Cost of Living Power Point
Electric11
CostofLivingPPT..docxCost of Living
The City of St. Albans has a unionized police force that is coming up for a contract renewal. The police have one issue: the cost of living increases. During the past 10 years, police officers have received minimal cost of living increases, and this time they want to match what other police forces are making. They claim that their salaries are below the national level. The incoming new police hire earns a salary of $48,200. Using the websites provided in the Course Materials Recommended Resources section, prepare data and an argument on behalf of the police officers to support their position (from textbook).
This assignment will be written as a PowerPoint slide show presentation ( PowerPoint Tips (Links to an external site.) ). Approach it as if you are giving the presentation to governing board of the City of Albans. You are trying to persuade the board that the police officers need a raise. Your proposal should be:
· 8-10 power point slides
· The note section of the slides should be used to explain the slides.
· At least two recent and credible sources in addition to the textbook must be used.
· All sources must be cited using APA formatting.
· Charts, tables, graphs, etc., may be used.
· The first slide should be a title slide.
The last slide should be a reference list.
Recommended Resources
Articles
Barras, J. (2014, December 11). NLRB: Employees may usurp employer email systems for non-work-related communications (Links to an external site.) . Forbes. Retrieved from http://www.forbes.com/sites/theemploymentbeat/2014/12/11/nlrb-employees-may-usurp-employer-email-systems-for-non-work-related-communications/
Boxall, P. (2014, April 22). The future of employment relations from the perspective of human resource management. Journal of Industrial Relations, 56(4), 578-593. https://doi.org/10.1177%2F0022185614527980 (Links to an external site.)
Dorfman, J. (2014, September 11). Public pensions are still marching to their death (Links to an external site.) . Forbes. Retrieved from http://www.forbes.com/sites/jeffreydorfman/2014/09/11/public-pensions-are-still-marching-to-their-death
Tice, C. (2014, September 12). 4 threats that could spell the end of cheap fast food (Links to an external site.) . Forbes. Retrieved from http://www.forbes.com/sites/caroltice/2014/09/12/4-threats-spell-the-end-of-cheap-fast-food/
Ungar, R. (2012, December 11). 'Right-to-work' laws explained, debunked and demystified (Links to an external site.) . Forbes. Retrieved from http://www.forbes.com/sites/rickungar/2012/12/11/right-to-work-laws-explained-debunked-demystified/
Websites
AFL-CIO. (2014). Collective bargaining (Links to an external site.) . Retrieved from http://www.aflcio.org/Learn-About-Unions/Collective-Bargaining
Bureau of Labor Statistics. (https://www.bls.gov/)
Carnegie, A. (1920). Autobiography of Andrew Carnegie: With Illustrations. (Links to an external site.) Retrieved from http://www.gutenberg.org/ebooks/17976
IndustriALL Global Union. (Links to an external site.) (http://www.industriall-union.org)
International Trade Union Confederation. (Links to an external site.) (http://www.ituc-csi.org)
International Trade Union Confederation. (2013). The ITUC Global (Links to an external site.) Rights Index (Links to an external site.) . Retrieved from http://survey.ituc-csi.org/ITUC-Global-Rights-Index.html
International Trade Union Confederation. (2013). ITUC Survey of violations of trade union rights (Links to an external site.) . Retrieved from http://survey.ituc-csi.org/?lang=en
National Labor Relations Board (Links to an external site.) (http://www.nlrb.gov)
National Labor Relations Board. (n.d.). National Labor Relations Act (Links to an external site.) . Retrieved from http://www.nlrb.gov/resources/national-labor-relations-act
Think Outside the Slide. (2014). Five tips to make Powerpoint business presentations more effective (Links to an external site.) . Retrieved from http://www.thinkoutsidetheslide.com/five-tips-to-make-powerpoint-business-presentations-more-effective/
UNI Global Union. (Links to an external site.) (http://www.uniglobalunion.org/)
Below is some additional information on collective bargaining.
Process of Collective Bargaining
Definition: The Collective Bargaining is a technique to reach a mutual agreement between the employer and the employee. Here the representatives of both the parties viz. The union and the employer meet and discuss the economic issues such as wage, bonus, number of working hours and other employment terms.
The process of collective bargaining comprises of five steps that are followed by both the employee and the employer to reach an amicable solution.
Process of Collective Bargaining
1. Preparation: At the very first step, both the representatives of each party prepares the negotiations to be carried out during the meeting. Each member should be well versed with the issues to be raised at the meeting and should have adequate knowledge of the labor laws.
The management should be well prepared with the proposals of change required in the employment terms and be ready with the statistical figures to justify its stand.
On the other hand, the union must gather adequate information regarding the financial position of the business along with its ability to pay and prepare a detailed report on the issues and the desires of the workers.
1. Discuss: Here, both the parties decide the ground rules that will guide the negotiations and the prime negotiator is from the management team who will lead the discussion. Also, the issues for which the meeting is held, are identified at this stage.
The issues could be related to the wages, supplementary economic benefits (pension plans, health insurance, paid holidays, etc.), Institutional issues(rights and duties, ESOP plan), Administrative issues (health and safety, technological changes, job security, working conditions).
1. Propose: At this stage, the chief negotiator begins the conversation with an opening statement and then both the parties put forth their initial demands. This session can be called as a brainstorming, where each party gives their opinion that leads to arguments and counter arguments.
2. Bargain: The negotiation begins at this stage, where each party tries to win over the other. The negotiation can go for days until a final agreement is reached. Sometimes, both the parties reach an amicable solution soon, but at times to settle down the dispute the third party intervenes into the negotiation in the form of arbitration or adjudication.
3. Settlement: This is the final stage of the collective bargaining process, where both the parties agree on a common solution to the problem discussed so far. Hence, a mutual agreement is formed between the employee and the employer which is to be signed by each party to give the decision a universal acceptance.
Thus, to get the dispute settled the management must follow these steps systematically and give equal chance to the workers to speak out their minds.
