A Comprehensive Report on Employee and Labour Relations Dynamics

This report analyzes employee and labour relations within Write Way Stationary Company, focusing on the steps involved in union organization, restrictions applicable to both employers and unions during certificate drives, and the procedure for preparing negotiations with management. It highlights the importance of positive employee-employer relationships for achieving company objectives, detailing the formation of organizing committees, issue program adoption, union card signing, election winning strategies, and contract negotiation. The report further outlines restrictions imposed on employers and unions to prevent unfair labor practices, emphasizing the role of the National Labour Relations Act (NLRA) in regulating private sector bargaining and protecting employee rights. The conclusion underscores the necessity of maintaining positive employee relations and the function of unions in safeguarding employee rights and addressing unfair treatment.

Employee and Labour
Relations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
PART A...........................................................................................................................................1
Steps of the union organization-.................................................................................................1
PART B............................................................................................................................................2
Restrictions which are applicable to employer and union during the certificate drive-..............2
PART C............................................................................................................................................3
The procedure for preparing negotiation with management-......................................................3
CONCLUSION................................................................................................................................3
REFRENCES...................................................................................................................................5

INTRODUCTION
Employee and labour relation is very essential to manage which is helpful in rendering
the productive goods and services by company to their consumers. The positive relationship
among employee and employers is helpful for a company to gain their objective.
Write Way Stationary Company produce superior quality of customized goods of
stationary. And they had further employed 35 candidates in kind of various job. The above study
includes the steps of union organization. Report further carried forward with inundation which
are applied to employer and union within certificate drive and explaining what will happen if any
one of them do not follow it. The report ends with procedure for preparation of negotiation with
the management.
PART A
Steps of the union organization-
To organize a union at workplace there are simple steps that can be followed by an
organization so that they can effectively bring these into the consideration.
 Building an organizing committee- Leaders are organizing ad identified committee that
represent all essential department and shift which reflects ethnic, racial and gender
diversity at workforce (Poon, 2019). Organizing committee should be educated regarding
rights of employees and should understand policies and strategies of UE and ranking &
controlling file control.
 Adopting an issue program- Committee develop program of the demand of union and
strategy for campaign of union election. Plan is to be prepared that highlights issue
program at workplace which is carried forward by several campaign activity.
 Signing-up majority on the Union Cards- The co-worker are told for joining UE and
supporting program of union by signing the membership card. The sizeable majority is to
be signed up. These “card campaign” must proceed further quickly once it begun and
which is essential for holding an election (Vandamme, 2019).
 Winning Union Election- If election is won by union the employer must bargain and
recognize with union. For winning the election union not only need to be strong and
diverse culture, but they also require solid issue programs. Some weeks are taken by
labour board for taking up further steps that who is eligible for voting and scheduling
elections.
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 Negotiating Contract- The campaign of organization does not let up after the victory of
election. The workers should mobilize for supporting union's demand for contract and
pressuring employers for meeting them (Manzella and Koch, 2019). Document of union
and employer sign and negotiate, including each and everything from wage that how
disputes could effectively handle.
PART B
Restrictions which are applicable to employer and union during the certificate drive-
There are several restriction through which union and employers are further bounded.
For employers-
 Threatening the employees that they will lose job or various benefits if they are voting
and getting engaged into the protected activity.
 For discouraging employees support to the union they promised to have several benefits.
 Terminating, transferring, laying off and allotting difficult task to employees.
 Punishing them as they are involved into the engaged union (Luvhengo and Thomas,
2019).
 Coerce and restraining employee in exercise for the rights under Act. Questioning
workers about the activities or sympathies regarding unions.
For Union-
 Seeking suspension, replenishment or discharge to the employee if they are not being an
member of union.
 Fine to be paid by employees who had validly resigned from union to be engaged in
protected activities.
 Striking for the issues which are not related to the term and condition of employee terms.
 Threats to employee that job will be loosed by them of they will not be supporting the
union.
 The union is not to be engaged into the picket line misconduct that can be assaulting,
misconduct etc.,
The National Labour Relations Act is not prepared for punishing unions, employers or
individual but it is helpful in stopping unfair practices for labour and for ordering several
remedies for violation of the unfair labour practices (Lai, Saridakis and Johnstone, 2017). If an
employee is being fired by employers for being involved into the union activities, the employer
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need to reinstate employees with the pack back. In case of union if they fire any of the employee,
then they are further responsible for pack back to the employees.
PART C
The procedure for preparing negotiation with management-
There are many statute that came into play within the process of negotiation process. The
private sector's bargaining is regulated by the National Labour Relation Act (NLRA)for their
workers. The employees of company had an right to organize and select exclusive agents for
bargaining. Agents negotiate for a collective agreement for bargaining which defines their
working hours, wage and conditions of working. The union labour is being selected by the
majority of employees which can include the skilled homogeneous employees and heterogeneous
skilled employees (Bryson, Erhel and Salibekyan, 2019). This worker further become the
bargaining agents for individual across the unit. They had a right to bargain a demand for hour,
wage and conditions of working of affected workers. The NRLA specify that duty for bargaining
does not need approval on specific proposal or making concessions. All the participants had to
meet on regular basis and for discussing pertinent issue in gaining good faith. Labour
management negotiation includes ongoing relationship among sides. After completion of
collective discussion, participants should continuously deal with each among. The Management
and union negotiators should continue for meeting to resolve disagreement which have taken
place within bargaining application provision for agreement (Arco-Castro and et.al., 2018).
There is need for detailed pre-negotiation preparation is essential. Management and labour both
negotiators must sit down with the individual on the related sides before having a meet with
another side. In which it has been decided that which is item is to be addressed and what are their
priorities. The team then further decide that lowers issue which are being prepared to trading for
the preferred term.
CONCLUSION
From the above study it can be concluded that an organization should maintain a positive
relationship with the employees to gain a productive & positive work from the employees. A
company should have an appropriate union which can work in the favour of employees and
safeguard them from several issues which have been faced by them during the company. It is
very helpful for employees to protest against their right and unfair treatment done by employers
to them.
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REFRENCES
Books and Journals
Arco-Castro, L and et.al., (2018). Corporate philanthropy and employee engagement. Review of
Managerial Science, 1-21.
Bryson, A., Erhel, C., & Salibekyan, Z. (2019). Perceptions of non-pecuniary job quality using
linked employer–employee data. European Journal of Industrial Relations,
0959680119884753.
Lai, Y., Saridakis, G., & Johnstone, S. (2017). Human resource practices, employee attitudes and
small firm performance. International Small Business Journal. 35(4). 470-494.
Luvhengo, N. E., & Thomas, A. (2019). Labour Legislation Compliance within the Small-
Enterprise Sector. African Journal of Employee Relations (Formerly South African
Journal of Labour Relations). 43. 24-24.
Manzella, P., & Koch, K. (2019). A New Approach: The Incorporation of Culture, Language and
Translation Elements in Comparative Employee Relations. In International
Comparative Employee Relations. Edward Elgar Publishing.
Poon, T. S. C. (2019). Independent workers: Growth trends, categories, and employee relations
implications in the emerging gig economy. Employee Responsibilities and Rights
Journal. 31(1). 63-69.
Vandamme, J. (Ed.). (2019). Employee consultation and information in multinational
corporations. Routledge.
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