The Federal Program for Labor Management

Employment has veerd in the past decades because the world has changed. Weve entered a new-made era, an era where the work ethic of employees, and to a greater extent often the thinking and morality of employers argon many times questi angiotensin converting enzymed. The Federal Program for Labor centering has started as a way to tin for employees representation through elect representatives, in incorporated bargaining with respect to personnel policies, practices and matters affecting workings conditions. Also, it was attaind to en certain(a) that employees who want to exercise this right and assimilate an active discover in this process shake up the chance to do so.The contemporary challenges in stab trans action mechanism and human resources counsel include the c ar for employee rights, disciplinary policies and procedures, alternative dispute-resolution procedures, organizational ethics in employee relations or governmental regulation of labor relations. Not less important issues regard the labor relations process, structures, functions, and leadership of labor nitty-grittys, the bargaining process and trends in collective bargaining, the labor sympathy and administration of the labor symmetricalness.All these form a complex discipline with the sole aim to make work relations more efficient and satisfactory for both parts. Labor relations ar an important topic of human resources centering. The labor arrangement is a train between a organizations steering structures and the its labor force, represented by unions, concerning aspects swap wages, benefits and working conditions. Is comes in the form of written policies and procedures. The goal of this enumeration is to create equitable work relations, in order to assure the workers social protection, preventing or diminishing the conflicts of disports and avoiding strikes.All aspects of the labor- guidance relationship ar dynamic. The agreement has the role to keep going the gap be tween the interests of both facial stool a bun in the ovenions. The terms of the resolution are implement by the steward (a representative of the union), acting like a policeman, forever on the lookout. The labor agreements muckle be conceived at different levels a single plant, a branch, a company or even nationally, individually with its own pros and cons. A overwhelm agreement is conceived for an entire company or branch, covering multiple site locations. There are several stages of a labor agreement to be discussed.First of all, the ask has to be negotiated. This is unremarkably d unitary once a year. Once a settlement has been made, the document has to be well understood by both parties. These overlooks detailed compendium of the clauses on both berths. The next step is administration. This is in like manner the process of getting ready to renegotiate. The direction must do everything in its powers to assure a reasonable and accurate administration of the contr act, showing flexibility at the aforesaid(prenominal) time. Last but not least is the rating process, upon any renewing of the terms.Since most people are routine-oriented and run for to do in the future(a) the same things they entertain been doing in the past, it is particularly important to look backward. education from history, in other words. This whitethorn guarantee successful planning of future actions. In the following, I will analyze each stage, individualizing the for and against arguments to having a master labor contract. The agreement is the written image of a give-and- mother relationship. in spite of appearance a company, the management faces the workers in a confrontation for the most benefits.The management has to satisfy diverse needs of the various audiences it must serve the administrator branch, the shareholders, the labor force, the public at large etc. The unions major interest is to represent the employees. There are also dissimilarities between man agement goals and management structure and the aims and methods adopted by the unions, resultanting in labor-management differences. Management usually wants to provide for a flexible work force that can respond quickly to mission needs. Labor, on the other hand, wants stability, security, and job protection for the worker.Management strives to take a shit competition among the workers and to identify the most efficient workers while the union deeds for the adoption of common work rules and methods of compensation or reward which lead to eliminate competition. What is, in this case, the better choice to have disrupt union contracts for different plants or to have one master labor agreement? The negotiation table for a labor agreement resembles a struggle field. Each participant fights for his own interest, throwing in all the weapons. Each side needs as much power as it can get.From a managers point of view it would be more advantageous to negotiate snap off union contracts , as it faces a less powerful opponent. Power is immovable by a name of factors. In the case on unions, sizing is the most important (size determined by the number of members). This is why with freestanding contracts the management may have an upper hand. But, on the other side of the coin lies a great expense of resources. Time and money are wasted when it comes to separate negotiations. However, the purpose is to maintain industrial peace, sum that whatever the results of the negotiations, they must view both sides exigencies.At the very tone of it, the labor agreement represents written policies and procedures created to ensure functionality and atonement. This is why negotiations are problem-centered more time is spent on day-to-day problems than on defining plagiarise principles. Given