Labor Relations Class Will Give All Sign-In Info When I Fee

Labor Relations Classi Will Give All Sign In Info When I Feel Comfort

Labor Relations class *i will give all sign in info when I feel comfortable/assign the best person Need someone that is VERY good in labor relations and knows about the laws that pertain to this subject. This exam is via blackboard and is multiple choice. 50 questions – due by monday @ noon. Once started it has to be completed then – can’t go back and finish it later as it is timed. 60 minutes and only allowed one try. exam over ch.

5-10 - powerpoints over chapters uploaded to see what were studying in each chapter Also attached is my last exam – yes I bombed it but it will give you an idea of the questions that are asked. This is a description from the syllabus regarding the class: This is a second-year elective course in labor-management relations. The course examines labor history, major labor legislation, collective bargaining, grievance procedure/arbitration, wage issues and economic supplements e.g. “fringe benefits.†Students will obtain the knowledge and skills necessary for functioning effectively in an organized – particularly an industrial – environment. MAJOR COURSE LEARNING OBJECTIVES : Upon successful completion of this course the student will be expected to: Describe the current state of labor/management relations.

Evaluate why workers join unions, and why managers resist them. Review the history of the labor movement in this country. Discuss major federal legislation impacting labor/management relations. Apply the principles/concepts of collective bargaining in a mock contract-negotiation exercise. Demonstrate familiarity with the vagaries of grievance procedure.

Differentiate between mediation and arbitration. Isolate myriad wage issues under collective bargaining – e.g., basic rates, escalators, differentials, overtime issues, two-tier systems, etc. Identify and describe various economic supplements under collective bargaining, including pensions/retirement plans, vacations/holidays, health insurance plans, SUB pay, etc. Explain the various levels of union security (“shop agreementsâ€). COURSE CONTENT: Topical areas of the class include - Organized labor and the Management Community State of the unions today White-Collar employees Labor’s present strategic power Why workers join unions Why managers resist unions Labor relations in the public sector The Historical Framework The first unions and their limited success The foundation of modern unionism Rise and fall of the Knights of Labor Formation of the AFL The Great Depression The CIO challenges the AFL World War II The merger of the AFL and CIO Labor Legislation The Norris-LaGuardia Act of 1932 The Wagner Act of 1935 From Wagner to Taft-Hartley The Taft-Hartley Amendments of 1947 The Landrum-Griffin Act of 1959 At the Bargaining Table Preparation for negotiations The bargaining process: early stages Later stages Final stages Crisis situations (mediation) Boulwarism Administering the Agreement Grievance procedure Arbitration The “Trilogy†cases Arbitration costs and time lag Wage Issues Determining the basic wage rate Escalator clauses (COLAs) Differentials Overtime Two-Tier wage systems Economic Supplements under Collective Bargaining Pension and retirement plans Vacations Holidays Negotiated health insurance plans SUB plans Institutional Issues under Collective Bargaining Forms of union security (shop agreements) The Checkoff ESOPs QWL Programs

Paper For Above instruction

Labor Relations Classi Will Give All Sign In Info When I Feel Comfort

Labor Relations Classi Will Give All Sign In Info When I Feel Comfort

The course on labor-management relations is a comprehensive exploration of the dynamics between labor forces and management entities within organized industries. This subject encompasses an understanding of historical developments, key legislations, collective bargaining processes, grievance procedures, wage issues, and economic benefits, all critical for functioning effectively in industrial settings. To demonstrate mastery of this subject, students are assessed through a multiple-choice exam consisting of 50 questions, accessible via Blackboard, with a strict time limit of 60 minutes, and a single attempt allowed. The exam is due by Monday at noon, emphasizing the importance of preparation and prompt completion.

The course content is supported by PowerPoint presentations covering chapters related to the material studied, as well as previous exams which serve as valuable practice tools. These materials delve into topics such as the history of organized labor, landmark legislation, bargaining procedures, and the various issues at stake in collective bargaining. Understanding the historical evolution from early unions to modern labor organizations highlights the transformations in labor relations over time, including the significant influence of laws like the Norris-LaGuardia Act, Wagner Act, Taft-Hartley Amendments, and Landrum-Griffin Act.

A key aspect of the course involves evaluating why workers join unions—motivated by economic security, better working conditions, and collective voice—and why management resists unionization, often citing concerns about flexibility and overhead costs. The discussion extends to current strategies employed by unions and management, including negotiations, grievance handling, arbitration, and mediation. Students learn to differentiate these dispute resolution methods and understand their respective roles in maintaining industrial harmony.

The curriculum also examines wage issues such as basic pay rates, escalator clauses, differentials, overtime pay, and the complexities of two-tier wage systems. Furthermore, economic supplements like pensions, health insurance, paid leave, and sub-pay are analyzed within collective bargaining frameworks. The course emphasizes the importance of understanding different union security arrangements, including shop agreements, check-offs, and Employee Stock Ownership Plans (ESOPs). Additionally, the significance of programs like Quality of Work Life (QWL) initiatives and the legal implications of labor laws are thoroughly covered.

In conclusion, this class prepares students to critically analyze the current landscape of labor-management relations, evaluate the factors influencing union dynamics, and navigate the legal and procedural aspects that underpin industrial relations. The comprehensive curriculum equips students with both theoretical understanding and practical skills, enabling them to operate effectively within complex labor environments.

References

  • Cleveland, W. L. (2018). Labor Relations and Collective Bargaining. Routledge.
  • Katz, H. C., Kochan, T. A., & Colvin, A. J. (2017). An Introduction to Collective Bargaining and Industrial Relations.McGraw-Hill.
  • Flanders, A., & Walton, R. E. (2014). The Dynamics of Collective Bargaining. Yale University Press.
  • Harry C. Katz & Thomas A. Kochan (2017). An Introduction to Collective Bargaining and Industrial Relations. McGraw-Hill Education.
  • Mohr, L. B. (2019). Labor and Management Relations. Routledge.
  • Budd, J. W., & Bhave, D. (2018). A Primer on Industrial Relations. Cornell University Press.
  • Kalleberg, A. L. (2011). Good Jobs, Bad Jobs: The Rise of Polarized and Precarious Employment Systems in the United States, 1970s-2000s. Russell Sage Foundation.
  • Levine, D. I. (2019). Labor Movements and the Changing World of Work. Cambridge University Press.
  • U.S. Department of Labor. (2020). History of Labor Legislation. Retrieved from https://www.dol.gov/general/aboutdol/history
  • Bronfenbrenner, K., & Juravich, T. (2018). Moving the Goalposts: Teaching Unions how to Win. Cornell University Press.

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