Contract Bargaining

Case 5-3, "Did the Company Violate....?", p. 232; and Case 5-5, "Bulletin Board Use", p. 236. Answer the questions at the end of each case in typewritten format, 3 - 5 pages.

With arbitration at impasse, the union faces the prospect of management unilaterally continuing past terms without recourse to some other bargaining weapon.

After watching the video entitled “24 days in Brooks”, it is apparent that if a First Contract Arbitration had been in place; this emotionally charged situation may have been avoided. This paper is to examine the merits of having a First Contract Arbitration to be put in place within the Alberta Labour Code. Also, I will discuss the background of the Lakeside Packers dispute, my perspective on what employee, employer and state believe are their stances on First Contract Arbitration and how they would be affected. Also, some

LEWIN, D., KEEFE, J. H., & KOCHAN, T. A. (2012). THE NEW GREAT DEBATE ABOUT UNIONISM AND COLLECTIVE BARGAINING IN U.S. STATE AND LOCAL GOVERNMENTS. ILR Review, 65(4), 749-778 Retrieved from https://web-b-ebscohost-com.bethelu.idm.oclc.org/ehost/pdfviewer/pdfviewer?vid=4&sid=71a03270-ad95-41f9-a574-414b59891617%40sessionmgr103&hid=101

created for the Harvard Negotiation Project by Bruce M. Patton, based on an idea from the American Arbitration Association. Copies of the original

I feel the labor relations system as currently constituted is effective for resolving disputes as long as both parties are committed to negotiating in good faith. Although, I feel the current system is effective a further explanation of the systems strengths and weaknesses will better explain the effectiveness of resolving disputes. It is in both the companies and the labor interest to negotiate with as little third party interaction to come up with an agreement. In times when there are disputes their different course of action that start from a least costly without giving up power in the decision to the possibility of becoming more costly to either party and give up the power in the decision. As discussed in the text when an organization and labor cannot come up with an agreement a third party may be asked to come in to negotiations to resolve a dispute which includes mediation, fact-finding, and interest arbitration.

GMFC and Local 384 have been unsuccessful in negotiations and the current contract has just expired. This impasse has caused the first lapse of contract between the organization and the union in fifteen years. It is imperative to both the health of the company and to the job security of the employees to resolve these negotiations quickly. In order to move forward we must fully understand and evaluate the positions of both Local 384, and GMFC. What are the major barriers stopping us from reaching an agreement and what are the underlying issues to these barriers? We must fully evaluate the issues in order to

Negotiations are something that everyone experiences and does at some level. Even if informal, people negotiate and barter using what they have to offer to get what they want all of the time. However, there are times in life where the negotiations are much more serious and the stakes a lot higher. Whether official or unofficial, there are negotiation tactics and conditions that should be watched out for because they are a sign of potential problems.

Can bargaining unit employees who are not union members be required to pay union dues and fees? What information must the union provide to such

If management were to control union operation within the workplace, unions could be eradicated all together as they pose a threat to management being able to make all decisions affecting the workers using their managerial prerogative.

While, there are sub-issues, the main issue boils down to the agreement on the terms of the

Strike and lockouts are actually not fair and balanced between unions and employers. This is due to the fact that unions act as a unit and represent a whole while employers are individuals who act differently

At the beginning of this project, it was our intention to interview an executive member of a local Union to gain the perspective of what unions face in modern society regarding membership and the benefits they provide. We initially planned and scheduled our interview with an executive member of the International Brotherhood of Electrical Workers, Local 354, Russ Lamoreaux. After being rescheduled and dismissed multiple times, our team opted to find a different subject to interview who would be more responsive and willing to provide us with helpful information to further our education. This became an interesting lesson for us as a team and changed our perspective of unions because it was difficult to get anyone to answer the phone, respond to emails, commit to a scheduled time, or even just provide an honest answer if they wished not to participate. We wondered if this is how unions regularly conduct business and how difficult or frustrating it must be as a member of management in trying to negotiate with a union to come to an agreement if this is how they operate. Our connection with Ms. Siggard was completely by accident and while we anticipated a different direction with this assignment, she provided

In a situation where a dispute cannot be settled by the parties involved, there is a need for a middle man. Instead of going straight into litigation, disputants are given the opportunities to seek Alternative Dispute Resolutions. Alternative Dispute Resolutions are used widely around the in the United in place of litigation. There are many types of Alternative Dispute Resolution and Arbitration is one; however there are three types of arbitration: grievance arbitration, interest arbitration and arbitration of statutory disputes. Arbitration is often used in labor relations to solve issues that are under existing contracts. The focus of the paper is on interest arbitration. Interest arbitration is used when an issue is “not resolved in bargaining between the employer and the union, [the dispute will be] presented to an impartial arbitrator for final resolution” (“Learning about interest”, n.d.). Before arbitration, the disputants would negotiate on a contract and if neither of them would settle the “union would call a strike or the employer can implement its last offer” (Kersey& Sherk, 2007). They can call for a government appointed mediator after 90 days and submit a letter to arbitration after 30 days of mediation. The results of the settlement would last two years (Kersey& Sherk, 2007). If the either disputant is unsatisfied, they would have the option of litigation, if not, the arbitrations award is binding which leaves the, with no other choices.

All Inclusive, 7 night vacation in the Mayan Riviera; heaven… with family! A total of 15 people decided to plan a vacation. Throw a few people that are extremely stubborn with a few that are picky and some that are price sensitive and you have a messy multiparty negotiation. Luckily we all agreed on the location quickly as most of the group has not travelled there before.