Take either the position of the Management Representative or the Union Representative sitting at the contract bargaining table and present your rationale for or against using seniority as the primary or sole criteria for appointment to an internal vacancy (could be a lateral move) or promotion to a new position
In Week 5 we will focus on:
Chapter 8: Administrative Issues &
Module 3: Living Under a Collective Bargaining Unit
Respond substantively to one of the four (4) following questions: No more than 7 students can respond to the same question.
1. Take either the position of the Management Representative or the Union Representative sitting at the contract bargaining table and present your rationale for or against using seniority as the primary or sole criteria for appointment to an internal vacancy (could be a lateral move) or promotion to a new position. Please respond to at least one classmate with a question that could help them reconsider their point of view. This should be something that you might state at the table. Role Play this.
2. High Performance Work Teams (HPWT) involve employees and management in decision-making. Do you think they have merit? Why yes or no? Could they be beneficial in managing globalization challenges, technology advances and /or workplace multicultural employee issues? What must be in place for them to be successful? Present your pitch clearly from either the union or management perspective. Present a question/challenge to a colleague with an opposing view just as you might at the bargaining table.
3. You are head of HR in your organization and you have observed that there is a need for employee training across several areas including cross department training. The EVPs feel it is too great a cost in this economy. Present your explanation of how they will realize a return on their expenditure by providing state of the art training. Be specific to your organization if possible. Envision yourself making an important pitch to the executive team. Respond to a colleague's post as an EVP indicating enlightenment or a dissenting question.
4. There are many OSHA standards and regulations in place across industries in the US. Why is it believed that OSHA standards continue to grow in importance in the workplace? Present your pitch to management and union that there should be a shared proactive approach to assuring OSHA standards are closely monitored. What are your key selling points? How might you begin to address differences in OSHA regs in your growing Asia location? (These are big issues that have been addressed by companies such as PepsiCo and the auto industries. I met with PepsiCo management in the Czech Republic and learned that value of worker safety was a big learning curve for foreign management as well as workers. Here is an article that addresses a culture of safety.) HR has a very significant role in this area in growing multinational companies.) Respond to the post of a colleague with concerns regarding the excessive costs for OSHA and the negative impact it has on profits.
Watch this video and respond to this question:
Negotiations Top Ten TIPS
. Do you support this philosophy? Is it more a distributive or mutual gains approach to negotiations? Explain your response and include a setting where you think this type of negotiations would be effective. Did you learn anything from this video?
Part 2 – HR 408)
Read this link and answer all of the 3 question
According to this article, an increase in diversity in the workforce is directly related to an increase in religious discrimination. Here are some questions for thought:
1. What are some of the religious discrimination challenges that employers face as the incoming workforce becomes more diverse?
2. Employers who adapt to religious diversity can also cause disruption to religious groups that are not in the minority. How could an employer help to avoid what may be considered reverse religious discrimination?
3. What are some reasonable accommodations employers could use so they are not committing religious discrimination in the work place?
Part 3 _ Respond to student comment about the taxi policy
Statement: A taxi company instituted an English-only policy for its dispatch office. All of the employees spoke English, although some spoke Spanish as well. The memo announcing the policy stated that “there is to be no Spanish spoken in the main office” unless a customer did not speak English. The policy applied to business conducted in the main office, but not to conversations outside of the main office during breaks. Violations of the policy subjected employees to termination. The employer claimed that the policy was needed to help cut down on miscommunication between drivers and dispatchers.
Is this English-only policy discriminatory?
First student comment :Yes, their policy is discriminating. Stating that Spanish is not allowed in the main office and immediate termination will follow is wrong. It is considered not only a Civil Rights violation against people of that specific national origin, but also equal employment opportunity guidelines. Fortunately drivers and dispatchers are familiar with English and do not require translation accommodations.
Thus the policy should be rephrased as such “Due to communication complications within the Main Taxi Office. There is a new zero tolerance English only policy in immediate effect. Failure to comply will result in disciplinary action which includes termination. ”
Second student respond:An English only policy is only discriminatory if done for discriminatory reasons and if it is only enforced for one minority group and not others. It can be used if the business can show business necessity.
According to the EEOC, the following are some situations in which business necessity would justify an English-only rule:
For communications with customers, coworkers, or supervisors who only speak English
In emergencies or other situations in which workers must speak a common language to promote safety
For cooperative work assignments in which the English-only rule is needed to promote efficiency
To enable a supervisor who only speaks English to monitor the performance of an employee whose job duties require communication with coworkers or custom