HRM 586 LABOR RELATIONS

COMPLETE CLASS
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HRM 586 Labor Relations Complete Class

HRM 586 Week 1 DQ 1 Fighting Employers Premises, Page 405

HRM 586 Week 1 DQ 2 Union Salting
HRM 586 Week 2 DQ 1 Abusive Language towards a Supervisor
HRM 586 Week 2 DQ 2 The Taylor Law
HRM 586 Week 3 DQ 1 Overlooked for an Unanticipated Vacancy
HRM 586 Week 3 DQ 2 The Future of Unions
HRM 586 Week 4 DQ 1 Employees on Medical Leave, Page 411
HRM 586 Week 4 DQ 2 You Decide
HRM 586 Week 5 DQ 1 Blame for a Major Accident, Page 413
HRM 586 Week 5 DQ 2 Trilogy Cases
HRM 586 Week 6 DQ 1 Ten Days to Learn, Page 431
HRM 586 Week 6 DQ 2 Collective Bargaining Employment Benefit

HRM 586 Week 7 DQ 1 Discharge for Fraud, Page 416

HRM 586 Week 7 DQ 2 Your Key Learning from the Assign

HRM586 Week 2 Case Study 10 An Anti-Nepotism Policy

Homework
Case Study 10: An Anti-Nepotism Policy, Page 419 (Also review the information located
under the Case Study tab this week.)
Your entire submission should be 23 pages, double-spaced with proper citation, as
applicable.
Grading Rubric:
Here are the criteria for grading this assignment. Use these categories to provide
structure within your paper.
1. Describe the issues in the case 15%
2. Provide a clear explanation of the unions position 20%
3. Explain managements position 20%
4. Relate the two positions to the contract language 20%
5. YOUR Analysis of the remedy 25%
What is your remedy in the case and why?
Submit your assignment to the Dropbox located on the silver tab at the top of this page.
For instructions on how to use theDropbox, read theseStep-by-Step Instructions or
watch thisDropbox Tutorial.

See Syllabus/Due Dates for Assignments & Exams for due date information

HRM586 Week 4 Case Study 11 A Laid-Off Glass Worker

Homework
Case Study 11: A Laid-Off Glass Worker, Page 422 (also review the information located
under the Case Study tab this week)
Your entire submission should be two to three pages, double-spaced, with proper
citation, as applicable.
Grading Rubric:
The criteria for grading this assignment. Use these categories to provide structure within
your paper.
1. Describe the issues in the case 15%
2. Provide a clear explanation of the unions position 20%
3. Explain managements position 20%
4. Relate the two positions to the contract language 20%
5. YOUR Analysis of the remedy 25%
What is your remedy in the case and why?
See Syllabus Due Dates for Assignments & Exams for due date information.
Submit your assignment to the Dropbox located on the silver tab at the top of this page.
For instructions on how to use theDropbox, read theseStep-by-Step Instructions or
watch thisDropbox Tutorial.

HRM586 Week 5 Pool Paper

Pool Paper
Objective
The purpose of the Pool Paper is to allow students to select from five different scenarios
in labor relations. Students are asked to select one scenario and develop it into a 23
page paper. This exercise allows students the opportunity to apply concepts covered in
class to real-world situations.
Guidelines
Appropriate citations are required.
All DeVry University policies are in effect, including the plagiarism policy.
Papers are due during Week 5 of this course.
Any questions about this paper may be discussed in the weekly Q&A Discussion topic.
This paper is worth 50 total points and will be graded on quality of content, editing, and
documentation.
Assignment Pool
Written Assignment #2
You are the vice president for human resources of the General Widget Corporation. The
corporations share of the market has declined dramatically. The corporation has been
operating in the redwith huge losses! The CEO has announced a drastic plan to

reduce costs to stem the losses. He said that a plant in Dallas, Texas, or a plant in Ann
Arbor, Michigan, may be closed.
Each plant has about 3,000 employeeseach manufacturer the same product. The
CEO said that production of the two plants may be consolidated or merged into one
plant.
Both plants are organized by a strong international union.
The CEO asks you to prepare a report for him on what factors he and the president
should examine and consider in making their decision as to which plant to close and
which plant to continue operating.
In your report you are to indicate what factors should be examined and why they should
be considered. You are NOT to make any recommendations. You are to present all the
critical factors which the top executives should examine in making their decision.
This paper should be 2 to 3 pages in length not including the coverage page and
reference page.

