The document discusses proposed changes to US labor laws under the Employee Free Choice Act (EFCA) and RESPECT Act that would make it easier for employees to unionize. Specifically, it summarizes that EFCA would eliminate secret ballot elections and instead allow unions to be certified solely based on authorization cards signed by a majority of employees, as well as impose binding arbitration if a union contract is not negotiated within 90 days. It also discusses strategies for employers to prevent unionization in the changing political climate.
This document provides information about preventing unionization in the workplace. It discusses early signs of union activity, preparing an effective anti-union campaign, and actions employers should take in response to specific union organizing scenarios. The document emphasizes winning union elections and avoiding mistakes through proper training and swift action against early union activity.
This chapter discusses labor relations and collective bargaining in the United States. It covers the history of the American labor movement and major pieces of labor legislation. It also describes the union organizing process, including employer responses, union activities during organizing drives, and NLRB elections. Additionally, it addresses collective bargaining, including what is bargained, impasses and dispute resolution processes, and different types of strikes and grievance procedures.
The document discusses an ADR plan for resolving workplace conflicts at XXX pharmaceutical company. It provides an overview of XXX, including that it has approximately 285 employees and a union presence. It examines XXX's current dispute resolution policies and procedures, finding that it encourages internal resolution and binding arbitration if needed. It interviews the HR director, who details the internal resolution process and goals of preventing conflicts and resolving them quickly. It provides recommendations to increase transparency of the process and establish clearer guidelines for handling complaints and investigations.
This document discusses the U.S. Department of Labor and provides background information on concerns of American workers. It lists eight common concerns of American workers, including maintaining a standard of living with rising costs, workplace safety, job security, advancement opportunities, discrimination, communication issues, human resources policies, and benefits beyond pay like healthcare and retirement. The document requires the reader to contact a local labor union to learn about the issues most important to them and how the organization is structured. It also defines key concepts related to labor unions like collective bargaining, negotiation, union and open shops, grievance procedures, and strikes.
The document lists examples of employer violations during a union organizing campaign. Some examples include using work assignments to discriminate against union supporters, threatening to take away benefits if employees unionize, surveilling union meetings, promising benefits to reject the union, and threatening employees or coercing them to influence their vote. Employees are advised to contact their union representative if they experience any of these violations.
The document discusses proposed changes to US labor laws under the Employee Free Choice Act (EFCA) and RESPECT Act that would make it easier for employees to unionize. Specifically, it summarizes that EFCA would eliminate secret ballot elections and instead allow unions to be certified solely based on authorization cards signed by a majority of employees, as well as impose binding arbitration if a union contract is not negotiated within 90 days. It also discusses strategies for employers to prevent unionization in the changing political climate.
This document provides information about preventing unionization in the workplace. It discusses early signs of union activity, preparing an effective anti-union campaign, and actions employers should take in response to specific union organizing scenarios. The document emphasizes winning union elections and avoiding mistakes through proper training and swift action against early union activity.
This chapter discusses labor relations and collective bargaining in the United States. It covers the history of the American labor movement and major pieces of labor legislation. It also describes the union organizing process, including employer responses, union activities during organizing drives, and NLRB elections. Additionally, it addresses collective bargaining, including what is bargained, impasses and dispute resolution processes, and different types of strikes and grievance procedures.
The document discusses an ADR plan for resolving workplace conflicts at XXX pharmaceutical company. It provides an overview of XXX, including that it has approximately 285 employees and a union presence. It examines XXX's current dispute resolution policies and procedures, finding that it encourages internal resolution and binding arbitration if needed. It interviews the HR director, who details the internal resolution process and goals of preventing conflicts and resolving them quickly. It provides recommendations to increase transparency of the process and establish clearer guidelines for handling complaints and investigations.
This document discusses the U.S. Department of Labor and provides background information on concerns of American workers. It lists eight common concerns of American workers, including maintaining a standard of living with rising costs, workplace safety, job security, advancement opportunities, discrimination, communication issues, human resources policies, and benefits beyond pay like healthcare and retirement. The document requires the reader to contact a local labor union to learn about the issues most important to them and how the organization is structured. It also defines key concepts related to labor unions like collective bargaining, negotiation, union and open shops, grievance procedures, and strikes.
The document lists examples of employer violations during a union organizing campaign. Some examples include using work assignments to discriminate against union supporters, threatening to take away benefits if employees unionize, surveilling union meetings, promising benefits to reject the union, and threatening employees or coercing them to influence their vote. Employees are advised to contact their union representative if they experience any of these violations.
