rewriting work Week 2 -- 700 words

Labor Relations Guide for Management

New technological advances will strengthen Blossoms Up! as a company and help in keeping them competitive, however, the high-technology assets, systems and procedures could displace some employee positions. This has caused employee morale to decrease and a couple of employees have brought up trying to bring a union in to protect their jobs. CEO, Seth Smith is worried that this will only cause chaos. This analysis will cover topics regarding the ethics of employee relations, unions and the law. The focuses will be: union organizing drives, election steps, collective bargaining process, labor relations strategy, and recommendations.

Ethics of Employee Relations

Employer-employee relationships are mutually dependable. An employee’s job is a highly valued possession with many moral responsibilities that are guided by ethical principles. Employers have a moral obligation to look out for the welfare of their employees through having employee benefits and wellness programs, equal and fair rates of pay, flexibility for employees, commitment to employee development and growth and are a supportive culture. Code of conduct and leadership play a major role in this. Implementing employee policies that establish rules regarding performance, conduct, conflict of interest and discipline help to promote structure and a productive workplace (Scott, 2018).

Unions and the Law

Employees have the right to attempt to form a union where none currently exists (“Employee rights,” n.d.). “Some examples of employee’s rights include:

· Forming, or attempting to form, a union in the workplace

· Joining a union whether the union is recognized by the employer or not

· Assisting a union in organizing their fellow employees

· Refusing to do any or all these things

· To be fairly represented by a union” ("National Labor Relations Board", n.d.).

Union Organizing Drives and Elections Steps

To organize a union drive at Blossoms UP! some of the following steps might take place:

· Identify the target

· Determine interest

· Setting up an organizing committee

· Building interest

Collective Bargaining Process

Blossoms Up! employees have a chance to start up a union under the National Labor Relations Act (NLRA). There will need to be an employee representative to speak on behalf of the employee’s and a representative for Smith. The bargaining table gives the employer and employee the opportunity to negotiate terms that can benefit both parties. Collective Bargaining begins with the preparation of both sides to present their interest. Once, both parties prepare their interest to negotiate; the negotiation starts with rules put in place to avoid any conflict and work to reach a compromise within the negotiation. The collective barging process includes the following topic up for negotiation to satisfy both parties respective interest:

· Wages.

· Benefits.

· Seniority clauses.

· Health and safety data.

· Names and addresses of employees in the bargaining unit.

· Information regarding subcontracting.

· Information regarding the sale of business.

· Insurance

· Layoffs

· Working conditions

Labor Relations Strategy: Acceptance or Avoidance

Blossoms Up! CEO believes that the company should not join the union, while employees feel differently with the recent upgrades in technology and possible job losses. If the company wishes to avoid the union, then they will need to provide employees with a clear understanding of what a union entails by inviting a representative to educate the staff on what the laws and regulations are in their state. Blossoms Up! will lose “control” over their staff in regard to termination, some disciplinary practices and even promotions. Overall, the company needs to listen to employees; hold a company meeting and listen to their concerns and become proactive in their wants and needs. The threat of union can remain unless there is a written policy placed in employee handbooks or someplace that is for all to view which requires an employee’s signature.

Recommendations

New technology can be scary, and unsettling for employees. It is important for the human resource department to be prepared to deal with questions, and concerns from employees. A few recommendations would be to offer meetings, and information for these concerned employees. Setting up a few different open forums where employee can come and ask the human resource department, and upper management any question will help ease the nerves and frustration of employees. Another suggestion would be to ensure upper management and human resource managers are offering assurance that their jobs will not be replaced by the new technology, that it is there to help them.

Conclusion

We have learned that CEO, Seth Smith is against the union, however the employees at Blossoms Up! are undecided. The company must help managers to establish better employee relations, understandings and provide an employee handbook clearly identifying the mission, values and vision of the company. The employees must be heard and be given a voice; empowerment. Unions options may always exist, however for employees to choose what is best allow them to understand the union process.