HRM586 Week 6 Course Project

Labor Relations Course Project

Guidelines | Course Project Topics | Grading Rubric
Guidelines

There is a written course project due at the end of Week 6. It should be 1520 pages in
length (excluding the cover/reference pages). Your work must be double-spaced with
one inch margins and should use one of the five approved style formats (APA or MLA
are preferred). You may select one topic from the list below.
You should choose a labor relations topic that is of interest to you. This could be an idea
that: (a) comes out of one of the class case studies, (b) something you have wanted to
investigate for a long time and have not had time for, (c) a labor relations issue that is
pressing at work and needs a solution, or (d) a recommendation that you want to make
to your organizations labor relations professionals or to your union.
Your paper should be organized in such a way that you integrate the following elements
into your work:
A clear thesis that consists of at least two main points
Introduction section with a detailed background/history of the topic
Literature review that incorporates research that supports your assertions on the topic
Recommendation section where you will explain what you have learned and how you
propose to alter or amend the situation discussed
Conclusion
Course Project Topics
White collar unionism in the United States in the next decade: an attempt to predict its
future size and shape
Managerial resistance to unionism: how deeply rooted, how widespread and how logical
is it?

Crime and organized labor: how much connection is there?

Corruption in the Teamsters Union
The role of personality in American labor union history
An evaluation of organized labors relationship with the black community
Samuel Gompers and John L. Lewis: a comparison of two labor giants
The advisability of eliminating all post-1932 collective bargaining statutes and letting the
parties go back to the pre-Wagner Act law of the jungle.
The NLRBs tilt to management in the 1980s and early 1990s and then to labor: Are
there any lessons to be learned from these developments?
The influence of Ronald Regan and George Bush on organized labor between 1981 and
1993
The influence of Bill Clintons Presidency on organized labor
Managements replacement worker strategy after the air traffic controller strike: how
potent and how fair a weapon?
An evaluation of the influence of COPE, the AFL-CIOs Committee on Political
Education
The local union meeting and the problem of poor attendance: what, if anything, can be
done about it?
The expulsion of the Teamsters from the AFL-CIO for corrupt influences: did it make
any real difference to either the Teamsters or the federation?

The declining incidence of strikes in the United States and some possible explanations
Mediation: an assessment of its potential value
Technological innovation as a cause of strikes
The role of violence in strike and lockout situations
An appraisal of procedures to expedite the arbitration process: mini arbitration and
grievance mediation
Legal issues in the private arbitration process
Effective use of the grievance procedure for settlement of disputes
Choose one of the economic supplements discussed in the text. Research the
development of the benefit in collective bargaining contracts since World War II. Be sure
to address yourself to the major advantages of the supplement and its future
development
Right-to-work laws: desirable public policy?
Trends in the area of management prerogatives
Quality of work life programs: are they nothing more than a fad?
The health insurance issue and collective bargaining
Plant closedowns and WARN.
The PATCO strike revisited

Future of unions in the U.S.

Union mergers: problems and opportunities.
History of a particular labor union with which you are familiar
Impact of right-sizing or downsizing on labor relations
The UPS strike
The rise and fall of Ron Carey
Grading Rubric

Content (60%)

Points / %

The Background component provides any necessary historical

information and assumptions used in the paper, and any other
information the reader might need to better understand the
forthcoming elements of the paper.

23.4 / 15%

Scope/Depth of research literature review. You should research the

Internet and other sources to provide support for your opinions and
assertions. The literature might exist in your organization.

46.8 / 30%

Recommendations. Write a LARGE recommendation/solution part.

Explain what you have learned and how you would change or fix
the situation.