January 2011 - Business Law & Order - Mark HeuselAnnArborSPARK
Hiring practices; Employees vs Independent Contractors; Wage & Hour Issues; Discrimination Issues; Whistleblower protection; Best practices
Mark Heusel is a Member of Dickinson Wright, PLLC’s Ann Arbor office. Dickinson Wright is a international law firm with offices in Michigan, Washington D.C., Nashville, Phoenix, Las Vegas and Toronto. Mr. Heusel works with companies in a variety of circumstances in the commercial litigation and employment law areas. He has substantial experience in advising clients on a host of employment related issues, including litigation avoidance, human resource issues, discrimination and wrongful termination litigation, non-compete and trade secret matters, and business practices. He is also a frequent lecturer and author on these issues and when necessary, a vigorous litigator.
Chapter 10 - Communicating and Informatiion Technologydpd
The document discusses organizational communication, the communication process, and information technology. It describes the three ways communication flows through organizations, lists the steps in the communication and message-sending processes, and defines key terms like information, information technology, data, and different types of information systems. It also provides examples of information networks and e-commerce models like business-to-business, business-to-customer, and peer-to-peer.
This document provides an overview of employment law basics for manager training. It discusses discrimination laws, harassment, the Family and Medical Leave Act, the Americans with Disabilities Act, and documentation best practices. The presentation aims to help managers recognize applicable state and federal employment laws to promote a productive work environment and avoid liability.
Equity theory proposes that individuals judge the fairness of their outcomes and inputs relative to the outcomes and inputs of others. When individuals perceive inequity, they may feel distressed and be motivated to restore equity.
The case study examines issues with executive compensation at a large bank. Equity theory suggests executives likely compared their compensation to others inside and outside the company. However, the board failed to properly consider all relevant referents when setting pay. This likely led to perceptions of inequity.
Procedural justice principles also were not fully followed in determining compensation. To promote motivation and fairness, organizations should structure executive pay to link it to firm performance while avoiding a focus only on short-term gains. Government intervention in compensation risks
Chapter 16 Employee Rights and DisciplineRayman Soe
1. The document discusses employee rights and discipline, including statutory rights, contractual rights, employment-at-will, and exceptions.
2. It covers due process and just cause for employee discipline or termination. Alternative dispute resolution methods are also discussed.
3. Employee privacy rights regarding records and monitoring are summarized. Access, correction of records, and restrictions on sharing information are addressed.
How to Provide the Best Harassment Training to Your Workforce: A Practical Ov...Kendal Peterson
This interactive webinar is an ideal overview of harassment training laws and harassment trends for employers located all over the country.
2011 is a harassment prevention “re-train” year for most California employers. The state’s strict training law, AB 1825, requires any organization that does business in California, and that has more than 50 employees, to provide 2 hours of anti-harassment training to all California supervisors, every 2 years. The California law has had a profound effect on organizations across the country.
The document provides guidance on starting a new not-for-profit organization. It discusses understanding the local environment and market to determine if an area is suitable. Key steps include approaching large local organizations and networking groups to find potential members, preparing a project plan and budget, and organizing an introduction event to generate interest. The document recommends having at least 5 core group members to fill essential roles like president and secretary. When the new group meets, topics to discuss include the organization's mission, types of activities members will be involved in, and required leadership positions. Ongoing support for the new chapter for 6 months is also advised.
Executive compensation continues its movement towards performance pay as the standard. Compensation structures and proxy disclosures are more and more complex. Investors and proxy advisors continue to increase influence on compensation issues. This webinar examines executive compensation, including equity-based compensation plans and executive employment and severance agreements. The importance of disclosure, alignment of risk, and metrics is also examined. Practical guidance on pay-for-performance and supplemental pay definitions is provided. The panelists discuss the effect of the Dodd-Frank Act on executive compensation, including SEC regulations. Exchange rules are compared to applicable federal law. Best practices regarding executive compensation committees and regulatory requirements for those committees are examined. Shareholder advisory groups promulgate executive compensation related advisory policies for their institutional shareholder clients annually and these policies are also discussed. Issues regarding board composition and leadership structure issues are discussed in relation to executive compensation.
To view the accompanying webinar, go to: https://www.financialpoise.com/financial-poise-webinars/executive-compensation-2020/
This document provides guidance to managers on properly conducting corrective action with employees. It emphasizes the importance of documentation in avoiding wrongful termination lawsuits. The key points are:
1) Managers should follow a step-by-step corrective action process that includes informal and formal warnings documented using the FOSA+ system, which outlines the facts, objectives, solutions, actions, and overall efforts to help the employee succeed.
2) Proper documentation is critical because employment lawsuits often hinge on whether managers treated employees fairly and documented interactions appropriately. Without documentation, managers' memories may not be accurate in legal proceedings.
