Employee Relation Report Submitted to: Dean Horsman‚ Paul Dix Date: 20th December 2011 Abstract: The report gives a concise analysis of employee relation concepts like ER policies‚ management styles‚ workplace harmonisation‚ collective bargaining and analysis of trade union with respect to the employees and organisations. Starting with a brief introduction‚ it continues to talk about the labour unions and its process of reorganisation. It gives various drawbacks and benefits of union
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passage of the NLRA‚ employers had been free to spy on‚ interrogate‚ discipline‚ discharge‚ and blacklist union members. Reversing years of federal opposition‚ the statute guaranteed the right of employees to organize labor unions‚ to engage in collective bargaining‚ and to take part in strikes. The act also created a National Labor Relations Board (NLRB) to arbitrate deadlocked labor-management disputes‚ guarantee democratic union elections‚ and penalize unfair labor practices by employers. The law
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Class 3 Anti-trust Laws Nature and Purposes of the Antitrust Laws * Prohibits agreements and collective action that unreasonably restrain trade. [section1] * Prohibits monopolization and attempted monopolization [section 2] * Purpose is to preserve a competitive marketplace and protect consumer welfare. NCAA v. Board of Regents of University of Oklahoma * S.C. established an analytical framework for applying antitrust law to the sports industry. * The “competition itself”
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the employer and his workmen. * Collective Bargaining All negotiations which take place between one or more employers or employers’ organizations on the one hand‚ and one or more workers’ organizations on the other‚ for determining working conditions and terms of employment or for regulating relations between employers and workers. Collective bargaining concept can be viewed from three perspectives – the ‘market’ perspective‚ which views collective bargaining as the means by which labour is bought
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and safety worker training; system to detect threats to health and safety; access to bathrooms and potable water 4. Freedom of Association and Right to Collective Bargaining: Respect the right to form and join trade unions and bargain collectively; where law prohibits these freedoms‚ facilitate parallel means of association and bargaining 5. Discrimination: No discrimination based on race‚ caste‚ origin‚ religion‚ disability‚ gender‚ sexual orientation‚ union or political affiliation‚ or
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ESSAY PLAN: Argue whether collective bargaining and a strong role for unions are constructive to organisations in today’s economic conditions. This essay is based on collective bargaining and strong role for unions in today’s economic conditions. The essay begins by explaining what collective bargaining and trade unions are‚ providing relevant examples within the context. The essay also highlights the importance of collective bargaining in today’s organisation. An argument has been made providing
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adhere to the Equal Employment Opportunity law in hiring and promoting workers. The management at Ford Motor Company must follow contract laws in that the company has signed a labor contract with the union. Employees should have the right to have a bargaining agent and The National Labor Relations Act of 1935
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Review Most Important Readings: * Yates - Collective Bargaining * Freeman- What Workers Want * Sweet and Meiksins - Globalization * Scott reading on free trade Major Themes: 1. Government‚ Politics and Labor Unions 2. Collective Bargaining 3. Globalization and Free Trade 1. Government and Labor Unions Workers and labor unions can achieve change either in the economic arena (unionizing and collective bargaining) or in the governmental arena. Over the past 75 years
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evidence from both parties‚ and declares an award. Interest and Rights Arbitration Interest arbitration is a process by which the issues are not resolved in bargaining between the employer and the union may be presented to an impartial arbitrator for final resolution. Interest arbitration is a mechanism that can resolve a bargaining dispute. An impartial third party arbitrator is hired when the employer and union becomes stagnant on the
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decision. They should therefore address firs the problem on Labor relation. As they settle this they might get suggestions and comments from employees that they can use to address the problem in waste management and other major hazards. Through bargaining with employee‚ they may now also examine the need of training for workers. Lastly they can address the problem on recruitment and selection of new employees or the need to hire new workers. 2. How should Cruz present them to the company
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