You are a vice president of human resources, negotiating with a union representative for a new labour contract. The union refuses to sign a new contract unless the company agrees to raise the number of paid holidays from six to seven. Management estimates it will cost approximately $220,000 for each paid holiday, and argues that the company cannot afford to meet the demand. However, you know that, in reality, money is not just the issue – the company simply doesn’t think the union’s demand is justified. To convince the union leaders that they should withdraw their demand, you have been considering these alternatives: (a) tell the union that the company simply can’t afford it, without further explanation; (b) prepare erroneous financial statements that show that it will cost about $300,000 per holiday, which you simply can’t afford; and (c) offer union leaders an all-expenses paid “working”trip to a Florida resort if they will simply drop the demand. Do any of the strategies raise ethical concerns? Which ones? Why?

Assume you are in charge of establishing a training program for supervisors in administering discipline.  Based on the supervisor’s potential role in the disciplinary process, formulate and discuss three major principles you would stress in this session. Discuss negotiable subjects of bargaining and unfair labor practices in the federal sector.  How do these types of differences compare with those available in the private sector?

If employees go on strike for economic reasons, can the employer bring in outsiders to do their jobs? If the striking workers want to return to work, does the employer have to displace the strikebreakers to reinstate the employees?

A labor-management partnership is a formal initiative in which workers and unions: Negotiate a collective bargaining agreement with the employer Take primary responsibility for traditional management decisions Participate in decisions making beyond the daily work-related decisions Participate in daily work-related decisions

One of the subprocesses of collective bargaining is Distributive bargaining    True  False

Give some of the differences between legally required benefits an employer must give to employees and the discretionary benefits they may elect to provide.

If you are no member of the union, do you think a union would have benefited you? Why or why not?

context:  thousands of telstra workers are expected to walk off the job on wednesday in a strike coinciding with australian council of trade unions' rallies protesting against the Coalition ahead of the federal election. the communications workers union notified the telecommunications giant of 24 hours protected industrial action this wednesday to protest the telco's 1.5 per cent pay offer. we are focused on putting more pressure on the actual enterprise bargaining discussions, because workers have concerns over low wage growth" cwu assistant secretary, John Ellery said. the strike comes as the telco has been subject to work bans and previous 24 hour stoppage over the past 3 weeks and recently lost a fair work commission case claiming the unions; industrial action was unauthorised. the troubled telco is also in the process of implementing redundancies it announced last year, causing even more uncertainty for workers.question : if negotiations continue to break down, justify an…

“Pay for performance” is a principle many people agree with. What conditions need to be met in order for this principle to work, in practice? Explain.

The International Labor Organization (ILO) has established labor standards for 150 countries represented by the organization. Locate the website for the ILO (www.ilo.org/) and locate a section on National Labor Law Profiles (type in search field) and pick a country, read the information on collective bargaining in that country and describe it and assess whether you believe these practices are effective.