3) Following corrective action best practices helps improve employee performance and relations while protecting the company and managers
This document outlines the topics that will be covered in a course on employee benefits. It discusses how benefits are an important part of human resource management strategy and how they are used to attract, retain, and motivate employees. However, rising benefit costs are a challenge for employers. The course will examine issues like retirement plans, health insurance, legal compliance, measuring the value of benefits, and global models of providing benefits. It aims to help students analyze and improve benefit strategies.
Executive Compensation at Financial InstitutionsDavid Stone
This document discusses executive compensation at financial institutions. It provides context on the structure of executive compensation packages generally and how they have changed over time. While compensation structures are similar across industries, the document argues executive compensation at financial institutions should better account for risks to stakeholders beyond shareholders, as excessive risk-taking contributed to the global financial crisis. The crisis has spotlighted compensation at financial firms and led to reductions, especially for CEOs, though broader reform is still needed.
The document discusses executive compensation, including its purposes and typical elements. It aims to attract, retain, and motivate executives. Compensation usually includes salary, bonuses, stock options, and benefits. Critics argue CEO pay has increased much more than average workers' pay, with CEOs now earning 263 times a typical worker versus only 8 times in the 1950s. Questions are raised around using peer benchmarks and whether the government should regulate compensation. Performance-based pay may better motivate executives if tied closely to firm performance.
The document summarizes a role negotiation exercise between the personnel and finance departments of Bokaro Steel Plant. It describes the process which involved unfreezing biases through exercises, role negotiation discussions to understand expectations, and generating a final contract. It then discusses dialoguing with top management to gain their support for implementing the commitments and simplifying rules. The final contract addressed issues like poor record keeping, communication gaps, and inconsistent rules to improve coordination between the departments.
The document summarizes key aspects of the Labor Code of the Philippines. It establishes the National Labor Relations Commission to oversee labor relations and disputes. The Commission has a Chairman and 14 members, with 5 each nominated by worker and employer organizations. It can sit as a whole or in 5 divisions to handle cases from different regions. The Commission aims to promote collective bargaining, free trade unions, just industrial peace, and worker participation in decisions affecting their rights and interests.
The Essentials of HR and Labor Law. July 24, 2014. Philippines.PoL Sangalang
The Essentials of HR and Labor Law. Seminar. Slides. Presentation. Prepared and delivered by Atty. Apollo X.C.S. Sangalang. July 24, 2014. AIM Conference Center. Makati City. Metro Manila. Philippines.
Collective bargaining is a process between employers and employees to reach agreements on work conditions. It aims to reach collective agreements on issues like pay, hours, training, and safety. It involves negotiations between employee representatives and employers to determine employment conditions. The result is a collective bargaining agreement. The collective bargaining process involves five steps - preparing negotiation teams, discussing ground rules, proposing positions, bargaining details, and finalizing a settlement agreement.
The document provides an overview of labour law. It discusses how labour law mediates the relationship between workers, employers, unions and governments. It outlines key topics covered by labour law including working hours and conditions, leaves and holidays, children's employment, disputes, and equal employment practices. The document also gives a brief history of labour law and discusses international labour law and organizations like the ILO and WTO. It concludes by describing Pakistan's constitution in relation to labour rights and key labour laws and legislations in Pakistan.
The document discusses the legal position of strikes in Zimbabwe. It begins by defining different types of strikes and outlining justifications for the right to strike from international instruments and Zimbabwean law. While the Zimbabwean constitution mentions the right to collective job action, the law is unclear on the right to strike. There is no right to strike for public sector workers. For non-public sector workers, the Labour Relations Act provides for the right to strike but places many restrictions on it. As a result of these ambiguities and restrictions, the document concludes that the right to strike in Zimbabwe is unclear and not meaningfully protected.
January 2011 - Business Law & Order - Mark HeuselAnnArborSPARK
Hiring practices; Employees vs Independent Contractors; Wage & Hour Issues; Discrimination Issues; Whistleblower protection; Best practices
Mark Heusel is a Member of Dickinson Wright, PLLC’s Ann Arbor office. Dickinson Wright is a international law firm with offices in Michigan, Washington D.C., Nashville, Phoenix, Las Vegas and Toronto. Mr. Heusel works with companies in a variety of circumstances in the commercial litigation and employment law areas. He has substantial experience in advising clients on a host of employment related issues, including litigation avoidance, human resource issues, discrimination and wrongful termination litigation, non-compete and trade secret matters, and business practices. He is also a frequent lecturer and author on these issues and when necessary, a vigorous litigator.