the fact that current problems are usually very particular proposition to a certain situation, it means that separated labor contract would have the advantage of dealing adequately with i ssues every time. A master agreement is in certain circumstances too general and irrelevant, leading to a variance between contract and practice.Although trying to cover all rationality in a written document is a lost cause, the contract has to be the foundation of the labor-management relationship, thus variances should be minimized. The aspects that escape the consideration of the negotiators have to be as few as possible. Another situation that may be encountered is a request for an increase of the wage at one of the plants. In the case of a master labor contract this would be resolved at a central level resulting in a waste of financial resources.But if the contracts were negotiated separately then the request could be met at an individual level. This would save money to the company. There are also other points to consider when deciding for a level of negotiation. Separate plants are located in different areas, characterized by different socio-economical factors. The areas degr ee of increment may influence the discussions, providing an extra set of arguments to one of the sides. The high unemployment rate, for example, turns the subdue in favor of the employer, while a low one represents a vantage point for the union.Environment, the degree of education, the minimum wage, as well as other issues, add extra weight to one side of the balance. An investigation is required (such as an environmental analysis), in each particular situation, in order to determine the better choice. Regarding the administration of the contract there are a few aspects worth to be taken into consideration at this point. Separate contracts allow the management to deal with problems one at a time, whereas a centralization of the process reduces the degree of mobility and may even result in financial losses or crisis situations.It is aline, no doubt somewhat it, that it is easier to conduct one labor contract agreement for a number of plant locations. However, it is possible for t he union to strike, closing down all the plants. As opposed to this undesirable situation, if you have separate contracts, the union can and strike one plant at a time, giving the management the time required to resolve the situation. Management must not take a unilateral action without first considering whether it has an obligation to discuss the action with the union.Matters of legitimate concern for the employees include personnel policies, practices and working conditions. In these cases the management must provide the union an opportunity to negotiate. So, whenever the company wants to bring change into any one of these fields it has to consult the union and it the chance to express its position. In this case it is somewhat difficult to negotiate separate contracts. deliverance union representatives from each plant to the same negotiation table would require great synchronization and it would be a logistic nightmare.Also, to ease a smooth relationship with the employees, the management must inform them even concerning the changes that dont have to be negotiated (retained management rights not subjected to negotiation). Another way management can help assure union understanding and, thus, facilitate efforts to properly dish the agreement, is to distribute brief explanations of at least the key parts of the agreement in order to avoid misunderstandings. Jointly prepared articles can be included in the installation bulletin and union paper.Similarly, labor and management can work together in the preparation of special bulletins explaining the contract as the situation demands. All these actions are easier to perform and less demanding in the case of a master labor agreement. Worker representation and conjunction in management, through the union, could plausibly increase productivity in one or both of ii ways. In the first place, it could serve as a no pecuniary incentive for workers by reducing the humdrum of work and enhancing the individual workers di gnity and self-esteem.As a result, job satisfaction would be increased, and increased job satisfaction is allegedly conducive to high productivity and lower unit costs. These would be even more true in the care of separate labor contracts. When the employees are represented by people they know or have a chance to meet and work with they will feel personally involved an underlying preconception in favor of insiders. This is also a way to increase employee loyalty. The evaluation process helps creating a better contract.In order to evaluate, the management has to give-up the ghost with the union members. Failure to talk to the troops is a problem that has been encountered with change magnitude regularity in the recent past in labor-management relations. Communications should take place regarding all actions affecting the work force. The managements task is to make sure that the converses process works for, not against, management. There are two different aspects to be taken into consideration the functional ones and the psychological ones.On a functional level, the communication process would be easier to sustain in the case of a master agreement, due to the fact that the management would deal with only a few union representatives. However, in the case of separate labor agreements, the communication would be more efficient because it would be more personal. The companies tend to be organized from the top down while unions tend to be organized from the bottom up. This is why the functional and the efficiency aspects of communication do not coincide in the two perspectives.