Gmfc Impasse Case

Dan Swiney stated in his 2005 interview “The low road is where somebody thinks of their immediate self-interest in solving their particular problem no matter what it costs to somebody else.” When either a business or labor union think of their self-interest and think of no regards to what it could do, it hurts the other. This makes neither organization come out in the end looking better than the other, it does the exact opposite. On page 225 in chapter 9 of section 1 it states “Benefits now make up 30 percent of workers’ compensation. This adds up to a large cost for employers – especially since benefits like health insurance are becoming expensive.” If labor unions made the compromise of paying 50/50 for fringe benefits then businesses could have that extra 20 percent to help labor unions or help the business that will in turn benefit the employees. In the cartoon in the unit 3 essay warmup it states “Gentlemen, nothing stands in the way of a final accord except that management wants profit maximization and the union wants moola.” By having both organizations negotiate and try to reach a conclusion they both feel is fair they achieve their goal of making money and in turn the business can benefit by having productive workers and

MCA went in to the first meeting trying to intimidate the Union. They were late, rude, sarcastic, condescending, and unwilling to compromise on any issue that the Union brought up. They went into the first meeting not wanting to change anything in the current contract. They made it clear that they were not taking the negotiation seriously and they did not plan on coming to an agreement unless it was on their terms in the beginning.

The state of the labour unions in British Columbia and Quebec are factors that will affect Stonewall’s HR Planning. Stonewall will have to ensure they walk the tight line between ensuring they are fiscally responsible while maintaining a good relationship with these unions. This is not only important for future relations but because of the importance that is placed on public relations and ultimately

A study of firefighters ' negotiations found that several factors predicted positive union outcomes. Which of these factors reflects multilateral bargaining?

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

Thesis: The Lakeside Packers case demonstrates that the province of Alberta requires the Labour Code to be amended to allow for First Contract Arbitration in the Collective Bargaining Process.

Two years ago the United Steel Workers organized the 400 workers at Maple Grove Foods, a food processing company in Western Ontario. Previously the company had been in operation for over thirty years as a non-union shop. Management had tried to convince employees not to join the union. The employees were paid quite well, in the view of the company.

The union will need to engage in intra-organizational bargaining in order to reach a greater consensus as to what is essential to our workers. By going through this process away from the bargaining table, we can come to the table with a firm and unified stance. We indent to do this in a number of ways. First, we can educate workers about how in actuality, their interests are aligned because a victory for the union is a victory for all members. For example, an improved pension plan does not only benefit older workers, but also younger workers because of the precedent that this proposed pension plan will set for their future pension plans. The same is true for job security. We will ensure the workers that we as their union are their agents in their desire to improve their wages and working conditions. This emphasis on unity will increase our relative power and aid us when it comes time for zero-sum bargaining.

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.

“A mediator is a third party who assists interested parties in negotiating a conflict. A mediator controls the mediation process but does not have authority to decide the outcome for the parties” (Barsky, 2007). A mediator, in a given situation, helps to dissolve the conflict and looks to the best interest

Starting in week 5, both teams formed their initial demands. From week 6 to week 10, we took part in discussing our demands, finalizing them and posting them in the Negotiation Room. Each union member participated as a Chief negotiator and performed negotiations with the Chief negotiator from the management team. I have come to realize through the weeks that negotiations are tough, no matter if they are through online or in person, for a mock negotiation project or for a real labor negotiation. There is a lot that goes into the bargaining process and many things that need planning even before the negotiations begin.

“On March 23, 2010, President Obama signed the Affordable Care Act into law, putting in place comprehensive reforms that improve access to affordable health coverage for everyone and protect consumers from abusive insurance company practices” (The White House, n.d.a, para. 1). The Patient Protection and Affordable Care Act of 2010 (PPACA – Obama Care) is an effort to reduce the cost of health care in America through a series of provisions taking effect between 2010 and 2018 (Fossum, 2012). Some of the provisions threaten collectively bargained contracts currently in place between labor and management. Local 384, the union representing employees at the General Materials and Fabrication Corporation (GMFC), is

Your team represents HCC management in bargaining sessions with the UCPW Local 14. The team is expected to negotiate an agreement that will allow the company to achieve its strategic goals over the next three years. Your team will use the following items to formulate its initial demands and for negotiating a new collective bargaining agreement:

To: Boss From: Re: American Dream Analysis Date 12/5/2014 Subject: Local Union P-9 vs Hormel Meat packing Company. Preparation is key when it comes to negotiating an agreement and a prefect example would be the Hormel Company vs the Local Union P-9 workers(meat packing). The Local Union and Hormel Company both were placed at the negotiation table due to wage cut and “unfair treatment” that was conducted by the management team. This disagreement caused the Local Union to rally up members from the meat packing department that influence the workers and workers from other factories to go on strike. During this negotiation both parties made a few mistakes that are costly and time consuming. Hormel Company

A problem that may be associated with mediation is power imbalance. Unfortunately, the mediator is only a third party which is present to assist the disputants with their communication to ensure it does not break down and help them reach a decision; however “the parties are in ultimate control, the mediator should not intervene even if one party has more bargaining power than the other” . This can in some cases result in an unfair agreement. Another adverse side of mediation is that; “basically anyone can hang out a sign and practice mediation” - meaning that mediators do not need to undergo a long period of study to ensure their professionalism and knowledge of dispute resolution. This can be harmful to the system and may result in cases being handled by unprofessional personals.