Deck 14: Managing Human Resources Globally

Question 1

What would be your final recommendation? Justify your response.

Answer 1

My final recommendation would be implement an associate member plan through which any individual can join the union for a fee of $50 a year. Although these members would not be fully represented on the job, they would get an attractive package of benefits such a slow-cost home, health, and auto insurance.
By implementing this strategy the union will be able to gain more memberships. On increasing the memberships, the union will be stronger by means of headcount and also financial positioning.
They will have the power to bargain and negotiate with the employer by showcasing their strength through the headcount. The amount collected through the membership fee can be used to implement the benefits as promised, and on successful implementation of these benefits many other members would be attracted to be a part of the union to avail these benefits.

Question 2

Describe the actions that an employer may take when a union attempts to organize the workforce. What employer actions are prohibited?

Answer 2

Actions that an employer may take when a union attempts to organize the work force:
• Present the facts: Discuss the history of union, and make factual statement about strikes, violence, or the loss of jobs at plants that have unionized.
• Inform employees about the union costs: Advise employees about the costs of joining and belonging to a union, including that union often resort to work stoppages to press their demands and that such tactics can cost workers money
• Inform employees about the benefits of remaining non-unionized: Remind employees of the company benefits and wages they receive without having to pay union dues.
• Inform employees of the employers'' rights when un-unionized: Advise employees of the company's legal right to hire replacements for workers who go out on strike for economic reasons.
• Inform employees about collective bargaining agreements in general: explain that union representation won't protect workers against discharge for cause and that the company is not obligated to sign a contract or accept all of the union's demands, especially those that aren't in its economic interests.
• Inform employees about the company's history with unions: Discuss the company's and managers own experiences with unions.
Employer actions that are prohibited when a union attempts to organize the work force:
• Misrepresent the facts: Any information management provides about a union or its offices must be factual and truthful.
• Threaten employees': it is unlawful to threaten employees' with loss of their jobs or transfers to less desirable positions, income deductions, or reductions in or even loss of benefits and privileges.
• Promise benefits or rewards: Supervisors may not promise a pay rise, additional over time or time off, promotions, or other favorable considerations in exchange for an employee's agreement to refrain from joining a union or signing a union card, to vote against union representation, or to otherwise oppose union activity.
• Make unscheduled changes in wages, hours, benefits, or working conditions: Any such changes are unlawful unless the employer can prove they were initiated before union activity began.
• Interrogate workers: Managers may not require employees' to tell them who has signed a union card, voted for union representation, attended a union meeting, or instigated an organization drive.

Question 3

Distinguish mediation from arbitration. How does rights arbitration differ from interest arbitration? What is final offer arbitration?

Answer 3

Difference between mediation and arbitration
• Mediation is a procedure in which a neutral third party helps the union and management negotiators reach a voluntary agreement. Having no power to impose a solution, the mediator attempts to facilitate the negotiations using variety of strategies.
• Arbitration on the other hand is a procedure in which a neutral third party studies the bargaining situation, listens to both parties and gathers information, and then makes a determination that is binding on the parties.
Difference between interest arbitration and rights arbitration
• When the contract impasse is removed, union and management have an agreement. Abiding by it is the essence of contract administration, and at times, arbitration will again be necessary as the last step in the grievance procedure. This type of arbitration is referred to as rights arbitration.
• When arbitration is used in cases where an agreement cannot be reached, the arbitrator in effect determines the conditions of agreements; this type of agreement is referred to as interest arbitration.
Final offer arbitration:
In final offer arbitration , the arbitrator can choose between the final offer of the union and the final offer of the employer. The arbitrator cannot alter these offers; he or she must select one as it stands. Losing the arbitration decision means settling for other's offer, so each side is pressured to make as good an offer as possible.

Question 4

What are the strengths and weaknesses of each strategy?

Question 5

Describe how a strike by the Teamsters against UPS would affect that company's various stakeholders. Would the current political landscape make a difference? Explain.

Question 6

What strategies could be employed to get new bargaining units?

Question 7

Union membership has been declining in the U.S. private sector for many years. What do you think are the major reasons for this? Why isn't this true for the public sector?

Question 8

What other types of services could the union offer to its members?

Question 9

Despite the fact that union membership is relatively low, many people believe the tear at unionization ensures that employers treat employees well. Do you agree or disagree with this view? Why?