Labour Relations Productive Strategy

Question: You will be expected to use your answers for this activity in the module assignment. Read pages 113125 of the text. Answer the following questions in your reflective journal: Which strategy do you think is the most productive? I think the Union Acceptance strategy is the most productive because it represents a labor relations strategy where management chooses to see the union as its employees rep and accepts collective bargaining as an appropriate method for establishing workplace policies Do you feel that the Union Removal strategy is worth the risks? I dont feel that the Union Removal strategy is worth the risks because first, the right to unionize is protected by labour relations statutes. The management is actively trying to get rid of union and can be at risk of breaking the law. If every organization practiced the Union Substitution/Avoidance strategy, would there be a need for unions? Is this practicable? I believe if everyone practiced the Union Substitution/Avoidance strategy, we would most definitely still need unions. Establishing their own forms of representation can cause conflict between employer and employee. pages 113125 of the text. Answer the following questions in your reflective journal: Which strategy do you think is the most productive? I think the Union Acceptance strategy is the most productive because it represents a labor relations strategy where management chooses to see the union as its employees rep and accepts collective bargaining as an appropriate method for establishing workplace policies Do you feel that the Union Removal strategy is worth the risks? I dont feel that the Union Removal strategy is worth the risks because first, the right to unionize is protected by labour relations statutes. The management is actively trying to get rid of union and can be at risk of breaking the law. If every organization practiced the Union Substitution/Avoidance strategy, would there be a need for unions? Is this practicable? I believe if everyone practiced the Union Substitution/Avoidance strategy, we would most definitely still need unions. Establishing their own forms of representation can cause conflict between employer and employee. Answer: Summary One Yes there is sympathy about the third case study and about how the union will be dealing with such a scenario where it is expected to pay a benefit of $1 million for a maternity cause as well as for a case of retirement. Of course the union is not in a position to pay both. There can be two arguments or strategies that the union can take to lighten the pressure yet keep both these categories of employees happy. One solution can be partially paying both the parties. A $50 thousand to the woman asking for maternity compensation and another $50 thousand to the elderly man retiring. Along with it the organization can commit to pay the rest half in another installment. A second solution is to completely go for paying on the case of maternity benefit and not paying the retiring person at the moment. From the data we have we know the workplace has one third of it comprising of women. If one women undergoing pregnancy is deprived of payment then it can cause uncertainty and fear in the minds of the entire one third workforce. One the other hand the retiring serviceman has already spend his years contributing and have good faith that he will be compensated even if its late. The women all of whom are in their middle ages have long years remaining to serve the organization. And so the union cannot risk loosing a major portion of their workforce. The retiring employee has still time to be retired. In such cases Union must voice these with complete transparency to avoid disruption of disharmony in the workplace. Summary Two In every province, the legislation draws various employment standards. These set what the minimum employment standards will be. For example what will be the minimum payout, the maximum number of work hours, payments regarding overtime etc. Now all these apply for unionized workers. Here first of all we must keep this in mind that Jane is a unionized member and not a unionized one. When this thing is brought into the account of the authorities they will first analyze in which category the employee falls. As per the Employment Standards Act of British Columbia it is fair that unionized employees get terms of employment a bit lower than the minimum standards. This is because the unionized employees are getting other opportunities for earning high wages, they are trained, have secured jobs and many other perks. The employee has breached the Employment Standards Act as special benefits are available to only unionized members. Such kind of demands and expectations can create disharmony in any organization and create great pressure on the Union. One must adhere to the union laws and learn about the various comparisons given with non union members. The unions always are in a tendency to increase their memberships. They want more and more employees join the team. So in unorganized industries this many times become a hurdle. Unions when certified in turn faces pressure from within their own membership or crew where there is a lack of homogeneous groups. Different members have different values and hence separate goals. These also put union into serious situations.