Reference no: EM133179750

Issue:

As per articles 9.02 and 9.03 of the proposed collective agreement between Beer Workers Union and County Beer Company, Inc., any internal job opening must be posted on the bulletin board. If multiple candidates claim for this job opening, the selection will be based on seniority in terms of length of employment. Apart from the importance of seniority in the profession, the agreement suggests that when determining the sequence of layoffs, the management must take into account the seniority of the workers. The senior associate will be reinstated from temporary layoff first, assuming they have the required skills and abilities to execute a position in the bargaining unit. This might create dissatisfaction amongst the group of young talented employees within the company who is the second choice for the employers after the more experienced employees (in terms of the period of employment). It eventually leads to a substantial slowdown in the company's overall productivity and growth since such workplace environments are detrimental to team cohesion.

Proposed change:

There should be a skill-based criterion for employment and other privileges in the organization. There should be a competent evaluative assessment procedure in place so that management can identify and appreciate the company's hidden talents. Employees should receive a fair opportunity while seeking work and possibilities. When appraising employees for advancement or other benefits, the primary factor should be the candidate's expertise, competence, talents, and achievements, with experience playing a modest role in the selection process.

The rationale for the change:

As previously stated, promoting and recognizing a deserving candidate inside the business would foster healthy competition among employees while also increasing self-esteem and occupational contentment. Seniority is not required to be considered when summoning employees back to work. When recalling workers, even non-unionized companies are not required to consider seniority or experience. The employer has the exclusive authority to decide the firm's needs and which personnel are most suited to satisfy those demands. This leads to overall organizational objective fulfillment as the company gets the perfect employee for the specific task, and eventually, such decisions lead to the general growth of the organization.

Questions to be answered:

1) Identify the opening position, preferred outcome, and bottom line (Fallback) position for this issue in bargaining simulation.

2) Identify the team's priorities in bargaining related to this specific issue and rationale for this priorities.

3) Identify the strategy will be used to obtain the desired changes.