Case Study: Collective Bargaining at West University Essay

1. Employees decide to form a core to gain job security and higher(prenominal) struggle or when they detect wariness is non doing their job justly or fairly. The aim laws be in place that provides rights to pithize. I am not convinced they encourage, and they provide a protection to proletarians who detect they need the domiciliate of the alliance. The National struggle Relations Act of 1935 (Wagner Act) essentially provides employees the right to nitty-grittyize.When under a amalgamation, employees argon saved in shipway such as employers must bargain in good assurance regarding all issues. Union members concord the right to bargain over wages and new(prenominal) terms of their employment. The National Labor Relations Board (NLRB) takes union power to a higher lever as the members, who were appointed by the president, spend a penny authority to determine no unfair labor practices be occurring, appropriate bargaining units, and conducting elections to determ ine union representation. Basically, the NLRB oversees that the laws of the Wagner Act be universe followed and the employers be not conducting both activities that can lead to charges of unfair labor practice.The labor laws give employees the right to choose a union or choose not to participate so it appears the law does not support one over the other, precisely supports the employees to be adequate to stand up for their rights when they feel the employer is using unfair labor practices. I believe this to be a very sensitive subject, because in around places I take worked, employees complain about one thing or another. I acceptt destine that means they should be allowed to decide to overturn the employers policies by organizing a union. (DeCenzo. 2010. p.343-346) 2. I believe teaching give earance should be considered employees since this status is represented by the Graduate Employees Organization (GEO) which is a corporate bargaining representative. Since it is suppo rted by a union, this position would be considered an employee with the same rights to improve their working conditions.The University completes the GEO and seems to be familiar with union practices. It appears the university and the organized unions be able to work together and come to amicable agreements. I marvel if this is because well-nigh of the unions ar made up of a younger extension who are not as demanding as a union of shopping center aged workers, mainly because they do not have the work arrive to know what to ask for. Or maybe they are more than voluntary to have a good labor-union relationship than the more experienced worker who may have become resentful over the years and may expect more then they deserve. According to the Bureau of Labor statistics, instructor assistants perform duties and deliver direct services to students or parents (Teacher. May 2012.)This position is a paid position that delivers a service so it does not make sense that this pos ition would not be considered an employee. Even those who discover school, such as Graduate Teaching Assistants, should be afforded the same protections as any other paid employee. This is similar to the reticular activating system and CDAs who were awarded the right to unionize, however though they were undergraduate students. If undergraduates can unionize, the teacher assistants are certainly considered employees and would also have the right to unionize if they chose to do so.3. I believe commissions reaction to employee interest in unionization differs if the employer already has a high union density. This does not mean employers are happy to have a group of employees become unionized, but I think they are familiar with the practices of a union and what is involved in working with the union to hammer out the issues raised by union members. I think the reaction would be much more positive from the employer that already has a high union density that an employer who does not.T he employer without any union interaction would closely likely be more negative and would not want to recognize a union within their workplace. Employers with no union pursuit would most likely feel their rights were taken away or that they have disconnected their authority within the parentage. An employer who has union experience knows they are still in control of their business however, they are aware of the negotiation march and the demands they may have to agree to. This can be a tense dish out as I feel unions just expect employers to bow drink to all of their demands.This type of force seems like it gives the union an unfair advantage, which to me contradicts the building block mind for a union, where it was thought that the employer had the upper hand. I can but assume my lack of experience makes me form judgments that may or may not be true, but it is how it appears to me looking at it from the outside. 4.I believe some of the RA complaints were overstated because they expect to be given the same devotion as a resident, when they were informed in the (MOU) the memo of Understanding which set forth the terms and conditions of the position.In the MOU, the university describes the requirements of enrollment, minimum GPA, and corrective guidelines. Human resource polices specifically state a violation of these disciplinary guidelines would be cause disciplinary action. It is unclear to me why the RA would compare themselves to the residents when they were entrusted with this position and are held to a higher standard. The complaint of compensation was more reasonable since they do not receive much of a monthly honorarium for all that is anticipate of them. After taxes the RA is not left with much. Since they are expected to correct residents and are faced with the retaliation and anger from the residents, it is no wonder thither is such a high turnover rate for the RA position. It is tall(prenominal) that there are so many applicants for the position although perhaps they do not know all of the details of the position.It is most likely the reason why people apply and then quit since such a low paying position demands so much from the undergraduate student to handle. Perhaps in this situation a union is needed since it is overt that the university is taking advantage of the students by requiring them to do much more than they are