Question

1. Describe the role of Unions in modern manufacturing plants. In what ways do Unions protect workers?

2. As a manager, dealing in collective bargaining with Unions, what are three areas which you feel must be negotiated? What would your stance be on those issues?

3. List the steps in a common grievance procedure.

4. How do ethics factor in during negotiations of a collective bargaining agreement?

5. As a supervisor, describe three situation where you would be forced to make an ethical choice. For example, you have two qualified employees, one of whom is 25 years old, single, Caucasian female and the other is a 45-year old African-American male who has more experience. What ethical considerations would you face as a supervisor or potential employer?

Answer 1

1.

Role of the union is to represent employees collectively and work in collaboration with the management of the manufacturing setups so that operations and other activities run smoothly and without any interruption. Further, it is the union’s role that can make employers to bring safe working environment for the employees, part from making collective bargaining on behalf of the employees working in the set up. So, the role of union is constructive and should work closely with the management to let grow each other.

In following ways, union protects workers.

A. It brings collective bargaining, such as setting up a proper wage structure and prevent employee harassment from the end of employers.

B. Work with employers to create a safe and secure working environment for the employees that can protect the health and best interests of the employees.

C. Setting up different types of committees to address the grievances, discrimination, hostile work environment and other issues related within the organization.

D. Union protects the employees from getting exploited by the employees.

E. Union works on collective and larger interests of the employees so everyone getting enrolled with the union is covered.

3.

Steps in a common grievance procedure are as follows:

A. Setting up a grievance addressal committee

B. Formal complaint or information of grievances to the committee by the affected employee

C. Committee members hearing the issue with claims, proof of claims and other related facts

D. Committee members hearing the other parties involved if any, and their arguments

E. Taking a decision by the committee on the basis of guidelines, bylaws and other labor laws that can intervene in the issue of grievances

F. Scope for the aggrieved party to approach higher authorities if he or she is not satisfied with the decision.

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