62.4 / 20%

Use of sound logic

23.4 / 15%

Total

156 / 60%
Points
Deduction (Per

Editing (10%)

Occurrence) / %

Spelling Error

-2

Punctuation/Grammatical Error

-1

Sentence Meaning Unclear

-2

Misstatement of Fact

-5

Total (Not to Exceed)

26 / 10%

Organization (20%)

Points / %

Introduction: thesis statement contains at least two main points

16 / 8%

Body text follows order of topics and main points derived from the
thesis statement

8 / 4%

Content sub-divisions follow outline

8 / 4%

Conclusion summarizes, complements thesis; contains new

information

8 / 4%

Total (Not to Exceed)

52 / 20%
Points

Documentation Incorrectly Cited or Missing (10%)

Deduction (Per

Note: All must appear in approved format.

Occurrence) / %

Title Page

-2

Abstract

-1

Citations in Text

-2

References

-5

Total (Not to Exceed)

26 / 10%
Possible Points /

Category Totals

Content

156 / 60%

Organization and Cohesiveness

52 / 20%

Editing

26 / 10%

Documentation and Formatting

26 / 10%

Total

260 / 100%

HRM 586 Labor Relations Final Exam Answers

(TCO A) You are the new leader of the local union at your company. There are many
new employees who have joined the union in the past year, and they have questions
about the way union membership works. These new employees are not sure about how
to be in the union and still interact with the boss. It seems to some of them that in their
non-union jobs, they would just say and do what it took to get their questions answered,
and they did not see much difference between themselves and the boss. Others want to
run to the union steward every time the boss says something they don t like. The
questions involve management rights and employee rights. Your job is to develop a
summary sheet which lists the content for a union meeting. Your summary should
include the basics of how unions operate and specifics on management rights and
employee rights in the union environment. (Points : 34)
2.

(TCO B) There are a number of social, economic, and business factors

that are either helping or slowing down the development of the union
movement. Describe the changes in the political climate that have
helped or hindered growth of unions. Identify key legislation that has
changed the way in which unions or companies operate in a union
setting. (Points : 34)

3.

(TCO C) Labor Management relations have been affected by political

and legal forces since the mid 1900s. Describe laws that are relevant to
negotiations. Which laws favor employers, and which favor unions? Close
out with a discussion of the importance of these laws within the scope of
the negotiating teams. (Points : 34)

4.

(TCO D) Describe the differences of operations between the local

unions and national unions. How are each involved in helping union
employees? Describe the interactions between employees and
representatives at both levels. (Points : 34)

5.

(TCO E) The AFL-CIO and its leaders from the past help define the
labor movement in the U.S. and help define where the union movement
is today. How have the AFL-CIO (federation) national and local unions

been involved politically? What impact has this had on unions and
legislation passed? (Points : 34)
6.

(TCO I) When you examine a negotiated agreement, you will find a

variety of issues that can be put into the category of wages or economic
concerns. However, the contract is not limited to these issues. There are
a variety of issues that go beyond economic concerns, such as the union
obligations. It is not just that management is required to perform a
certain way according to the requirements of the contract. It is often felt
by management that they are giving up everything in order to live by the
contract. From a management point of view, the union has taken control
without obligation through the function of the contract. (a) Evaluate the
obligations that the union might have under the contract in terms of what
they mean to the functioning of the union and management.(b) Lay out
a plan to help management implement its options if the union does not
meet its obligations. (Points : 34)

7.

(TCO G) Two industries (Industry X and Industry Y) are run by labor

unions. Even though the unions overseeing these industries are
considered honest and conscientious, we have seen a large disparity in
pay between the industries. In fact, the wages in Industry X are now
three times the rate as those of Industry Y. What factors account for the
differences in these two industries? (Points : 34)

8.

(TCO F) The centerpiece of almost every negotiation is the issue of

wages. The topic has become complex and is typically the catalyst for a
strike. Of course, the topic of wages is multidimensional. Its not just the
salary that union member are making that impacts the profitability of the
organization or the cost of products and services on the market. 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. (b) From a management perspective, defend what you
would judge to be the most desirable arrangement for your organization.
Be sure to include other factors around the wage issue that might impact
your decision. (Points : 38)
9.

