice Coleman, he interrogated Theo Ewing and also Gloria Greer. Indirect threats were made to the employees regarding deprivation of benefits with
References: Fortado B. Unfair Labor Practices (ULPs) MAN 4401/6411 Labor Relations University of North Florida, http//www.unf.edu/-bfortado/labor4401/lecture4.doc Ivancevich, J. M. (2010). Human resource management 11th edition, New York, NY: McGraw- Hill. Pg 503-505