City's stand on not bargaining for temporary employees is justified. This is so because the temporary employees are not full time employees and hence not unionized. Therefore the employer has full authority over them. However, this does not mean that they should be exploited. The temporary employees have their rights and the employer should strictly respect their rights.
The union's refusal to bargain on the employee management committee is not in good spirit. The union should be involved in the bargain .The functions as of the committee as stated do not conflict with the functions of the union. The committee's duties are purely managerial. Owing to the set up of the committee it can be argued that
the committee will not weaken the union in any way. In the actual sense the committee will only embark on issues pertaining to the efficiency of the company. It does not usurp any function or power of the union.
However, if City implements the policies, the union is free to seek a court redress. Further the union can seek the assistance of the employees in stopping the implementation of the policies. The employees can be asked to go on strike. However, this should be according to the law which states that a notice of at least 21 days should be given before the strike.
Secondly god turnover would also include invo...
Q2 Good and bad turnover.
From a performance standpoint, good turnover include people who have been fully trained but still do not meet expectations after a reasonable period of time.
Secondly god turnover would also include involuntarily terms. This is based on the decision of an organization to terminate an individual. The individual might not be willing to leave but due to the decision of the organization he/she has to leave.
On the other hand, bad turnover includes people who have been promoted but yet decide to leave the company. The company invests on an individual by training him/her and yet he/she leaves the company. This translates as a bad turnover on the side of the organization.
Further bad turnover includes those leaving the company whether voluntarily or involuntarily. This can lead to organizations filling a Third Party Action (TPA) against an employee. For instance if an individual did not manage performance and provide feedback as was required of him/her and incur TPA as a result his/her cost of turnover goes up and that is not a good thing.
Turnover is calculated as:
Turnover = Number of employees leaving during the year. X 100.
Average numbers employed during the year
If an organization has a total of 250 employed during the year and at the end of the year only 25 employees are leaving the turnover for the company is satisfactory as only 10 percent of the employees will leave.
However, if 75 employees out of the total 250 employed during that year are leaving then the turnover is bad for the company as it amounts to 30 percent of employees leaving during the year.
The rate of 25% and less leaving the organization within one year is satisfactory (good