Labor Relations Process Paper

Firstly, it will seem that the management and the labor union of any organization have a stake in the success or failure of that organization. The success of the organization has to be the priority or the number one goal of any member or members of the organization. As such, the entire organization has to work as a team in order to succeed, thrive and survive. In the real world, that is not what is happening. As a matter of fact, the labor unions and the management of some organizations see each other as adversaries.

A union is an organization of workers who join together in order to have a voice in improving their jobs and the quality of work within the organization. In many occasions, unions help employees of an organization negotiate pay, benefits, flexible hours and other work conditions that may arise. Unions have a role because some degree of conflict is inevitable between workers and management (Noe, 2003). In this paper, I will be discussing the impact of unions and labor relations within an organization.

Maintaining strong employee relations is vital to the success of any business. Many of the Supreme Court cases in the textbook discuss collective bargaining and union participation. These cases were intriguing because they reiterate employees’ rights to express their opinions and join organizations designed to better their lives.

In many companies’ labor relations has become a complex case to settle. Labor laws are put in place by the government and are meant to protect employees of any institution. Employers may use legal loopholes in trying to increase their profits, which may mean that the employees are exploited. This paper seeks to discuss how Whatever Works, Inc which has acquired other businesses will develop Labor relations strategy since business X has ties to a union.

Over the last two centuries the relationship between organizations and their employees have changed as the result of interactions between the two groups and in response to changing governmental legislation. During this period, labor unions arose to advocate for workers and address the inherent power imbalance between individual workers and organizations (Thornton, 2013). In workplaces were unions represent employees, Foss (2008), defines labor relations as the “ongoing interchange between the union and the employer that identifies their common and specific interests and creates mechanism to clarify, mange, reduce and resolve conflicts over their specific interests” (p. 1). The legal framework governing the practice of labor relations is

A lawsuit can be filed by a charging party 90 days after receiving a “right to sue” notice from EEOC. Also the charging party under Title VII and the ADA can request a notice of “right to sue” from EEOC 180 days after the charge was first filed with the Commission, and may bring suit within 90 days after receiving this notice. A lawsuit must be filed within two years (three years for willful violations) of the discriminatory act under the EPA.

This is when a group of staff or workers is formed into a labor union. These unions play a big role in the firm as they can talk about issues between each other. An example is when there is a problem with the staffs pay amount of even the working conditions.

In a unionized environment, employers exert their power mainly by working against union organizing. Their most important goal is to be union-free. Efforts to control organizational costs have also contributed to employer’s resistance to unions. The management may work towards sidelining union membership by designing work in such a way that it creates a work culture that increases employee commitment and job satisfaction. Employers use a variety of methods to refrain worker’s from organizing campaigns and unionize. Their efforts range from hiring consultants to distributing leaflets and letters to presenting the company’s viewpoint at meeting with employees. Some employers also

The union and the employer work out the details of the employees' wages, benefits, working conditions,

John’s first step in the process is to go online or visit the nearest EEOC office. There they have an assessment system consisting of two parts. To determine if the EEOC is the appropriate agency to give John help, Part one asks general questions about the complaint. John will be asked if he wants to complete Part two after he answers the Part one questions which will ask more specific questions about his situation and will allow him to submit this information to the EEOC for follow-up. Completing this two part assessment system is not the same as filing a charge. If John wants to sue his employer in court one day or if he wants the EEOC to investigate his complaint he is required to file a charge. After John

Once a union has been certified as the representative for an organization’s employees, the union owes a duty of fairly representing it members (Mier, 2005). One of the biggest setback for union in right-to-work states, is employees not having to pay union dues but still able to reap the benefits of a union contract. Without resources, a union is limited in its ability to cover cost of processing grievances to arbitrate when situations come up concerning possible violation of collective bargaining (Mier,

A labor or trade union is an organization of workers dedicated to protecting members' interests and improving wages, hours and working conditions for all. This includes mechanics, construction workers, doctors, engineer’s and even entertainment artists. When issues arise between an employee and an employer, the employee can notify their labor union to help negotiate and bring about change. In many cases, a labor union can successfully negotiate with an employer through collective bargaining or through grievance procedures. In the case of a dispute not being settled, a labor union can take other measures to resolve the issue. For instance, if I were a representative of a Hollywood union, tasked with settling complaints from various actors and

A union is an organization of workers who join together in order to have a voice in improving their jobs and the quality of work within the organization. In many occasions, unions help employees of an organization negotiate pay, benefits, flexible hours and other work conditions that may arise. Unions have a role because some degree of conflict is inevitable between workers and management (Noe, 2003). In this paper, I will be discussing the impact of unions and labor relations within an organization.

The economic environment in nowadays dynamic, it is fairly important for organisations and managers to recognise the curtail of Human Resource Management. It is clear that Human Resource Management (HRM) has become one of the most recommend management strategy in the modern business (Leopold and Harris, 2009). Human Resource Management is a technique process of managing people in the workplace to enable and enhance organization performance (Leopold and Harris, 2009). This theory involved the responsible to attracting, selecting, training and managing people which make employees become more valuable to the organisations. It invests effect in learning and development at work. Also to communicate with all employees at each level to reward successful employee relations (Wilton, 2011). Human Resource Management plays a very important role in the operation strategy and management concerns in work organisations of all kinds (Leopold and Harris, 2009). In aim to justify this statement by evaluate the benefit and importance of Human Resource Management in contemporary work organisations. This essay will focus on analysis the advantages of use Human Resource Management in business also underline by explain more detail about the different HRM strategy brings benefits and give competitive advantages impact to the organisation success. Then summarise by a general conclusion on the importance of HRM in contemporary work organisations.

In this paper we will talk about some important qualities a leader can have that will make them ideal for dealing with these kind of situations. We will also discuss some strategies and mitigation efforts that the upper leadership of both the Union and the Corporation can utilize for fair and equal consideration.