(TCO H) If the collective bargaining process is to be successful, it is

important that both sides come prepared to bargain. This means that
both management and labor must make plans and develop a strategy
before they even look across the table at the other party. It is often this
preparation that determines to what extent one side gets its way more
than the other side. It is impossible to walk into negotiations without
knowing the costs that are potentially involved in the new contract
arrangement. Clearly the union is well-prepared with their wish list and
with as many facts and figures as they can find to bolster their position.
Management does much the same thing to trade off items on the
table. (a) Select what you consider to be the key pre-negotiation
preparation steps that can be taken by the union. (b) Select what you
consider to be the key pre-negotiation preparation steps that can be
taken by management. (c)Compare and contrast the historical elements
that help us understand the current structure of the union. (Points : 34)

(TCO A) You are the new leader of the local union at your company. There are many
new employees who have joined the union in the past year, and they have questions
about the way union membership works. These new employees are not sure about how
to be in the union and still interact with the boss. It seems to some of them that in their
non-union jobs, they would just say and do what it took to get their questions answered,

and they did not see much difference between themselves and the boss. Others want to
run to the union steward every time the boss says something they don t like. The
questions involve management rights and employee rights. Your job is to develop a
summary sheet which lists the content for a union meeting. Your summary should
include the basics of how unions operate and specifics on management rights and
employee rights in the union environment. (Points : 34)
2.

(TCO B) The development of unions in the U.S. has a dynamic and

complex history. Despite the growth and power that unions enjoyed in
the past, today they are on the decline. Unions are working in various
ways to improve their status and membership levels in the U.S. There are
a number of social, economic, and business factors that are either
helping or slowing down the development of the union movement. (a)
Compile the various statistical, historical, economic, and social factors
that have led to the decline of unions. (b) Devise a plan to help unions
reverse these trends and potentially turn back to a growth pattern.
(Points : 34)

3.

(TCO C) Contract negotiations will typically reflect the current status of

the economy, political/legal concerns, social factors impacting society in
general, and other concerns held by management and labor. The issues
can become complex, with each side presenting their view of what has
changed in the economy, as well as their own needs for changes to
wages and benefits, etc. The proof that is brought to the bargaining table
supports either managements perspective or that of the union. Play the
role of a consultant to management. (a) Summarize for the management
team the economic, political/legal, social, and other factors that you
believe the union will integrate into their negotiations package. (b)
Devise a counter proposal that management can bring to the table.
(Points : 34)

4.

(TCO D) When management and labor interact during negotiations,

during a grievance, or just on a daily work basis, their relationship is

largely defined by a variety of federal and state laws. These laws can be
seen as helping, or they can be considered a hindrance to labor or
management as they try to reach their goals. Both sides have their point
of view. In the past, the laws were created to help the unions organize
and members to join a union. Later, the laws helped management deal
with the union. The labor laws of this country have helped to bring some
balance to the labor and management relationship. Consider the major
labor legislation passed over the years. (a) Explain how key components
of the labor laws impact the union/management relationship today. (b) In
your explanation, describe how both management and labor benefit from
these key provisions. (Points : 34)
5.

(TCO E) Describe the differences between the AFL-CIO and Change to

Win federations. How are these organizations competing for the same
employees? (Points : 34)

6.

(TCO I) The typical labor agreement includes disciplinary procedures

that are advantageous to both managers and the union and union
workers. Describe the disciplinary procedures and outline the sections
that may be advantageous to employees versus those that are
advantageous to management. Contrast your findings with a non-union
environment. Describe the effectiveness of each approach. (Points : 34)

7.

(TCO G) Two industries (Industry X and Industry Y) are run by labor

unions. Even though the unions overseeing these industries are
considered honest and conscientious, we have seen a large disparity in
pay between the industries. In fact, the wages in Industry X are now
three times the rate as those of Industry Y. What factors account for the
differences in these two industries? (Points : 34)

8.

(TCO F) Wage issues are often the catalyst for a strike. 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 costs on the total
business picture. From a management perspective, defend what you

would judge to be the most desirable arrangement for your organization.

Consider the ability-to-pay approach and the comparative approach. Be
sure to include other factors around the wage issue that might impact
your decision. (Points : 38)
9.

(TCO H) Your boss is new to the union environment and your

organization is three weeks into a grievance for discharging an employee
without just cause. Your role is to prepare your boss for the grievance
process. Outline a typical grievance/arbitration procedure and evaluate
the impact of that procedure on your organization. (Points : 34)