Reference no: EM133255257

1. You are the human resources manager of Wydget Corporation, a small manufactur-ing firm. The employees of Wydget are not unionized. Because of difficult business conditions, the workers' wages have not increased in several years, and their medical insurance benefits have been reduced. As a result, morale among employees is low, and there has been high turnover in the workforce. You are considering creating an employee involvement group to provide an opportunity for workers to share their con-cerns and ideas with management and to discuss production problems and working conditions. How can you structure the group to ensure that employees feel their role is effective, without running afoul of Section 8(a)(2)? What are the potential problems associated with the creation of such a group? Should you establish the employee involvement group? Explain the reasons for your opinion.

2. What are union security provisions? Why would unions want to negotiate such provisions? What impact do right to work laws have on such provisions? Are you in favor or opposed to right to work laws? Why?

3. If you were an arbitrator in charge of binding arbitration between workers and management, what arguments would you find most persuasive in terms of wages and working conditions being the basis for the strike/lockout?

4. How would you define "good faith" and "fair dealing"?