Every business strategy or decision, from mergers and acquisitions to downsizing and outsourcing, has the potential to be affected by labor issues. The labor relations manager handles all employees' negotiates collective bargaining agreements, and coordinates grievance procedures to handle complaints resulting from management disputes with employees. The labor relations managers interpret and administer the contract with respect to grievances, wages and salaries, employee welfare, healthcare, pensions, union and management practices, and other contractual stipulations. In the absence of a union, industrial relations personnel may work with employees individually or with employee association representatives. Dispute resolution or contractual agreements has become significant as parties to a dispute attempt to avoid costly litigation, strikes, or other disruptions. Dispute resolution also has become more complex, involving employees, management, unions, other firms, and government agencies. Labor relations managers involved in dispute resolution must be highly knowledgeable and experienced, and often report to the director of industrial relations.
This link is how labor managers should define their employees for labor relations and contracts....
http://www.youtube.com/watch?v=eury3tWpyQg
Sonya,
ReplyDeleteI am currently taking a Labor Relations class and I can tell you there seems to be a lot of animosity and distrust between both Management and Union members. One clear example unfolding right before our eyes is the NFL Labor/Collective bargaining negotiations. The players feel they are being asked to take less and put out more; the owners feel they are entitled to a larger piece of the pie.
I believe the success of any collective bargaining negotiations is compromise. There needs to be compromise and a willingness to meet each other half way. Both entities need each other- strikes and lockouts can only hurt the brand and the product!