Due Process F B
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The document discusses due process protections for unionized workers under collective bargaining agreements. It states that due process is included to provide fair hearings for workers being evaluated or disciplined. It also notes that workers have the right to union representation if they are being investigated or asked to provide statements that could lead to discipline. The union steward's role is to represent employees and ensure their rights are protected under the agreement.
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This document outlines common anti-union tactics that bosses may use during a union organizing campaign. It lists arguments bosses make such as claiming the union is an outsider, will disrupt the workplace environment, only wants dues money, will make workers go on strike, will bankrupt the organization, and is corrupt. It advises workers that these tactics have been used repeatedly and stresses the importance of worker solidarity during an organizing effort.
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Employee relations’ refers to the collective relationships that an employer has with its employees. These relationships may be with the entire employee group, or with smaller groups within it, but they are always with groups of employees.
Employee relations is about the relationship between employees and employer that is conducted through communication with trade unions, staff associations
or representatives of employees, or directly with groups of employees.
The relationship an individual has with the employer, for example by agreeing, as an individual, to attend work and to be bound by disciplinary rules, is not employee relations’.
Our approach
We believe in a dynamic approach. Employee relations needs managing. We are neither pro- nor anti-union. However, if a trade union is an obstacle to a client’s objectives, we reckon it is better to make plans to overcome this than to accept the status quo. So we may recommend that the company set up other channels of communication; or reduce the influence of the union; or
enhance one union at the expense of another. If no union is recognised, we also draw up plans that promote the client’s objectives. This may mean winning the support of the workforce through initiatives to promote a helpful
dialogue, for example.
There are statutory requirements for collective action, such as to consult about redundancy, or to provide information. We ‘manage’ these activities, to retain control of the agenda, information and timescales, rather than passively apply the legislation.
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This document provides an overview of important topics related to employee and labor relations, including:
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2. Key human needs like physiological, social, and egoistic needs that employers should seek to satisfy to reduce maladjustment.
3. Collective bargaining as a process of negotiation between employer and employee representatives to reach agreements on employment terms.
4. Additional processes like grievance handling, disciplinary action, and third party resolutions that are used to manage disputes and ensure productive relationships between employers and employees/unions.
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The document discusses grievance procedures for resolving disputes between workers and management. It defines a grievance, outlines the purpose and steps of a grievance procedure, and provides guidance on writing and presenting grievances. Key points include that a grievance procedure provides an orderly process for handling disputes, outlines representation for workers, and includes provisions for arbitration if earlier steps do not resolve the issue.
Ir
This document discusses key concepts in industrial relations. It begins by defining industrial relations and noting that there is no single agreed upon definition. It discusses the main parties involved - management, workers, unions, and the state. The objectives of industrial relations are outlined as bringing about sound relations between employers and employees, facilitating production, safeguarding rights, achieving harmonious relations, and avoiding work stoppages. Discipline, grievance handling, and collective bargaining are examined as important functions in industrial relations.
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This document discusses grievances in the workplace. It begins by defining dissatisfaction, complaints, and grievances, with grievances being formally presented issues. Grievances are then defined as worker complaints regarding conditions like wages, work conditions, leave policies, and termination.
Features of grievances discussed include them arising from employment-related dissatisfaction, being based on real or perceived issues, and expectations not being fulfilled. Grievances can be factual, imaginary, or disguised. Common reasons for grievances include economic issues, work environment problems, issues with supervision, conflicts with coworkers, and organizational changes. The effects of unresolved grievances on production, employees, and managers are also outlined.
The
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This document discusses trade unions, their objectives, functions, and importance in industrial relations. It defines a trade union and explains that their primary purposes are to regulate relations between workers and employers, negotiate wages and conditions, and provide member services. The key functions of trade unions are militant functions like achieving higher pay and better work conditions, and fraternal functions like welfare measures and promoting growth. Finally, it provides examples of collective bargaining processes between trade unions and hotel management to resolve issues around reducing employee holidays and layoffs.
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Topic 1: Product Design
List and describe briefly the elements of Product Design. Select one and apply it to a product you would like to see created in the marketplace.
Topic 2: Service Design
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Topic 3: VCA, RBV, and SWOT Analyses
Discuss how you can use VCA, RBV, and SWOT analyses to gain a stronger sense of what might be a firm’s key building blocks are for a successful strategy.
Choose a Fortune 1000 company to demonstrate these aforementioned analyses.
Please remember to use APA citation (text and list references) to further validate your initial responses. Take time to review the responses of your classmates and provide your feedback.
Topic 4:
The concept of best practices is simple: Do not recreate the wheel.
For this week's Discussion, please research and find an article relating to best practices that you find truly interesting. Find a company or situation that created a best practice that others follow, or find a best practice that was implemented and proved effective, efficient, and innovative.
