WEEK 5

Interest Arbitration (graded)

List the pros and cons of interest arbitration. Why do you think
the usage of interest arbitration in the private sector is so low?

This section lists options that can be used to view responses.

Grievances (graded)

A union-represented employee filed a grievance with her employer
because she was terminated. The employer stated they were in an at-will
state and had the right to terminate anyone at any time without cause.
The former employee was terminated with no reason given, so the employer
states he had the right to terminate her on the spot. Share your
thoughts on this scenario as the labor relations professional. Detail
what steps you would take, if any, and explain each step thoroughly. Be
sure to cite labor law accordingly.WEEK 6

Conflict Management (graded)

Some conflict management styles include avoidance, accommodation,
competition, compromise, and collaboration. Which style do you think
you use for conflict resolution? Share why you tend to use that approach
to resolve conflicts. Also share instances when a particular style did
not go so well. Why, from your view, did that happen? What, if anything,
did you learn when that style did not help?

Resolving Labor Disputes (graded)

According to Arbitrator Daugherty (Koven and Smith, 2006), there are seven tests of just cause.
Was the worker given advance warning of the consequences of his or her conduct?Was the rule, order, or standard reasonably related to employee performance?Was the alleged violation thoroughly investigated before discipline?Was the investigation fair and objective?Did the investigation reveal convincing proof of guilt?Was the employer’s discipline nondiscriminatory?Was the discipline reasonably related to the worker’s record and the severity of the conduct?
How would you answer these questions based on the following
scenario? Be thorough because you will be presenting this in front of
the union.
Scenario
An employee received a disciplinary letter for her personnel file
because she made a mistake on the job. This letter removes seniority
points from her record. The company is in the middle of layoffs, and as
a result of this letter, this employee would be next for layoff, when
without the letter, she would have been safe. The mistake did not cost
the business money but rather embarrassment to the supervisor, according
to the employee. The contract states that the disciplinary process may
be used for performance issues. The supervisor stated that the
employees mistake was a performance issue and he had the right to
issue a disciplinary letter. This employees previous performance
appraisals have been satisfactory and above.
Reference
Koven, A., & Smith, S. (2006). Just cause: The seven tests (3rd ed.). Arlington, VA: BNA Books.List the pros and cons of interest arbitration. Why do you think
the usage of interest arbitration in the private sector is so low?A union-represented employee filed a grievance with her employer
because she was terminated. The employer stated they were in an at-will
state and had the right to terminate anyone at any time without cause.
The former employee was terminated with no reason given, so the employer
states he had the right to terminate her on the spot. Share your
thoughts on this scenario as the labor relations professional. Detail
what steps you would take, if any, and explain each step thoroughly. Be
sure to cite labor law accordingly.WEEK 6Some conflict management styles include avoidance, accommodation,
competition, compromise, and collaboration. Which style do you think
you use for conflict resolution? Share why you tend to use that approach
to resolve conflicts. Also share instances when a particular style did
not go so well. Why, from your view, did that happen? What, if anything,
did you learn when that style did not help?According to Arbitrator Daugherty (Koven and Smith, 2006), there are seven tests of just cause.How would you answer these questions based on the following
scenario? Be thorough because you will be presenting this in front of
the union.ScenarioAn employee received a disciplinary letter for her personnel file
because she made a mistake on the job. This letter removes seniority
points from her record. The company is in the middle of layoffs, and as
a result of this letter, this employee would be next for layoff, when
without the letter, she would have been safe. The mistake did not cost
the business money but rather embarrassment to the supervisor, according
to the employee. The contract states that the disciplinary process may
be used for performance issues. The supervisor stated that the
employees mistake was a performance issue and he had the right to
issue a disciplinary letter. This employees previous performance
appraisals have been satisfactory and above.ReferenceKoven, A., & Smith, S. (2006). Just cause: The seven tests (3rd ed.). Arlington, VA: BNA Books.