Happy Trails, LLC have the right to campaign just as the union organizers do. (National Labor Relations Board, 2013) This could be a pamphlet that discusses the pros and cons of unionization and what unionization could mean to them in their industry. This information should try to be as non-biased as possible to show the staff that the organization can be trusted not to provide false claims. I would also advise this employer not to say anything derogatory about the union but instead state the benefits of a non-union environment. Tell employees they do not need to talk to union organizers, that they can vote against the union, and that the independent living home does not welcome the
As for the customer service representatives, they do not get any incentives because they are paid on salary and do the same work as the sales department. This could cause customer service representatives to ignore calls that come in from Company
In fear of losing her job, she does not report the mistake to her supervisor. How should the employee have handled this situation and what should the supervisor do when the situation is disclosed? How does the AICPA Code of Professional Conduct relate to ethics? Provide examples to support your response. The CFO for a corporation deliberately misstates expenses on the income statement purely out of a sense of loyalty to his CEO and the company.
There are other costs that go into making up the total reward paid to any employee, including the union worker. It is this bigger picture of labor costs that concerns management during negotiations. While the union is focusing on what they can get in terms of total income to the union member, management is looking at the impact of these cost on the total business picture. (a) Compare the methods available for the adjustment of wages during the effective period of the labor agreement. Make this comparison in light of the organization in which you currently work or recently worked.
This safe guard against any future complaints on payments and compensations for extra hours and types of duties performed. The form contains the details describing the type of employer the recruit is and the effective date of employment. The position held, and title of the employee is also outlined alongside the corresponding basic salary the employee pockets per month. Lastly, the employee is classified as Exempt or Nonexempt according to the duties he performs in his employment. The compensation arising from these categories is also outlined in this
By having these policies it will show that the company is willing to be competitive and will do what it takes to recruit and retain employees. There is a problem with a policy like this. It would not be a low cost strategy. Companies would be paying more for certain jobs or all jobs but they would be paying a lot in compensation. To do this the company would have to take away from other parts in the company like training, development and growth.
Example: Your firm wants to break its lease in an office building that violates the Americans with Disabilities Act by failing to install wheelchair ramps and automatic doors, but you want to stay on good terms with the landlord. Garner offers an elegant sample that includes this sentence. “Although we have no doubt that your oversight was a good-faith error, we hope that you understand why we can’t stay in the building.” He captures three goals at once: to explain that you’re breaking your lease, to spell out why you’re justified in doing so, and
“Mediation is a form of negotiation in which a neutral third party becomes involved to assist in reaching a conclusion of the dispute” (Cheeseman, 2010 p.45). The mediator will act as an impartial intermediary and the mediator will be the instructor of the class. The participation in mediation will be voluntary and the team members will consent to work toward agreement. The University Of Phoenix laws and rules will apply to govern the agreement, the mediation process and any agreement resulting from the mediation. The mediation communication will be confidential and participants should sign the paper to agree with the terms and conditions that will end the controversy.
The manager must monitor the productive and non-productive time of each employee to insure that the facility is staffed properly for optimal patient care. Productive time is defined as an employee’s net hours on duty when performing the functions of his or her job description. Non-productive time is paid for time when the employee is not on duty, not producing. (Baker, 2011) Two different methods are used to compute the FTE, the annualizing method, and the scheduled position method. The annualizing method is a two-step process to compute a FTE by first computing the paid days worked by an employee per year and then deducting the paid days not worked to calculate the net paid days worked to a factor.
The Wagner Act gave unions the right to organize workers without being harassed or intimidated by employers. It established a National Labor Relations Board, which had the responsibility to assure that elections to determine if a union would represent workers would be fair and to oversee the collective bargaining that took place between unions and management after a company was unionized. The Wagner Act allowed workers to strike, picket, and boycott business with which they were having disputes. It made illegal so-called company unions, which were employee organizations sponsored by employers. It also outlawed blacklisting, intimidation, and industrial spies.