Chapter 10 - Communicating and Informatiion Technologydpd
The document discusses organizational communication, the communication process, and information technology. It describes the three ways communication flows through organizations, lists the steps in the communication and message-sending processes, and defines key terms like information, information technology, data, and different types of information systems. It also provides examples of information networks and e-commerce models like business-to-business, business-to-customer, and peer-to-peer.
This document provides an overview of employment law basics for manager training. It discusses discrimination laws, harassment, the Family and Medical Leave Act, the Americans with Disabilities Act, and documentation best practices. The presentation aims to help managers recognize applicable state and federal employment laws to promote a productive work environment and avoid liability.
Equity theory proposes that individuals judge the fairness of their outcomes and inputs relative to the outcomes and inputs of others. When individuals perceive inequity, they may feel distressed and be motivated to restore equity.
The case study examines issues with executive compensation at a large bank. Equity theory suggests executives likely compared their compensation to others inside and outside the company. However, the board failed to properly consider all relevant referents when setting pay. This likely led to perceptions of inequity.
Procedural justice principles also were not fully followed in determining compensation. To promote motivation and fairness, organizations should structure executive pay to link it to firm performance while avoiding a focus only on short-term gains. Government intervention in compensation risks
Chapter 16 Employee Rights and DisciplineRayman Soe
1. The document discusses employee rights and discipline, including statutory rights, contractual rights, employment-at-will, and exceptions.
2. It covers due process and just cause for employee discipline or termination. Alternative dispute resolution methods are also discussed.
3. Employee privacy rights regarding records and monitoring are summarized. Access, correction of records, and restrictions on sharing information are addressed.
How to Provide the Best Harassment Training to Your Workforce: A Practical Ov...Kendal Peterson
This interactive webinar is an ideal overview of harassment training laws and harassment trends for employers located all over the country.
2011 is a harassment prevention “re-train” year for most California employers. The state’s strict training law, AB 1825, requires any organization that does business in California, and that has more than 50 employees, to provide 2 hours of anti-harassment training to all California supervisors, every 2 years. The California law has had a profound effect on organizations across the country.
The document provides guidance on starting a new not-for-profit organization. It discusses understanding the local environment and market to determine if an area is suitable. Key steps include approaching large local organizations and networking groups to find potential members, preparing a project plan and budget, and organizing an introduction event to generate interest. The document recommends having at least 5 core group members to fill essential roles like president and secretary. When the new group meets, topics to discuss include the organization's mission, types of activities members will be involved in, and required leadership positions. Ongoing support for the new chapter for 6 months is also advised.
Executive compensation continues its movement towards performance pay as the standard. Compensation structures and proxy disclosures are more and more complex. Investors and proxy advisors continue to increase influence on compensation issues. This webinar examines executive compensation, including equity-based compensation plans and executive employment and severance agreements. The importance of disclosure, alignment of risk, and metrics is also examined. Practical guidance on pay-for-performance and supplemental pay definitions is provided. The panelists discuss the effect of the Dodd-Frank Act on executive compensation, including SEC regulations. Exchange rules are compared to applicable federal law. Best practices regarding executive compensation committees and regulatory requirements for those committees are examined. Shareholder advisory groups promulgate executive compensation related advisory policies for their institutional shareholder clients annually and these policies are also discussed. Issues regarding board composition and leadership structure issues are discussed in relation to executive compensation.
To view the accompanying webinar, go to: https://www.financialpoise.com/financial-poise-webinars/executive-compensation-2020/
This document provides guidance to managers on properly conducting corrective action with employees. It emphasizes the importance of documentation in avoiding wrongful termination lawsuits. The key points are:
1) Managers should follow a step-by-step corrective action process that includes informal and formal warnings documented using the FOSA+ system, which outlines the facts, objectives, solutions, actions, and overall efforts to help the employee succeed.
2) Proper documentation is critical because employment lawsuits often hinge on whether managers treated employees fairly and documented interactions appropriately. Without documentation, managers' memories may not be accurate in legal proceedings.
3) Following corrective action best practices helps improve employee performance and relations while protecting the company and managers
This document outlines the topics that will be covered in a course on employee benefits. It discusses how benefits are an important part of human resource management strategy and how they are used to attract, retain, and motivate employees. However, rising benefit costs are a challenge for employers. The course will examine issues like retirement plans, health insurance, legal compliance, measuring the value of benefits, and global models of providing benefits. It aims to help students analyze and improve benefit strategies.
Executive Compensation at Financial InstitutionsDavid Stone
This document discusses executive compensation at financial institutions. It provides context on the structure of executive compensation packages generally and how they have changed over time. While compensation structures are similar across industries, the document argues executive compensation at financial institutions should better account for risks to stakeholders beyond shareholders, as excessive risk-taking contributed to the global financial crisis. The crisis has spotlighted compensation at financial firms and led to reductions, especially for CEOs, though broader reform is still needed.