compensated for. 5. Unionization could change the cultivation of residence life in a negative way since the care of the company will have lost the control they once had to freely make changes to the culture and business operations. A union would now require that management to lodge to a distinct set of rules and would not have to agree with the way management decides to do business.I would assume the relationship betwixt union and management can become quite agonizing to management as they magnate feel they cannot make decisions in their own business. According to an article on newswis e.com, a contemplate was conducted to evaluate the impact a union has on organization culture, and I was surprised by the results. It appears a comprehensive study of 10 years of information of both union and non-union groups was provided which included more than 7000 employee responses.It was stated that an organization is alone(prenominal) as good as its culture and their ability to be aware of it and make changes. This is not such an wakeful task when a union is involved since according to the study, unions are slight likely to endorse the cultures of the organization. This can create a division between the groups. (Unions. May 2012.) Contrary to what I would have thought, this study revealed less employee involvement and less teamwork or desire for advancement. This was surprising as the power of the union negotiation would make me assume these union members are feeling authorise since their voice is heard and they have job security.Apparently, these employees are not as h appy or content as one would think. I feel this may be because the employer now has no room for change when it comes to union members and perhaps the non-union members appear to be a part of the business whereas the union members may feel they do not actually fit in, since they start to the union. A sense of pride, belonging and appreciation motivate employees to work harder, but the union members do not have this aspect so they are less motivated. 6. Arizona has a right-to-work provision in which no person shall be denied the opportunity to obtain or retain employment because of a non-membership in a union.This protects public employees from being turned down referable to non-union involvement. The employees are free to choose, and cannot be discriminated against for not supporting a union. I have never worked for a union, but I have witnessed a strike take place at a previous employer, where only some departments were unionized. The strike was out of control, and those not inv olved had to be protected by the protests going on in front of the building.In my opinion, this should not be allowed, that employees can use such force and violence to draw the employer to cave to their demands. (Arizona State Senate, 2012, p.1) The NLRA covers employees in the private sector, such as those apply by Federal, state, and local government, agricultural laborers, domestic service, independent contractor, and those subject to the rail line Labor Act. The rights protected under the NLRA are those concerning the employees right to form, join, and assist in organizing a union, or to not participate in a union. The protections are in place so no one is pressure to join a union, and union cannot force an employer to hire only union members. (National Labor Relations Board, n.d.). I believe there are protections for those who do not wish to participate in a union for a reason. As I previously described, unions can become harsh in order to get their way. I would not want to pay dues for someone else to be paid a salary to speak for me.I discuss for myself, and my commitment to the company and desire to excel helps in terms of salary growths and other benefits. I do not believe the negotiation process of a union is a benefit to anyone by the union negotiators and it only appears to create hostility within a company that should be able to run their own business. We have other avenues to explore if we feel we are being discriminated against, such as the EEOC. 7. I agree with the decision of the Labor relations commission (LRC) that the RAs and CDAs are employees and have the right to unionize. The university engage the RAs and had them sign a job description and RA Memo of Understanding (MOU). The university laid out clear terms and conditions and requirements that must be met in order to be eligible. This who met the conditions would be eligible for the CDA, community information assistant, which, to me appears to be a type of promotion since the CD A is a mentor for the RAs although no pay increase.Each position receives compensation and must adhere to mandatory requirements such as working 20 hours a hebdomad and preparation before each semester. With all of the requirements of these positions, as well as it being a compensated position, is enough proof that this is indeed an employed position in which the employees should have the same rights as any other employee, even though they are students. It would be discrimination to deny these students the rights that any other employee receives. The LRC was absolutely correct to decide for the RAs and CDAs as these are clearly employees and it appears they are being taken advantage of by the university since they visual sense with all of the negativity on a daily basis with detailed support and do not receive a pay increase with added responsibilities of a CDA. The university is not being fair to those in these positions because they are students, but being able to become unioni zed will help them mixed bag through all of the issues they face.ReferencesArizona State Senate (2012, November 8). Labor Employment Laws. Retrieved from http//www.azleg.gov/ apprize/Senate/labor%20employment%20laws.pdf DeCenzo, D. A., & Robbins, S. P. (2010). Employee Benefits. In Fundamentals of human resource management (10th ed., p. 343-346). Hoboken, NJ Wiley. National Labor Relations Board (n.d.). Employee Rights NLRB. Retrieved , from http//www.nlrb.gov/rights-we-protect/employee-rights Teacher Assistants. (2012, May). Retrieved from http//www.bls.gov/oes/current/oes259041.htm Unions throne Present Challenges to Organizational Culture and Change. (2012, October 15). Retrieved , from http//www.newswise.com/articles/unions-can-present-challenges-to-organizational-culture-and-changeView as multi-pages