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Looking for someone new to take over this assignment/do it correctly!
As you find information from your research pertaining to the negotiation and the demand(s) you have been assigned, post them in your group’s forum for all to review.
Collaborate on the research and start solidifying your case for each demand. Use the “Bargaining Zone” to determine your limits
1.
As you find information from your research pertaining to the negotiation and the demand(s) you have been assigned, post them in your group’s forum for all to review.
Collaborate on the research and start solidifying your case for each demand. Use the “Bargaining Zone” to determine your limits
Overtime should be on a volunteer basis first and if additional personnel are needed then it can be made mandatory only if additional workers are needed.
I need pros and cons –
More pros (and a lot of them!) Can’t literally be word for word from a source – in own words only. Must note resource from where each item is from but again can’t be used if not worded in own words – were using resources/references not in text citation
Here is a sample of what other team members have posted but this was just their first step to share what info they have got – I’m a little behind so need a lot more info on mine!
This is the demand for a minimum of two union members serving on the company’s board of directors at all times. I feel this offers several benefits to both the union and the employer at the same time. One benefit I can think of right away from a union standpoint, is that company directors tend to have greater access to information, which in turn could give the union greater access to information. The union member could in turn bring to the board of directors alot of knowledge about how the company actually works and it’s industry, which might not be typical of your average corporate board member.
Something else that could prove beneficial for the purposes of this assignment would be that by having union representation serving on the board, this might help to mitigate certain shortcomings of the collective bargaining process and increase worker productivity.
Another benefit to the company of having at least 2 union members on it’s board is that by the union having access to more company information that I mentioned earlier (financial health of the corporation, long-term prospects etc.) the chances of stalemate in bargaining could be decreased and more good faith type of bargaining may result. Basically because union representation on the board of directors is going to increase management credability with the union that it might not otherwise have.
One benefit to both sides is that by having union representation on the board of directors is that at least in theory, it could facilitate the participation of employees in the control of their work environment, thereby increasing their productivity. It has often been said in different ways that problems such as absenteeism, turnover, and low productivity are the result of employees not feeling like they have any control over the direction of the company in which they work. I think this could definitely be in play in our case scenario.
References
Douglas D.D., The Yale Law Journal Vol. 2, 106, 1982
Knowledge@Wharton- Should Union Members Join Corporate Boards? Retrieved from http://knowledge.wharton.upenn.edu/printer_friendly.cfm?articleid=37
Extended Medical Insurance Coverage to 90 Days for employees on lay off
*If a 90 extended medical insurance coverage was possible it would be cheaper for employees due to COBRA being so expensive and the employee not receiving their paycheck
*Not all employers pay the insurance benefit premium for the employees at 100% so the amount of premium collected by the employee through payroll deduction would be difficult for the employer to collect
*A system could be set upon hire to allow an option for employees to set up an escrow for an extended 90 day coverage upon lay off if it becomes necessary
*If employee denies option then the employee would not have the 90 day extension coverage option
*If employee does want an escrow account in place for this option then the employer would have to have an additional system in place to collect the dollars via payroll deduction, etc. Which when the layoff takes place the employer would have funds to deduct from for the employee portion of the premium
*An extended Medical Insurance Coverage would be additional expenses for the employer for their portion of the premium and if they are having a layoff then generally there is a reason as to why they are laying off employees which may be difficult for the company to keep these additional expenses
If the 90 day extended medical insurance premium were available do you feel it would be a positive or a negative to both the employee and the employer? Do you feel that my escrow idea would work why or why not?
I feel it would be positive for the employee who will be eliminated their paychecks and the cost of COBRA, the 90 extension could allow them to set up their unemployment benefits or find another job in the meantime.
I feel that it would be more work for the employer and additional expenses
The Negotiating Process:
The Bargaining Zone
Source: Angelo S. DeNisi and Ricky W. Griffin, Human resource Management, 2nd ed., Houghton Mifflin Company, Boston, NY.
A useful framework for understanding the negotiation process refers to the bargaining zone, which is illustrated below. During preparations for negotiation, both sides are likely to attempt to define three critical points. For the organization, the bargaining zone and its three immediate points include:
1. the employer’s maximum limit
2. the employer’s expectation
3. the employer’s desired limit.
For example, the organization might have a zero increase in wages and benefits as a desired result (also known as management’s “target point”). But, it also recognizes that this desired result is unlikely and so what it expects is to have to provide a modest increase in wages and benefits totaling perhaps 4 to 5 percent. But is preparations are done thoroughly, managers also know the maximum amount they are willing to pay, which might be as high as 7 or 8 percent (management’s “resistance point”). Note that, in this example, management would rather suffer through a strike than pay more than an 8 percent pay increase.
On the other side of the table, the labor union also defines a bargaining zone for itself that includes three points. These three points include:
the union’s minimum acceptable limit on what it will take from management (the union resistance point: the settlement level below which the union will strike)
its own expectations about what management is likely to agree to
the most it can expect to get from management (the union target point).
For instance, the labor union might feel that it has to provide a minimum increase of 2 to 3 percent in wages and benefits to its members. They expect a settlement of around 5 percent but would like to get 9 or 10 percent. In the spirit of bargaining, they may make an opening demand to management as high as 12 percent. Hence, during the opening negotiation session, labor might inform management that it demands a 12 percent wage and benefit increase. The employer might begin by stating emphatically that no increases should be expected. Assuming, however, that some overlap exists between the organization’s and the union’s demands and expectations in the bargaining zone (a positive settlement zone), and assuming that both sides are willing to compromise and work hard at reaching an agreement it is likely that an agreement will in fact be attained.
Source: Ricky Griffin and Ronald Ebert, Business, 6th ed. Reprinted by permission of Prentice-Hall, Inc., Upper Saddle River, N.J.
