Employee Labor Relations: Subcontracting, Disciplinary Actions, Strikes and 10-Strike Replacement
Added on -2019-09-23
This article discusses the management's right to subcontract, types of disciplinary actions, reasons behind strikes, and the legality of 10-strike replacement. It also includes rebuttal arguments from Ironsteel.
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Employee Labor Relations2Part CAnswer 1The management’s right to subcontract has been the subject of a number of grievances by the union arbitrators. The parties to whom any sub-contract is made do not belong to the union group, instead they follow the policies, regulations, framework that are initiated by the company to them (Sabitu Oyegoke, 2001). The sub-contracting has emerged as an alternative solution for the management. Identifying the Recognition Clause in a labor agreement, the union members feel that they are sole bargaining agent who would not be removed from their work at all. On the other hand, the management feels that the RecognitionClause describes the unit of employees and not the work which may have done by them. In addition to this, the management also believes in exploring all the efficiency related measureswhich also includes subcontracting.Answer 2Generally, the disciplinary actions are majorly of 2 types, one is Performance -oriented and the other is Behavior-Oriented. According to the point of view of the scholar Parker (2007), when a staff exhibits misconduct at office or place of work such as illegal or unethical behavior, which as a result spoils the decorum of the workplace is categorized as behavior-oriented disciplinary action. On the other hand, when an employee exhibit misconduct in their performance, which hampers the productivity, it is categorized as performance oriented disciplinary action. The domain of the labor relation exists in a dynamic environment and the action of the employees affect the labor-management relationship as well when it comes to taking disciplinary action based on just cause, which is equal for all. Part DAnswer 1Strikes takes place due to conflicts that arises between labour unions and the management of an organization. According to the point of view of the scholar Parker (2007), most strikes are made by labour unions during collective bargaining or negotiations, which is also regarded as their last resort. The primary objective of strikes during negotiations, particularly during collective bargaining is for the employers as well as the union to come to an agreement, generally which involves issues such as working conditions, wages, employees
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