Labor Relations: Anti-Nepotism - Case Study Example
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Extract of sample Labor Relations: Anti-Nepotism
According to the paper, nepotism means hiring and promoting friends, relatives, or family members, when these practices lead to unfairness and discrimination against other job applicants and workers. The issue with Keith W. Walton is clear: he was fired once the company was reported that his uncle was working for the same company. Walton was fired for violating the company’s anti-nepotism policy. The main issue is whether at all Walton violated the policy of nepotism in the workplace and whether the grievant has the right to work in the company. The union is confident that the Company’s policy of anti-nepotism is misbalanced and ill defined. Although the company has the right to create such policies, Company employees have little knowledge of nepotism, its meaning, and its potential effects on the organization. The Union claims that the Company never tried to clarify the meaning of the “Employee of Relatives” section of the handbook for its employees. Moreover, the grievant might have been unaware of the fact that his Uncle worked for the same company when he applied for a job. Finally, given that nepotism is the same as favoritism, it is not clear how at all the fact of working for the same company with his Uncle benefited the grievant. The Company holds to a different position. First, the Union defends the grievant simply because it wants put a ban on the Company’s anti-nepotism policy – the attempt that failed a few years ago. Second, the Company handbook has an “Employment of Relatives” section, which forbids hiring applicants that are relative of current employees. Third, the rule of anti-nepotism is long-standing and should be consistently enforced. The Company has the full right to hire and fire employees, in order to control their performance and monitor discipline in the workplace.
Nepotism is a complex issue. Organizations create anti-nepotism policies to promote equity in the workplace. This case study, Labor Relations: Anti-Nepotism, analyzes the issue of anti-nepotism policy in a Company. The issue of nepotism is discussed…
In the process the employment contracts and employee relations of the company have also been studied to understand how the company maintains the welfare of its employees as well as the disciplines of its organization. The role of the UAE Labor Law as well as trade unions within organizations have also been realized in the benefit of the human resources management of the company focusing on the achievement of the organizational goals and objectives and lead the industry of media in its region in Abu Dhabi in UAE.
In addition, labor strikes became notable in the period of Industrial Revolution. During this period, mass labor was significant in mines and factories. In a number of nations, strike actions were rapidly outlawed. This was because owners of factories held extra political influence than employees.
The labor laws of the company take care of the basic human rights of the workers and values the interests and opinions of all employees. These laws would be a guide line for the employees in a dual way; it would restrain them from any wrong decision making and would also protect their rights and ensure they that are not deprived of proper benefits they are eligible to owing to their employment at the company.
Forcing workers to work by intimidation or any other means will result to them using other tactics to have their demand met. To avoid the inconveniences of strikes and lock outs the employer should come to a binding arbitration with the employees (Dunshee, 2004)
?Jesse Jackson’s White Friends Quiz” and distributed them to other members of the staff thereby sparking racial unrest in the minds of other colleagues. The jokes in question contained the word “nigger” around 30 times and bore condescending and derogatory attire towards
yer and employees where the employer can dismiss the employee from the employment without prior warning without the fear of incurring any legal liability. In essence, the employment-at-will doctrine makes employees to be at grace of their employers in this case, the doctrine
As an arbitrator, I have found that the case can be handled by remaining objective driven and focusing on provisions being mentioned in CBA. Award: W’s behavior towards L can be categorized as First degree offences
In this role, three divisions are available; Classification/Compensation and Employee records/HRIS division, Recruitment& Selection and Employee/Labour Relations division, and the Employee Health & Benefits division. The first division is