The document discusses executive compensation, including its purposes and typical elements. It aims to attract, retain, and motivate executives. Compensation usually includes salary, bonuses, stock options, and benefits. Critics argue CEO pay has increased much more than average workers' pay, with CEOs now earning 263 times a typical worker versus only 8 times in the 1950s. Questions are raised around using peer benchmarks and whether the government should regulate compensation. Performance-based pay may better motivate executives if tied closely to firm performance.
The document summarizes a role negotiation exercise between the personnel and finance departments of Bokaro Steel Plant. It describes the process which involved unfreezing biases through exercises, role negotiation discussions to understand expectations, and generating a final contract. It then discusses dialoguing with top management to gain their support for implementing the commitments and simplifying rules. The final contract addressed issues like poor record keeping, communication gaps, and inconsistent rules to improve coordination between the departments.
The document summarizes key aspects of the Labor Code of the Philippines. It establishes the National Labor Relations Commission to oversee labor relations and disputes. The Commission has a Chairman and 14 members, with 5 each nominated by worker and employer organizations. It can sit as a whole or in 5 divisions to handle cases from different regions. The Commission aims to promote collective bargaining, free trade unions, just industrial peace, and worker participation in decisions affecting their rights and interests.
The Essentials of HR and Labor Law. July 24, 2014. Philippines.PoL Sangalang
The Essentials of HR and Labor Law. Seminar. Slides. Presentation. Prepared and delivered by Atty. Apollo X.C.S. Sangalang. July 24, 2014. AIM Conference Center. Makati City. Metro Manila. Philippines.
Collective bargaining is a process between employers and employees to reach agreements on work conditions. It aims to reach collective agreements on issues like pay, hours, training, and safety. It involves negotiations between employee representatives and employers to determine employment conditions. The result is a collective bargaining agreement. The collective bargaining process involves five steps - preparing negotiation teams, discussing ground rules, proposing positions, bargaining details, and finalizing a settlement agreement.
The document provides an overview of labour law. It discusses how labour law mediates the relationship between workers, employers, unions and governments. It outlines key topics covered by labour law including working hours and conditions, leaves and holidays, children's employment, disputes, and equal employment practices. The document also gives a brief history of labour law and discusses international labour law and organizations like the ILO and WTO. It concludes by describing Pakistan's constitution in relation to labour rights and key labour laws and legislations in Pakistan.
The document discusses the legal position of strikes in Zimbabwe. It begins by defining different types of strikes and outlining justifications for the right to strike from international instruments and Zimbabwean law. While the Zimbabwean constitution mentions the right to collective job action, the law is unclear on the right to strike. There is no right to strike for public sector workers. For non-public sector workers, the Labour Relations Act provides for the right to strike but places many restrictions on it. As a result of these ambiguities and restrictions, the document concludes that the right to strike in Zimbabwe is unclear and not meaningfully protected.
Chapter 14 The Dynamics of Labor RelationsRayman Soe
This chapter discusses labor unions and the laws governing labor relations. It covers the major federal laws that provide the framework for labor relations such as the Railway Labor Act, the Norris-LaGuardia Act, the Wagner Act, the Taft-Hartley Act, and the Landrum-Griffin Act. The chapter describes the process of union organization, collective bargaining, and contract administration. It also examines the roles and strategies of unions and employers in labor relations.
41920161Competencies1.Describe the reasons employe.docxpriestmanmable
4/19/2016
1
Competencies
1.Describe the reasons employees join unions, and analyze the
statistics and trends of union membership.
2.Explain the goals and content of major U.S. legislation affecting
labor relations.
3.Define craft and industrial unions, and outline the sequence of
events in organizing and certifying or decertifying a union.
4.Describe how unions are adapting and changing as they look
to the future.
Managing Hospitality Human Resources
Chapter 10: Labor Unions
SOLIDARITY!
Unionization in the Hospitality Industry
• Unions
– Organizations comprised of employees who act together to promote and protect their mutual interests through collective bargaining.
• Labor contract (CBA)
– A written agreement covering a specific time that spells out management’s expectations for employees, and limits to management’s authority
Reasons Employee Join Unions
• They believe unions will help them accomplish
goals such as economic security
• They are dissatisfied with current job conditions,
e.g., layoffs
• They are dissatisfied with management, i.e., not
pay
• Employees often believe that union
representation will increase their control over the
workplace and protect them from unfair and
abusive managers
Statistics and Trends
• Union membership peaked in 1945
– With 35.8 percent of the non-agricultural work force in the
U.S. belonging to unions
• % of the work force belonging to unions has steadily
declined since 1945
– by 2009 it was 12.3 percent.
