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Why is having specifically defined job duties and language

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Reference no: EM132872537

-Why is having specifically defined job duties and language regarding work jurisdiction an important issue for many unions?

-Why do some unions care about things like minimum shift (or crew size), shift /crew composition (meaning composition of different job classifications), ratios or workload restrictions?

-How do these work rules affect Management's functionality if negotiated away?

Reference no: EM132872537

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