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Collective Bargaining

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Collective Bargaining in Labor Relations

1. Define the term “collective bargaining” and list and describe four issues that are mandatory components of a collective bargaining agreement. The term “collective bargaining” is a carefully thought out and written contract, between the management of a company and its employees. This legal contract is represented by an independent trade union and is legally enforceable for a period of about a year. The ultimate goal for both management and its employees are to negotiate terms and conditions of employment which include areas such as compensation, policies and procedures, rights and responsibilities; to include employees, the company, and the union, and dispute resolution. (“Labor Relations”, p. 11-12) In a labor dispute between the Westin Providence Hotel and the union according to website (www.nlrb.gov), under the previous collective-bargaining agreement covering the hotel's housekeeping, room service, laundry, bell, valet, and front-desk employees expired on October 31, 2009. Following some negotiations, the hotel declared new terms and conditions of employment and cut wages and benefits and subcontracted out some union jobs. Following an investigation, the regional office issued a complaint against the Westin in July 2010, alleging that it had discriminated against employees in retaliation for their support of the Union, had failed and refused to bargain in good faith with the Union, and imposed new terms and conditions of employment without bargaining with the Union. The end result was that both parties were able to reach a mutually satisfactory settlement of the issues facing them without the need for a lengthy trial.

The four issues that are mandatory components of a collective bargaining agreement are Compensation - wages, benefits, fringe benefits, vacations and holidays, shift premiums, and profit sharing, Personnel Policies and Procedures - layoffs, promotion, and transfer policies, overtime and vacation rules, Employee Rights and Responsibilities - seniority rights, job standards, and workplace rules, Employer Rights and Responsibilities - management rights, just cause discipline and discharge, subcontracting, and safety standards. (“Labor Relations”, 2009, p. 13) According to an article written in the New York Times by Judy Battista in the last year, the number of former players suing the N.F.L. in concussion-related lawsuits is on a rise to 4,000 players and the players’ union filed a collusion complaint against them. Robert Boland, the academic chair and clinical associate professor of sports management at New York University stated, “Unless they get the collective bargaining relationship back to the position where it’s less toxic, this may be par for the course”. (Battista, 2012) The league also has a hard management style, meaning players expect them to do what they are told without ever questioning it. The one issue is that of the H.G.H. testing, which the union agreed to as part of the collective bargaining agreement more than a year ago. Currently the program has stalled and details of how tests will be implemented are being fought over. [pic] Works cited

1.http://www.businessdictionary.com/definition/collective-bargaining-agreement.html 2.Budd, J. W. (2009). Labor Relations: Striking a Balance. New York: McGraw-Hill 3.http://www.nlrb.gov/news-outreach/news-releases/collective-bargaining-agreement-ends-long-running-dispute-westin-provide 4.http://www.nytimes.com/2012/12/23/sports/football/criticism-of-leadership-does-not-faze-nfl-commissioner-roger-goodell.html?pagewanted=all

2.List and discuss three U.S. laws that support collective bargaining, and three examples of employer unfair labor practices.  The three laws that support collective bargaining between employers and labor unions are the National Labor Relations Act (NLRA) of 1935, the Labor-Management Relations Act of 1947, and Labor-Management...