This document provides answers to collective bargaining questions. It discusses the steps for covert applicants, the importance of proving interest for overt and covert applicants, and the interview process for overt salts. It also includes references for further reading.
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Collective Bargaining Questions
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Table of Contents Answer 1.....................................................................................................................................................2 Answer 2.....................................................................................................................................................2 Answer 3.....................................................................................................................................................3 References...................................................................................................................................................4 1|P a g e
Answer 1 The counter salting steps for the employees have been given below in step by step: Step 1 –Person C and person R both were applied for a field-technician job on March 21. Both the applicants have kept their union membership identity in secret. So, it can be said that both the applicants were covert applicants (Zimolong, 2018). Step 2 – According to the case study, two other applicants applied for the job. Both of them were union’s uniform. Both of them were called over applicants. Step 3 – According to section 8 (a) (1) of the National Labor Relations Board (NLRB), employerscannotprovideanykindbenefitstotheemployeesforrejectingtheunion’s representation. Step 4 – The covert applicants did not show their unions’ identity. In this case, both the covert applicants did not need the commercial driving license (Hofstra, 2016). Step 5 – Both the applicants did not have adequate skills and knowledge for the vacant positions. The company has the authority to eliminate the applications from the hiring process. Answer 2 The overt and covert would be in a good position to satisfy the rule of the National Labor Relations Board (NLRB). The applicants have to be truly interested in the case of employment. After this process, the applicants can be able to claim protection under the National Labor Relations Board (NLRB). The overt and covert applicants have to prove their interest in the process of employment. The applicants have the responsibility that they are not seeking employment as a temporary basis. It is very important for both covert and overt applicants to assuretheNationalLaborRelationsBoard(NLRB)bytheirpositiveintention.Proper information and honest intention are very much required for the covert and overt applicants. By evaluating all the details, The National Labor Relations Board (NLRB) can be able to protect the covert and overt applicants (Buttrick & Bahl, 2016). 2|P a g e
Answer 3 The overt salt ought to be interviewed when they approach for the job position. The concerned person that will conduct the process of the interview could not behave in an inappropriate manner with that of the union. A fine initial interviewer is someone, which possess the qualities of drywall. The union salts were the trained professionals. Therefore, the union salts would try to attract the interviewer in order to make a statement. It indicates that the firm possesses an animus for organized labor. The initial interviewer that performs the interview must be trained to keep the interview very boring for them. The initial interviewer, therefore, needs to ask questions regarding their occupation history, desired salary and skill level (Fox, 2015). When any question is being raised towards the interviewer, regarding unions then it needs to be answered in a vague manner. As a result, by conceding the covert salt in the interview, the interviewer tends to undercut the ability of union towards taking any undue charges of labor practices. 3|P a g e
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References Buttrick, S., & Bahl, M. (2016). UNION UNFAIR LABOR PRACTICES AND RULES EVERY NON-UNIONEMPLOYERSHOULDKNOW.Retrievedfrom https://www.americanbar.org/content/dam/aba/administrative/labor_law/meetings/2010/ annualconference/095.pdf Fox,J.(2015)."Salting"theConstructionIndustry.Retrievedfrom https://open.mitchellhamline.edu/cgi/viewcontent.cgi?article=1958&context=wmlr Hofstra.(2016).ALOWER“SALT”CONTENTFOREMPLOYERS.Retrievedfrom https://law.hofstra.edu/pdf/academics/journals/laborandemploymentlawjournal/ labor_vol26no1_mabanta%20skloot.pdf Zimolong, W. (2018). Cutting the Salt Out: Tips for Avoiding Union Salting Charges | SupplementalConditions.Retrievedfrom https://www.supplementalconditions.com/2018/01/cutting-the-salt-out-tips-for-avoiding- union-salting-charges/ 4|P a g e