West, neglects to adhere to that culpability it places

West,
J. %. (2003). “Unit Determination.”. In Encyclopedia of Public Administration and Public Policy, Edited
by Jack Rabin ( (K-Z) ed., Vol. 2, p. 1249). CRC Press.

Unionization
Campaigns: How Can an Employer Play its Role Without Running Afoul of The
Labour Code Commandments? (2014, July 22). Retrieved January 21, 2018, from http://langlois.ca/unionization-campaigns-can-employer-play-role-without-running-afoul-labour-code-commandments/

We Will Write a Custom Essay Specifically
For You For Only $13.90/page!


order now

Supervisors
of Unit Employees. (n.d.). Retrieved January 21, 2018, from https://www.umass.edu/humres/supervisors-unit-employees

Liability. (n.d.) West’s
Encyclopedia of American Law, edition 2. (2008). Retrieved January 21 2018
from https://legal-dictionary.thefreedictionary.com/liability

HR
Planning. (n.d.). Retrieved January 21, 2018, from http://hrcouncil.ca/hr-toolkit/planning-risk-assessment.cfm

FLRA.gov.
(n.d.). Retrieved January 21, 2018, from https://www.flra.gov/exclusive_representation

Bargaining unit. Merriam-Webster’s
Unabridged Dictionary. Accessed May 9, 2017 at www.merriam-webster.com

Agresti, J. D.
(2017, December 9). Union Facts. Just Facts. Retrieved January 19, 2018 from www.justfacts.com/unions.asp

                                                                                                                                                            Reference

                                                                                                                       

                                                                                                                                   

And finally if a
company has too many employee complaints and building issues they need to be evaluated.
The company requires a safeguard that will assess the legal implications that
could befall them if they are not attending to immediately.

Risk management should be an ongoing evolution within the company. If the
company has knowledge of the hazards of the building and the risk it places its
employees in, it should be evaluated and fixed immediately (HR
Planning, 2018).

Liability actions are the legal responsibility for
the companies’ acts. If a company neglects to adhere to that culpability it
places the company in a compromising position and leaves them open for legal
action for any generated reparations or a will have to involve a court ruling (West’s Encyclopedia of American Law, edition 2. (2008))..

Employers
may still convey to employees, verbally or in dictation its disagreement to
employee organization but must adhere to the following specifications that fall
within the law, rather than represent obstruction towards the union (HR Planning, 2018).

They will also
need to; Understand
bargaining unit agreement language, evaluate reorganization arrangements
and other employee actions which have
labor-management connotation.
They will need to tend to
departmental policy and procedure changes that attribute to labor-management suggestions
for out sourcing or altering work
schedules. There is a need to create approaches that deal with
a supervisor’s concerns about employees such as attendance and discipline and
be able handle layoffs
and bumping (West,
2003).

An
exclusive representative is accountable for speaking on behalf of all employee
interests in the unit it represents devoid of discrimination and without
consideration to labor association membership. In order
to become exclusive representative the union will need to accumulate over 50% of authorization cards which
allows the union to become the employee’s representative from bargaining unit
which in turn will convert into your groups’ united bargaining representative.

                                                                                                                                           Conclusion

Given
the amount of employees within the company, there is enough justification for a
human resource position. The company has too many employee complaints and
building issues that need to be evaluated. The company requires a safeguard
that will assess the legal implications that could befall them if they are not attending
to immediately. Orientating an employee that has knowledge of the issues and knows
the employees to a Human Resource position will be beneficial to the company in
the long run.

Risk management should be an ongoing evolution
within the company. If the company has knowledge of the hazards of the building
and the risk it places its employees in, it should be evaluated and fixed immediately.
This will reduce injuries, call outs; compensation claims and increases the employees’
faith in the company. If employees know that their employer cares about their well
being, benefits and safe work environment, there would be no need for a union and
it would maintain quality employees
(HR
Planning, 2018). .

Liability means legal responsibility for one’s
acts or exclusions. If a company neglects to adhere to that culpability it
places the company in a compromising position and leaves them open for legal
action for any generated reparations or a will have to involve a court ruling.
So by not fixing building issues allowing the supervisors to pressure employees
not to take time off and not allowing them to file compensation claims if they are
injured or granting them other paid time off benefits and punishing them if
they do, it places the company in a position for legal action against them (West’s Encyclopedia of American Law, edition 2. (2008)).

Employers
may still convey to employees, verbally or in dictation, its disagreement to
employee organization but must adhere to the specifications that fall within
the law, rather than represent obstruction towards the union. An employer could
legally relay its right of expression as long as they make no assurances or
intimidate in any way. The dialogue must not be extreme or corrupt and that
essentially presents the logic rather than the feeling of the readers (HR Planning, 2018).

The Labour Code informs
employers that they cannot use coercion or terrorization to persuade anyone to abstain
from becoming or to stop being a member of an association of employees. Due to
these constraints, the employer or its delegates must implement care in their interactions
with employees (Unionization
Campaigns, 2014).

As a consequence of
employees’ right of organization and their susceptible legal position, and the financial
control the employer possesses, the Labour Code enforces firm constraints
on the employer. The Code makes it illegal for any employer or their delegates to
attempt intrusive behavior in an organization of employees by segregating them,
attempting to dictate obstruct or fund the arrangement or the activities of any
such association, or to involve themselves within (Unionization Campaigns, 2014).

An
executive representative must also learn to; Understand bargaining unit agreement
language, evaluate reorganization arrangements
and other employee actions which have
labor-management connotation.
They will need to tend to
departmental policy and procedure changes that attribute to labor-management suggestions
for out sourcing or altering work
schedules. There is a need to create approaches that deal with
a supervisor’s concerns about employees such as attendance and discipline and
be able handle layoffs
and bumping (West,
2003).

A union will need
to accumulate over 50% of authorization cards which allows the union to become
the employee’s representative from bargaining unit which in turn will convert
into your groups’ united bargaining representative. If it is by vote 30% authorization
must be collected by the bargaining unit. Next an election is held by the
Public Employment Relations Board (PERB). The only way for the union to succeed,
more than 50% of the employees must vote in agreement of unionization.  If
this is accomplished, employees would have union representation (FLRA.gov,
2018).

An exclusive representative is
accountable for speaking on behalf of all employee interests in the unit it represents
devoid of discrimination and without consideration to labor association
membership. It is stated in section 7120 of the Statute, an exclusive representative needs to implement and pledge to principles
of behavior that reassures it will upholds democratic ethics and a structure of
financial accountability. The Department of Labor’s Assistant Secretary,
Employment Standards Administration has arranged set of laws to enforce the
principles of this segment (FLRA.gov, 2018).

Exclusive Representative 

x

Hi!
I'm Joan!

Would you like to get a custom essay? How about receiving a customized one?

Check it out