Reference no: EM132750614

You are the Vice President of Human Resources for your company. The following situation has occurred, and you are responsible for addressing it.

• Your company is a large 24/7 call center. You specialize in providing customer service for a large client in the wireless/cell phone industry. You have 500 employees; 50 of which are salaried, and 450 of which are hourly-paid.

• Morale in your call center has slowly been going down over the past few months. Your hourly-paid employees have been unhappy with topics such as rotating overnight shift work, and poor access to healthy food alternatives. Some employees have informally expressed their dissatisfaction to you, but you have not considered any of these conversations a formal complaint.

• About a week ago, you noticed an organized union representative in your parking lot talking to some of your employees. Shortly after that, you noticed some of your employees using one of your copy machines to make copies of union organizing flyers. In light of these events, you decide to take action. You quickly organized some employee meetings, where you informed the hourly-paid employees that they cannot use company-owned equipment or facilities for any union-related activities. One employee said "you can't do that!" Your response was " just did."

• The CEO of your company then spoke to the employees at this meeting. The CEO stated that if the employees proceeded with organizing a union, that he would shut down the facility, and move the operations overseas. One employee said "you can't do that!" The CEO's response was "I have another location already picked out, and would be up and running in 30 days. So folks, it's your decision."

Problem 1: What potential violations have been committed with regard to the Taft-Hartley Act, if any?

Problem 2: What potential violations has your company committed with regard to the National Labor Relations Act, if any?

Problem 3: What potential violations has your company committed with regard to the Worker Adjustment and Retraining Notification Act, if any? with citation if possible