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Human Resource Management.
Pages 4 (1004 words)
The union ought to have been given the medical records of the employees. The union being a body representing the interests of employees has the right to get access of the report as it directly its employees. It is the protector of workers' collective rights by informing them the rights and aiding them incase of a lawsuit…
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 ...
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