Meredith Sterrett Case Study
One of the conditions that a supervisor cannot do is to interfere with restrain, or coerce employees in the exercise of their rights to organize, bargain collectively, and engage in other activities for their mutual aid or protection. In the case of Meredith Sterrett, she established a paper trail to terminated a union sympathizer under the premise of poor performance. Management cannot interfere with the formation or administration of any labor organization. According to this case, Meredith told an employee that if a customer service rep of America showed up at her installation, she would call the cops and have him arrested for trespassing.
Management shouldn’t discriminate with regard to hiring or tenure or conditions of employment. Meredith
refused to hire a black female applicant because both of her parents were members of a union and she also fired an employee because she found out he was a paid union organizer. The employer should negotiate with the union after being recognized. Under good-faith bargaining, the following events should take place. Meeting for purposes of negotiating the contract and schedule. The realistic proposal is submitted. Reasonable counterproposals are offered and each party signs the agreement once I have been completed (Bernardin & Russell, 2013).
Despite the laws that protect workers, there are places where employees cannot experiment their rights at work because some businesses have manage how to convince their employees to maintain a union-free environment. There are employees want to be part of a union, but they afraid to ask someone that they want to be part of unions. U.S. workers have much more difficulty in exercising their right to freely join and form unions and participate in collective bargaining, in large part due to ill-restrained employer opposition (Bernardin & Russell, 2013).
One of the manager's role is the persuade and convince their employees to not engage in unions, but in order to convince them, the employer needs to improve or modify their benefits package in a way that motivates employees not to consider a union at their workplace. Strategies such as written communication, meeting to avoid any thoughts of unionization. At my workplace, every time the manager held a meeting, he always addresses the importance of staying as a union free organization. Sometimes union can create a hostile environment instead of being the solution for the employee's Unions also can engage in concerted activities, such as strikes or work to rule, that can raise the cost to the firm of employing organized workers relative to nonunion ones”(Gittleman & Kleiner, 2016).
Management shouldn’t discriminate with regard to hiring or tenure or conditions of employment. Meredith
refused to hire a black female applicant because both of her parents were members of a union and she also fired an employee because she found out he was a paid union organizer. The employer should negotiate with the union after being recognized. Under good-faith bargaining, the following events should take place. Meeting for purposes of negotiating the contract and schedule. The realistic proposal is submitted. Reasonable counterproposals are offered and each party signs the agreement once I have been completed (Bernardin & Russell, 2013).
Despite the laws that protect workers, there are places where employees cannot experiment their rights at work because some businesses have manage how to convince their employees to maintain a union-free environment. There are employees want to be part of a union, but they afraid to ask someone that they want to be part of unions. U.S. workers have much more difficulty in exercising their right to freely join and form unions and participate in collective bargaining, in large part due to ill-restrained employer opposition (Bernardin & Russell, 2013).
One of the manager's role is the persuade and convince their employees to not engage in unions, but in order to convince them, the employer needs to improve or modify their benefits package in a way that motivates employees not to consider a union at their workplace. Strategies such as written communication, meeting to avoid any thoughts of unionization. At my workplace, every time the manager held a meeting, he always addresses the importance of staying as a union free organization. Sometimes union can create a hostile environment instead of being the solution for the employee's Unions also can engage in concerted activities, such as strikes or work to rule, that can raise the cost to the firm of employing organized workers relative to nonunion ones”(Gittleman & Kleiner, 2016).