Why???
• Recent growth in membership
– public employees and teachers
Statistics and Trends (continued)
• Today, over 1/2 of unionized workers in the US (7.9
million) work for local, state, or federal government
• Union certification and decertification elections in
the hospitality indicate current decline in
membership will continue.
• Hotel Unionization most common in 12 states
– California, Pennsylvania, New York, Nevada, Washington,
Illinois, Ohio, Hawaii, New Jersey, Florida, Michigan, and
Massachusetts
• Restaurant Unionization most common in 8 states
– California, Pennsylvania, New York, Washington, Illinois,
Ohio, Michigan, and Oregon.
4/19/2016
2
Legislation Affecting Labor Relations
• The Wagner Act
• The Taft-Hartley Act
• The Landrum-Griffin Act
• The Civil Service Reform Act
• Worker Adjustment and Retraining
Notification Act (WARN)
The Wagner Act
• Gave employees the legally protected rights to
organize, strike, and engage in collective bargaining
through an elected representative.
• Created National Labor Relations Board (NLRB)
which prohibits employers from:
1. Interfering with or coercing employees to discourage
them from forming or joining unions
2. Attempting to dominate or influence the operation of
unions
3. Discriminating based on union membership or activity
4. Retaliating against employees who file unfair labor
practice charges with the NLRB
5. Failing to bargain in good faith
The Taft-Hartley Act
• In 1947, th.
This document summarizes a chapter about union/management relations. It discusses the nature of unions and why employees join them. It describes the decline in union membership in the US and reasons for this. Key acts that make up the US labor code are outlined, as are the typical processes of unionization and collective bargaining. Grievance procedures and their importance to employers are also discussed at a high level.
The document discusses key aspects of labor relations and collective bargaining. It covers topics like union organizing drives, NLRB elections, collective bargaining processes, grievance procedures, and different types of strikes and bargaining items. Specifically, it provides details on the aims of unions in improving wages and working conditions, the types of union security arrangements, employer responses to organizing activities, and the roles and duties of supervisors and NLRB hearing officers during union elections.
Dessler ch 15-labor relations and collective bargainingShamsil Arefin
This PowerPoint presentation covers key topics in labor relations and collective bargaining, including:
1. It discusses the history of the American labor movement and major pieces of labor legislation.
2. It explains the union organizing process, including employer responses, union activities during organizing drives, and the NLRB election process.
3. It describes the collective bargaining process, including good faith bargaining, categories of bargaining items, resolving impasses through mediation or strikes, and grievance procedures.
4. Key terms related to labor relations and collective bargaining are defined.
The document discusses unions and the unionized workplace. It explains that unions give workers collective bargaining power to negotiate wages, benefits, and working conditions with employers. The document outlines some of the key strengths of unionized workplaces, such as stability and union contracts, but also notes potential drawbacks such as extra communication time needed and some workers taking advantage of union rules. It also briefly discusses non-unionized workplaces and their strengths, such as flexibility and lack of strikes.
The document discusses trade unions under Indian law. It defines a trade union as any combination of workers formed primarily to regulate relations between employers and employees. A trade union must be registered and have a minimum number of members engaged in a particular industry. Registration provides legal status and benefits like the ability to own property and sue others. The rules of a trade union must address matters like membership, leadership, finances, and dissolution. Advantages of trade unions are outlined for workers, employers and society as a whole, such as better wages and working conditions for workers and industrial peace for employers. Challenges faced by Indian trade unions include political divisions and a lack of democratic practices in some unions.
This document provides an overview of key topics related to labor relations and collective bargaining. It begins with a brief history of the American labor movement and then discusses major pieces of labor legislation, the union organizing process, unfair labor practices, collective bargaining, and what constitutes good or bad faith bargaining. Examples and definitions are provided throughout to illustrate these labor relations concepts.
Union prevention training for operations and HR managers and supervisor. A detailed primer on recognizing union activity for what it is and how to prevent a successful organizing campaign. This is not "anti-union" but rather, pro-company in approach. The student will learn how a campaign begins, matures, and finishes and what happens after a campaign.
The document discusses the history and development of labor unions in the United States from the colonial period through modern times. It covers key events and legislation that impacted unions such as the Great Depression, World War II, the Taft-Hartley Act. The document also examines topics related to employment, wages, gender pay differences, and minimum wage.