Answer the following questions relating to the article and your own experience with best practices:
Please describe the background for the article you researched and explain why this particular best practice scenario appealed to you. What did you learn from the situation that you could apply to your own life?
Best practices are for not only our professional lives, but our personal lives as well. Please describe a situation in your life that needed some type of improvement and, after observing someone else in a similar situation handle things differently, how you decided to implement your own best practice. Is this best practice still effective, or have you improved it?
Second exam
Continue Corporation ….
(Read about this take over on page 1087 important )
The difference of public company and private company is that public company’s shares are freely transferable and everyone can buy the shares from public market .
Merger of acquisiton - ( take over ) is the long process which is based on the decision of board of directors .
Poison pill – deters hostile takeover attempts by threatening the raider and its shareholders with severe dilutions in the value of the shares they hold
In the Paramount case – the acquired company is <Time> what decision did the directors of Time make , preservation , long term shareholders value,
If directors make a decision based on their interest rather than company’s interest , they will violate business judgment rule and will be held liable for that
If the company create a long run acquisition strategy and follow it that should be good in the court , in this case the time had long run strategy to expand their business . So they can accept the lower price but ...
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Unions bring people with common workplace issues together to advocate for improved conditions. By supporting unions, workers can have a voice on important job and family issues to make life better for themselves, their families, and co-workers. Unions work to address challenges facing modern families through affordable childcare, elder care, medical leave, and strive to implement ideas that help working people and bring prosperity through secure jobs and a voice in their industry.
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Management will tell employees to vote against unionization. They will claim the union cannot help employees and only wants dues money. However, the union would mean higher wages and benefits for employees, as well as protecting them from being fired without cause. Management also warns employees that the union will force them to strike, but in reality employees would need to vote for any strike to occur. The open-door policy management touts really just means employees are free to leave if they are unhappy without a union.
Unions are protection
Unions provide protection for employees by allowing them to collectively bargain for wages, benefits, job security, and fair treatment in the workplace. While other groups like lawyers, businessmen, police, and airlines belong to associations that represent their mutual interests, employees need unions to counterbalance the power of large companies. Voting to form or join a union ensures workers can negotiate effectively for their terms of employment and not be taken advantage of individually by their employers.
Safety
The IAM prioritizes worker safety and ensuring work areas are free from hazards. The union believes no one should risk their health for a paycheck given they work in a wealthy industry capable of providing safe equipment and ergonomic work spaces. The IAM demands companies provide members with a safe environment by including protective contractual language in all agreements.
Who runs the union
Members directly control and run the union through electing representatives and officers, submitting proposals, ratifying contracts, and voting on policies and actions. The document emphasizes that the union is run by and for its members, not by leaders, through a list of ways that members participate in and guide the union.
Some Phrases Used In Grievance Writing
This document consists of \'Phrases Used in Grievance Writing\'. Please keep in mind that the list is not all-inclusive but can be used as a starting point when writing a grievance.
Filing the IAM & UAL First Step Complaint Form
Step by step instruction on how to properly fill out the First Step Grievance Form between the IAM & UAL.
More from Bob Kraves (7)
Due Process F B
- 1. Due Process Bob Kraves former IAM educator sevark@aol.com
- 2. Due Process In IAM collective bargaining agreements, due process is included for the purpose of providing IAM workers a fair hearing when being evaluated or disciplined for alleged shortcomings.
- 3. Due Process To ensure that the rights of the employees, the company and the Union are protected under the Agreement.
- 4. Due Process An investigation or discussion with an IAM represented employee, which may result in disciplinary action, requires Union representation (i.e. Union Steward).
- 5. Due Process An IAM represented employee who is asked to write a statement, which may result in their being disciplined, requires Union representation.
- 6. Due Process The company should promptly share with the Union all documents they intend to use in support of their case (i.e. written statement, transaction logs, etc.)
- 7. Due Process If an employee is charged with a rule violation – the charge should be clear and specific. A critical element of due process is the right of the employee to defend him or herself and present evidence in his/her own defense. In order to do this effectively, the employee must know specific details about the alleged offense. A clear and specific charge is necessary to do this.
- 8. Due Process On the rare occasion an investigation needs to be reconvened, the company should reconvene with the same Union Steward that was present at the initial investigation.
- 9. Due Process If an investigation needs to be conducted and there is no Union Steward available within the employees department, the company should make every effort to obtain a Union Steward from another department within the same Agreement prior to utilizing a Union Steward from another Agreement.
- 10. Due Process The Union Stewards role in an investigation is to represent the employee, gather information, take thorough notes, and ask clarifying questions. If requested, the company should allow the Union Steward a few moments alone with the employee.