COLLECTIVE BARGAINING 1 Chapter Objectives Discuss whether or not an adversarial relationship exists between union and management. Explain labor-management relations and individual bargaining. Describe labor-management relations and collective bargaining. Explain the psychological aspects of collective bargaining. 2 Chapter Objectives (Continued) Describe the factors involved in preparing for negotiations. Explain typical bargaining issues. Describe the process of negotiating the
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operate as a liaison between labor and management. In smaller organizations a human resources manager knowledgeable about labor and employment law handles labor relations matters. Labor relations activities may include contract negotiations‚ employee grievances‚ arbitration and mediation. Every organization has a human resources department. The human resources department specializes in different areas including labor relations. Labor relations staff plays an integral part in the day-to-day operation
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ch14 Student: ___________________________________________________________________________ 1. Sometimes workers get together and form a union‚ an organization that does all the following except A. has the legal authority to represent workers B. can negotiate the terms and conditions of employment C. administers the collective agreement D. manages the company’s employee benefit plans on behalf of the workers E. collects dues from members 2. Unions are organizations that A. have the legal authority
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covered by law. The main aspects of employment that are covered by the law are. * Minimum wage * Hours worked * Discrimination * Health and safety * Holiday entitlement * Redundancy and dismissal * Training * Disciplinary procedures * Union rights and consultation List the main features of current employment legislation. The main features of current employment legislation * Equalities * Employment rights * Discrimination law * Health and
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period. It explains about holidays and how they work between staff and where you work as my company have three units in total and we can work in either one of them as it is explained in our contract. It explains about the disciplinary procedure and rules and how to follow grievance procedure and confidentiality. Bii The information that can be found on my pay slip are: Hours that I have worked that week Tax code ‚ tax deductions ‚my net pay my name and the date the money was paid. Biii The changes
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Peters replied‚ "I hope not too‚ because maybe I’ll call your supervisor and tell her you threatened me." The Police officer did in fact‚ within 5 days after the incident‚ report Leverington’s comment to Memorial Hospital. Memorial Hospital took disciplinary action against her for making the comment to the officer. They disciplined her by terminating Leverington from her job as a cardiac nurse there. Leverington sued the City (Memorial) and Officer Peters for violating her rights to free speech. Leverington
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answer (feel free to obscure any confidential information). There are many key points included n a contract of employment‚ however I believe the four main points are; Date employment commenced Duties and responsibilities Confidentiality Disciplinary procedures The date the employment commenced is important due to many jobs having probationary periods or temporary contract for one year before permanent employment commences‚ for example‚ The term of the employee’s employment hereunder (the
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have gathered are from books‚ journals‚ articles‚ and websites from TGI Friday and The Hard Rock Café. INTERVIEW QUESTIONS 1.1 Waiter/Waitress Question 1 Please explain why are you applying for this job? (Arduser and Brown‚ 2004). Answer Candidate should explain their interest and desire to be around people‚ to serve them‚ communicate and make their day. They should also relate some experience that is convincing where they have applied such enthusiasm to
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the matter with the senior nursery nurse within the room I am situated in. If the issue is not resolved‚ I should then raise the matter to my manager(s)‚ fully explaining the nature and extent of my grievance. I would then be invited to a meeting at a reasonable time and location‚ at which my grievance would be fully investigated. I would then be notified of the decision of the meeting in writing within ten working days of my meeting‚ which includes my right to appeal against the decision. If I
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As more and more women have entered the workforce in the last several decades‚ there has been a heightened awareness of the problem of sexual harassment. The recent rise of successful employee litigation in this area‚ combined with an extension of an employer’s liability for acts of its supervisors and often its rank-and-file employees‚ has created an area of serious concern to employers. This is particularly so given the record settlements by the Equal Employment Opportunity Commission (EEOC)
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