Question

You work as the lead HR Manager for BWA Enterprises, a company that builds parts for one major car manufacturer. On the organization chart, management, and administrative tasks are represented by rectangles, the union is represented by the ovals.

You are preparing for negotiations for the next CBA. The current, 3-year CBA is set to expire in 12 months.

At present, there is a new union president that you have found very difficult to deal with; the union is considered antagonistic towards management ideas, proposals and policies. The grievance rate has increased significantly since the last round of negotiations; primarily around issues of safety, overtime requirements (due to not enough workers to cover all of the shifts), non-fulfillment of benefits, and inadequate training when a new product line is introduced.

On the other hand, management is sympathetic towards creating a better working environment around the areas of grievance. The key will be to find a mutual way to address the concerns. However, stakeholders have also drawn a hard line along areas of pay-raises, more benefits, retirement options and years of service increases (such as extra vacation days, salary grids, holidays for birthdays, etc.).

40% of our annual gross profit of $10 million dollars go to employees within the union (80 members) for salary, benefits, and retired employee benefits. 20% goes to administrative and management, 25% goes to inventory, taxes, equipment, and facilities, and other supporting costs. The remainder is stockholders equity.

Financially, BWA enterprises is in the black, but because of recent tariff and trades restrictions across the border, our main customers have already given notice that they will be looking to domestic sources for the parts we produce. Also, our research department has reported that several of the jobs currently being filled by humans has the potential to be automated by AI within a 2 – 5 year timeframe based on new inventions and research. The union is aware of this development.

1. A draft bargaining notice and schedule

• Prepare a formal notice to the union

Answer 1

   **NOTICE**

This report reveals knowledge into the path toward setting up a collective bargaining agreement by displaying the data on collective agreement.

This report has given a draft plan regarding timetable and notification to the affiliation. Moreover, a section of reflection presented in this report has focused in transit toward making the field-tested strategy to mastermind collective bargaining agreement. The route toward wheeling and dealing for making CBA among troughs and the relationship of BWA try has been inspected in this report. Considering the goals of both the social affairs and reliant on 3 fields for the underwriting of the organization, this report has explained the components of this agreement which can be beneficial for both affiliation and troughs.

The systems for both the managers and the affiliation have been discussed which can improve the idea of association among troughs and affiliation. As an ensuing decision, a lock out course of action has been arranged in this report close by the depiction of inquiry goals.This report has helped with looking at the impact of trade and CBA on the two social affairs.

The path toward masterminding another NFL collective bargaining agreement, which began around 10 months back, might be moving toward an end. Or then again it most likely won't be.

Additionally, incredibly, that is about as clear as we can be with respect to this issue right now.Thursday and Friday were significant days for the trades between the NFL's players and owners. On Thursday, the owners threw a voting form to underwrite the CBA suggestion on the table, which has been negotiated between the various sides since last April.