Prescription coverage is one of the most difficult features of medical coverage to find in the private market, and is also one of the most expensive. The deductible and percentage coverage of the new medical plan described in the case study is certainly reasonable for the employees, and the savings to the company will allow their continued operation. If the company fails, the employees will not be receiving any medical coverage through the company; not only does management have the right to make this change, but it is one of the most cost effective and reasonable steps they can take to ensure the continued employment -- and medical coverage -- of their labor force. Ultimately, the issues comes down to one of contractual obligations, and given the vagueness in the contract concerning medical coverage there is nothing to prevent management form making this change.
Another major component of the current labor relations system is the time period it can take to resolve certain disputes, and the uncertainties involved in many cases. This is especially true with the rules and even laws regarding an employee's or union's ability to go on strike while retaining a promise of employment. Ultimately, work is the only thing that labor can withhold from management as a bargaining chip. Whether via slowdowns or full-out strikes, withholding work is the only real power that labor has, which is why union contracts and federal laws protect such withholding as a way of protecting labor's interests. There are also rules and laws protecting management from unfair strikes and demands, as well as provisions for the continued operation of their business during a strike. Though protection in strike situations is absolutely necessary for both management and labor, it also creates many further inefficiencies in the current labor relations system, as case study 9.3 clearly shows.
The first and most obvious issue in the case study is whether the two building porters, who were striking for unfair labor practices unspecified in the case study, were legally protected from termination during their strike. Because the details of their strike are not included...
However, given that the NLRB eventually ruled in favor of the two employees and determined that their strike was indeed justifiable and therefore included protection from termination, it must be concluded that their strike did indeed take place due to unfair labor practices. As the final arbiter in such matters, the NLRB's decision makes the strike by definition a legal and protected act of the employees.
The issue of back pay for the two employees, though more complex on the surface, is in reality just as simple, and deciding along the exact same lines. The fact that the strike was deemed legal means that the discharge of the employees was illegal (as stated explicitly in the case study). The offer of reinstatement claims that "management had no choice but to replace" the two strikers, and informed them that "management would be agreeable to reinstating you if you agreed to return to work immediately." Both of these statements suggest that management believed it was not engaging in unfair labor practices, and that the porters therefore had no legal reason to strike -- the offer of reinstatement was implicitly contingent upon the employees' acceptance of pre-strike conditions, effectively eliminating any power that the strike might have had. The NLRB's ruling that the strike was legal means that unfair labor practices were being engaged in (namely that management was refusing to bargain in good faith), and that therefore the reinstatement of the employees under management's proposal (i.e. that management would make no changes to its policies) would simply have perpetuated the unfair practices. That is, the offer of reinstatement was not even vaguely conciliatory or compromising, and therefore cannot even be considered a step in negotiations to end the strike. The employees, according to the NLRB's ruling, are due to the full amount of back pay from the time of their discharge to the date two years later that the ruling was made.
The current labor relations system has many inefficiencies, but ultimately it allows unions and labor in general a reliable -- if time consuming -- method of addressing concerns and grievances.
Labor and Union Case Study The objective of this work in writing is to conduct a case study on labor and unions and to answer the questions of: (1) Is the grievance process an effective method for resolving workplace disputes? And (2) How would you suggest that unions and employers improve their ability to correctly interpret the collective agreement? In the case study at focus, several employees have a discussion, which results
Labor Relations/Collective Bargaining The discussion below is a review of the case between Mach Mining and EEOC A close look at the sex discrimination case against March Mining LLC, EEOC, and the respondent decided that there was enough ground to believe that the company engaged in hiring malpractices. Mach Mining LLC and the complainant were requested to attend conciliatory proceedings. They were also notified that an appointed representative would contact them to
Labor Relations What changes are needed for unions to maintain support from their membership, the community, and the employers? In order to maintain support from their membership, the community, and the employers, unions have decided to change the dynamics of organizing by changing the environment and conditions where organizing occurs. They have become conversant with the idea that when the employers decide to use the entire 'arsenal' at their disposal, it becomes
Determination of Supervisory Status In another case, five docking captains employed by Pacific Coast Docking Pilots sought to unionize with a secret vote of five to zero being entered in favor of adopting the union as the bargaining agent for these docking pilots with the company. Pacific Coast Docking Pilots refused to recognize the union as the legal bargaining entity, claiming that the docking pilots were not employees but were actually
Labor Relations Manager Interview Synopsis Labor relations can be defined as the study of managing employees who are under the union. This division is normally found in the Human Resource area and mainly complies of the history of labor, the union involved, and contracts that have been signed. Labor regulations are normally regulated by law or sometimes traditions. Labor relations can be termed as the relation between workers and management on
In refusing to bargain or negotiate with Mr. Bolton, attorney for Mr. Allen, the Postal Service was upholding its contract with the Union to consider the Union the sole bargaining agent for Mr. Allen and other rural mail carriers. The Union's claim that management discounted the information provided by Mr. Bolton because he was a non-bargaining agent is a gross misrepresentation of the occurrence; no real information was provided by