Reference no: EM132853912

Text Book: Carrell, M. & Heavrin, C. (2004). Labor relations and collective bargaining. Upper Saddle River, N. J.: Pearson Education, Inc.

Question 1.

Disciplinary Policy Analysis

Part A - Design a model disciplinary policy for a unionized environment. Write the policy for circulation to the employees, rather than as language in a collective bargaining agreement. Include the following components.

Introduction: State what the policy is, it's purpose, and whom the policy covers.

Operation of the Policy (Progressive Discipline)

Description of Covered Offenses

Part B - Consider the likely positions of the union with respect to your disciplinary policy and justify the various elements of your policy in light of the program goals.

Question 2.

The arbitrator is a central player in any labor arbitration.

Discuss the selection of an arbitrator by explaining whose role it is to select the arbitrator, listing agencies that provide arbitrators, and describing the American Arbitration Association (AAA) 4-step process for arbitrator selection.

Discuss two (2) role models the selected arbitrator may use to interpret ambiguous contract provisions.

Question 3

Collective bargaining agreements and civil rights laws, such as Title VII of the Civil Rights Act, interact in important ways. 

Which takes precedence: a collective bargaining agreement or Title VII? Why?

Discuss Title VII's interaction with seniority systems under labor agreements.

Why should a nondiscrimination clause be included in a collective bargaining agreement? Identify at least three (3) areas of the employer-union relationship to which such clauses should be extended.