The Slow Movement to Better Balance — Part 1 Lesson Topics· F.docxjoshua2345678
The Slow Movement to Better Balance — Part 1
Lesson Topics:
· Father of Capitalism
· National Labor Relations Act (NLRA)
· Fair Labor Standards Act (FLSA)
· Exceptions to Minimum Wage Mandate
· Overtime Pay
INTRODUCTION
In the prior lessons, we have discussed the ways in which businesses might find themselves liable in the employment arena for a variety of conduct. In Lesson Seven, we will discuss some much more fundamental changes in the law that have occurred in the last century as society has recognized the dangers of unchecked capitalism and the need for worker rights and protections.
Father of Capitalism
Adam Smith has been described as the “father of capitalism”. In the 18th century, he authored a seminal paper on the benefits capitalism, and although the years since then have brought with them some deviation from Smith’s ideas, his work is largely responsible for the modern laissez-faire capitalist economy which exists in America today. Smith’s underlying philosophy essentially proposes that the economy operates at optimal levels when the people are free to pursue their own individual economic self-interests. He posited that if people were uninhibited to make business decisions that maximized their own productivity and profitability, the economy would benefit from such efforts through increased competition and continual product specialization (Vision, 2006).
However, if Smith’s ideas were in any way errant, then it was because he failed to account for the fact that human selfishness, to the extent of ignoring the interests of others, would lead to abuse by those with power over those without. With that in mind, the American 20th century was to a large extent a slow, arduous evolution of worker rights and liberties, aimed at providing a governmental structure that balances the interests of private sector capitalism with the welfare of the society which it employs (Karlin, 2015).
LEARN MORE ABOUT ADAM SMITH
National Labor Relations Act (NLRA)
The National Labor Relations Act (NLRA) was passed in 1935 and was the first major step in securing the rights of workers, by giving them a legally protect voice to negotiate the terms of their own working circumstances (National Labor Relations Board, n.d.). Prior to the NLRA, it was perfectly legal for employers to use coercion, threats, and adverse employment action to quash any attempts at employee organizing for the purposes of collective bargaining.
The NLRA created the National Labor Relations Board, a government oversight agency which is responsible for the protection of worker rights to collective bargaining. Under the NLRA, employees have the right to create unions, join existing unions, negotiate with employers concerning work circumstances (pay, schedules, etc.), and even to strike or picket if the response of the employer in question is not to their satisfaction.
It is illegal under the NLRA for employers to:
· Prohibit union activities
· Use rewards or punishments in order to infl.
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Trade Union Freedom Fact Sheet Cnv InternationaalCNV Vakcentrale
The right to organise in trade unions is a fundamental labour and human right. Yet, in many countries, workers attempt many barriers to organizing. Although the right to organise in trade unions is a fundamental labour and human right. This is usually referred to as: The right to free association in trade unions. Additionally, every individual has the right to collective bargaining over employment conditions. These rights are laid down in national and international legislation and regulations. Such as the International Labour Organization (ILO) conventions, or OECD Guidelines for Multinational Enterprises.
Engaging in a meaningful dialogue
Why is trade union freedom so important? First, to improve labour conditions it is crucial to engage in a meaningful dialogue on factory, sectoral, and even national level. On behalf of their members. Independent trade unions negotiate with employers or their representatives on collective employment conditions, which subsequently are laid down in collective labour agreements. Such working conditions may refer to salary, remuneration, working hours and rest periods. Usually, individuals are not able to reach such agreements, where trade unions are successful.
This fact sheet has been developed for the WellMade project, a project designed to provide both people working in European fashion brands as well as procurement officers within companies and organisations with an understanding of the most important labour issues in the supply chain.
The partners would like to acknowledge the generous support of the European Union in making WellMade possible. This website reflects the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
More information:
http://www.wellmade.org
https://www.cnvinternationaal.nl/
Overview of the History and Status of Teachers’ UnionsJeremy Knight
Teachers’ unions are a powerful force in local, state, and federal politics, but Janus vs. the American Federation of State, County, and Municipal Employees (AFSCME) could change that. At the heart of this case is a key source of union revenue: agency fees.
Public sector unions, including teachers’ unions, collect revenue from the professionals they represent. From members, they collect membership dues that can be used for a wide range of activities, including political advocacy. In 22 states and D.C., unions can collect so-called “agency fees” from nonmembers. These fees are typically less than full membership dues and enable workers to opt out of supporting unions’ political activities while still supporting unions’ collective bargaining activities that benefit all workers.
If the Court overturns long-standing precedent and rules mandatory agency fees unconstitutional, it will likely have far-reaching effects on unions’ finances, and subsequently, on their power and influence. But to fully understand the potential effects of the Janus decision, it is necessary to first understand the history and current context in which teachers’ unions are operating. We created this slide deck to ensure that sector leaders, reporters, and commentators have a reliable resource to access this key information.
