The collective bargaining process consists of unions and management officials attempting to rectify conflicts between employees and their employers. It is considered a special form of interdependent social interaction, in which the achievement or success of desired outcomes by one party depends on the behavior of another party (Holley, Jennings & Wolters, 2012).
Mandatory bargaining subjects are those that relate to the National Labor and Relations Act, and any refusal to bargain accordingly is a violation of the National Labor and Relations Act. “Mandatory bargaining subjects include wages, hours, merit increases, bonuses, pensions, profit-sharing, health and welfare plans, discharges, grievance procedures, disciplinary procedures, drug testing, seniority, promotions, transfers, health and safety, work assignments, and plant closings” (“Collective Bargaining,” 2012, para 3.). The employer cannot make any changes without notifying the union properly. This process allows the union the opportunity to bargain any changes within the workplace, in order to reach an agreement that is pleasing to both the employer and its employees.
In this matter we have an employee who discovered a surveillance camera in the vent of the restroom he was cleaning. Once he discovered the camera he reported the …show more content…
After, further investigation by union members, they discovered hidden cameras being used in the employee's fitness room as well (Holley, Jennings & Wolters, 2012). As a result of the issues within the workplace, the local union president hand-delivered a letter to the HR management requesting the company bargain over the issues, in which they refused. An unfair labor practice charge was filed by the union, on behalf of its employees, for the company violating their employees rights according to Section 8 of the LMRA (Holley, Jennings & Wolters,
Mandatory bargaining subjects are those that relate to the National Labor and Relations Act, and any refusal to bargain accordingly is a violation of the National Labor and Relations Act. “Mandatory bargaining subjects include wages, hours, merit increases, bonuses, pensions, profit-sharing, health and welfare plans, discharges, grievance procedures, disciplinary procedures, drug testing, seniority, promotions, transfers, health and safety, work assignments, and plant closings” (“Collective Bargaining,” 2012, para 3.). The employer cannot make any changes without notifying the union properly. This process allows the union the opportunity to bargain any changes within the workplace, in order to reach an agreement that is pleasing to both the employer and its employees.
In this matter we have an employee who discovered a surveillance camera in the vent of the restroom he was cleaning. Once he discovered the camera he reported the …show more content…
After, further investigation by union members, they discovered hidden cameras being used in the employee's fitness room as well (Holley, Jennings & Wolters, 2012). As a result of the issues within the workplace, the local union president hand-delivered a letter to the HR management requesting the company bargain over the issues, in which they refused. An unfair labor practice charge was filed by the union, on behalf of its employees, for the company violating their employees rights according to Section 8 of the LMRA (Holley, Jennings & Wolters,