HW 2: pg. 116-117 Q’s 1-3 (due Apr.5th) 1. As arbitrator‚ what would be your award and opinion in this arbitration? My award and opinion as an arbitrator would be to be in accordance with the union’s position. The grievant could have committed any type of irresponsible actions or any discrepancies‚ there is no way to prove it‚ and the fault for setting up such system where the guilty cannot be proven was made by the employer. Therefore‚ in this case‚ the grievant does not belong inside
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Compare and contrast the similarities and differences between work and employment relations in the fast food industry in Singapore with work and employment relations in the fast food industries in Germany and the United States. How would you explain those similarities and differences between Singapore and the other two countries? Introduction The fast food industry‚ and McDonald’s in particular‚ have come to be regarded as emblematic of a new global culture (Leidner‚ 2002‚ pg 8). McDonald’s operates
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Title: The effectiveness of the current labor relations system Course: Labor and Management Relations The current labor relations system has its strengths and weaknesses. It can work well within the workplace‚ but the system has barriers that can create issues with resolving disputes within it. Unions and management often are able to negotiate provisions peacefully in the labor agreement to allow such things as medical and dental insurance‚ shift differential pay‚ pensions‚ employee stock
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Russell‚ 2013‚ p.349). The National Labor Relations Act (NLRA)‚ also widely known as the Wagner Act‚ was a law established during the great depression era during the year 1935. As such‚ these laws recognized from a formal perspective of worker’s rights to collectively bargain with representatives of their choice. (Barnardin & Russell‚ 2013). Additionally‚ these laws provided for employees and rights to oppose what was perceived real or imagined as unfair labor practices and policies by the employer
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FINAL EXAMINATION Park University (Internet) MG 420 Labor Relations Instructor: William R Mueller Multiple Choice (2 points each) 1. In the United States‚ the concept that employees are entitled to a voice in the workplace because it is consistent with the fundamental doctrine of our political system is known as: a. exclusive representative b. Industrial democracy c. Participative management d. Critical industrial relations Ch. 1‚ p. 9 2. Which of the following is not considered
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National labor relations act was passed in the year of 1935 to protect employees‚ and employers from creating interferences in each other’s paths via collective bargaining ( website ). For that very reason this law “is the declared policy of the United States”. Many years later the continuing wisdom and vitality of the declared policy seems to be questioned by one and all. When it comes to the continuing wisdom of the policy it is good to continue for it allows the formation and continuation
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The term ‘Industrial Relations’ refers to all types of relationships between various parties concerned with the industry‚ starting from relation in the government with owners and ending at employers with employees. In between there is influence of employers and its associations on employees and their trade unions‚ economic conditions of the state as well as particular industry environment. All these factors put pressure on the Industrial Relations in India and new problems emerge as the state and
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The National Labor Relations Act of 1935 is a foundational statute of United States labor law which guarantees basic rights of private sector employees to organize into trade unions‚ engage in collective bargaining for better terms and conditions at work‚ and take collective action including strike if necessary. The act also created the National Labor Relations Board‚ which conducts elections that can require employers to engage in collective bargaining with labor unions . The Act does not apply
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IN MANAGING EMPLOYMENT RELATIONS 1. The impact of employment law at the start of the employment relationship. Employment Relations is defined by David Farnham (2000: xxiii) as “that part of managing people that enables competent managers to balance‚ within acceptable limits‚ the interests of employers as buyers of labour services and those of employees as suppliers of labour services in the labour market and workplace”. The impact of employment law at the start of the employment relationship
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SUPPORTING GOOD PRACTICE IN MANAGING EMPLOYMENT RELATIONS 1. Describe 4 factors‚ 2 internal and 2 external‚ which impact on the employment relationship. Employment Relations is defined by David Farnham as “that part of managing people that enables competent managers to balance‚ within acceptable limits‚ the interests of employers and those of employees in the labour market and workplace”. The employment relationship is affected by: External Factors: Economy The level of economy affects
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