The deck begins with an overview of the history of public and private sector unions dating back to the early 1900s. It then provides a summary of the history and current status of teachers’ unions specifically: major successes related to collective bargaining, controversy and criticism surrounding their increasing political activities, and their response to the increasing accountability in federal education legislation. We then offer current data and information on the nation’s two largest teachers’ unions, including membership data, financial data, a description of their organizational structure and the services they provide, and an overview of recent activities including teacher strikes and walkouts. We conclude the deck by summarizing the Janus case and its potential impacts on teachers’ unions and offering questions yet to be answered about the future of teachers’ unions post-Janus.
This analysis offers an accurate and objective set of information to those wanting to inform their understanding of this historic case.
This document discusses wage policy and methods of wage fixation. It defines key concepts like minimum wage, fair wage, and living wage. The economic and social objectives of wage policy are outlined as full employment, economic stability, income security, fair labor standards, and protecting workers from inflation. In India, key legislations that shaped wage policy include the Payment of Wages Act, Minimum Wages Act, and Equal Remuneration Act. Methods of wage fixation discussed are legislation, wage boards, pay commissions, job evaluation, collective bargaining, and arbitration. Wage boards are tripartite bodies that examine factors to set wages while pay commissions fix government employee salaries. Job evaluation determines the relative value of jobs and collective bargaining involves employer-employee
This chapter discusses labor relations and collective bargaining. It covers the historical and legal context of unions in the United States. It describes the union organizing process and how unions are formed through authorization card campaigns and secret ballot elections overseen by the NLRB. The chapter also discusses collective bargaining between unions and management, including bargaining structures, items, and contract clauses. Procedures for resolving disputes like strikes and the grievance process are also outlined.
Legal Lay of the Land
The Labor Movement is Energized
Organizing Trends and Tactics
Reasons Employees Resort to Unionization
Union Organizing Early Warning Signs
The Anatomy of a Union Campaign
Prohibited Conduct During Organizing Campaign
What Management Can Say About Unions
Creating a Positive Operating Climate To Avoid Unionization Threats
Legal Lay of the Land
The Labor Movement is Energized
Organizing Trends and Tactics
Reasons Employees Resort to Unionization
Union Organizing Early Warning Signs
The Anatomy of a Union Campaign
Prohibited Conduct During Organizing Campaign
What Management Can Say About Unions
Creating a Positive Operating Climate To Avoid Unionization Threats
This document is a chapter about union-management relations from a human resources textbook. It contains the following key points:
1) It describes what unions are, why employees join unions, and several reasons for the decline in union membership in the US such as geographic and industrial changes.
2) It explains the major acts that make up the US National Labor Code governing unions and collective bargaining.
3) It outlines the typical process for unionization including authorization cards, bargaining units, and certification by the NLRB. It also describes the collective bargaining process and grievance procedures.
This document provides an overview of chapter 14 from a textbook on controlling productivity, quality, and safety. It begins with learning objectives for the chapter, which cover explaining concepts like productivity, quality control, and safety regulations. It then discusses topics like measuring and improving productivity, the history and tools of quality control like flowcharts and control charts, and the supervisor's role in quality and safety. Graphics include charts showing productivity growth and injury rates by industry. The overall document serves as instructional material on controlling key business operations.
This document provides an overview of chapter 12 from a textbook on skill development. The chapter covers managing conflict, stress, and time. It begins by listing the learning objectives, which include identifying causes of conflict, discussing conflict management styles, explaining principled negotiation, describing the costs and benefits of stress, explaining causes of stress, comparing Type A and Type B behaviors, discussing ways to cope with stress, and managing time effectively. The document then covers various topics related to the learning objectives through text, exhibits, and figures.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
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The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
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FIA officials brutally tortured innocent and snatched 200 Bitcoins of worth 4...jamalseoexpert1978
Farman Ayaz Khattak and Ehtesham Matloob are government officials in CTW Counter terrorism wing Islamabad, in Federal Investigation Agency FIA Headquarters. CTW and FIA kidnapped crypto currency owner from Islamabad and snatched 200 Bitcoins those worth of 4 billion rupees in Pakistan currency. There is not Cryptocurrency Regulations in Pakistan & CTW is official dacoit and stealing digital assets from the innocent crypto holders and making fake cases of terrorism to keep them silent.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
An introduction to the cryptocurrency investment platform Binance Savings.Any kyc Account
Learn how to use Binance Savings to expand your bitcoin holdings. Discover how to maximize your earnings on one of the most reliable cryptocurrency exchange platforms, as well as how to earn interest on your cryptocurrency holdings and the various savings choices available.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
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Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.