Assigments And Case Study Example

Assigments And Case Study Example Assigments And Case Study â€" Coursework Example > Questions and Case Study Homework IIChapter 9-14 Central Michigan UniversityChapter 9 Q1. What are chief reasons union members reject tentative agreements? There are many reasons why union members reject tentative agreements. The first and foremost is that they feel that these agreements do not fulfill their needs and requirements that they want accomplished at the workplace. In addition is the members concern of the economy. Economic activity usually plummets due to rejection percentages. Another reason is the outcome of internal union politics. There are times when a small amount of majorities participate in the election of union leaders. In return the opposing candidate will campaign in opposition to any labor agreement that the serving leader bargained. Another reason why the union members might not agree with the tentative agreements is because of the wage and compensation factors because they might believe that the external equity of the company is lower and they are paid le ss than what their friends are paid employed at the same position in some another organization. Chapter 10 Q3. Why does a typical grievance procedure have so many steps when the employee is either right or wrong and one- or two-steps procedure would save time and money? In your answer discuss the various functions, opportunities, and problems each of the grievance steps can offer. The last phase of labor relations is contract administration which involves application and enforcement of labor contract in the workplace. Dispute occasionally arises between labor and management over such issues as who should be promoted or whether an employee has abused sick leave privileges. The mechanism preferred by most union and management to settle disputes is the grievance procedure which is a systematic step-by-step procedure designed to settle disputes regarding the interpretation of labor contract. Although employees may attempt to settle their grievance through such alternatives as an open- door policy or a meeting with employee relations representative in HR department and even the managers like to solve the problem as quick as possible; because it will save time and money (i. e. management feels uneasy to follow through with back pay to an employee who might remain unemployed until every issue has been determined) but grievance procedures under union contracts have two significant advantages for employees that no other human resource management provide can provide: The grievance procedure provides the employee with an advocate dedicated to representing the employee’s case to management. This representative is called union steward. Under any other system used to handle grievances, the employee is represented by someone who is either a manager or an agent of management. Such people obviously cannot be entirely dedicated to the employee’s position, The last step in the grievance procedure is arbitration, a quasi-judicial process that is binding on both parties. Th e arbitrator is a neutral person selected from outside the firm and compensated by both the union and management. Unlike grievance panel which are composed of people on the company payroll, the arbitrator has no personal stake in the outcome and can make a tough decision without worrying about how it will affect his or her career.