Discussion Question with Possible Response
1. Why does the university not want the players to form a union?
Most organizations prefer not to have a union because then they must live by a collected
bargaining agreement.
II. Role of Unions and Labor Relations
In the United States today, most workers act as individuals to select jobs that are acceptable
and to negotiate pay, benefits, flexible hours, and other work conditions. At times however,
when workers have believed their needs and interests do not receive enough consideration from
management, their response to the situation is to form and join unions. Unions are
organizations formed for the purpose of representing their members’ interests and resolving
conflicts with employers.
Unions have a role because some degree of conflict is inevitable between workers and
management. It is through systems for hearing complaints and negotiating labor contracts,
unions and managers resolve conflicts between employers and employees.
Labor relations is a specialized field that emphasizes skills managers and union leaders can
use to foster effective labor-management cooperation, minimize costly forms of conflict, such as
strikes, and seek win-win solutions to disagreements.
Labor relations involves three levels of decisions:
a. Labor relations strategy: For management, the decision involves whether the
organization will work with unions or develop or maintain nonunion operations. This
decision is influenced by outside forces such as public opinion and competition. For
unions, the decision involves whether to fight changes in how unions relate to the
organization or accept new kinds of labor-management relationships.
b. Negotiating contracts: Contract negotiations in a union setting involve decisions
about pay structure, job security, work rules, workplace safety, and many other
issues. These decisions affect workers’ and the employers’ situation for the term of
the contract.
c. Administering contracts: These decisions involve day-to-day activities in which union
members and the organization’s managers may have disagreements. Issues include
complaints of work rules being violated or workers being treated unfairly in particular
situations. A formal grievance procedure is typically used to resolve these issues.
Discussion Questions and Possible Responses
1. Suppose you are an HR manager. You walk into the company lunchroom and notice
several employees talking quietly but intensely. You think you hear the words “safety” and
“organize” and you are concerned. What should you do?
2. A supervisor notices an employee distributing union literature during working hours.
What should the supervisor do?
HRM Social
Protected Social Activity
Increasingly the NLRB has agreed with employees that they have a right to engage in activity in
social media. Some principles have emerged from several NLRB rulings. An employee who
merely posts a negative statement is protected by the NLRB. Employers have to tread lightly
on determining if the employee post is a concerted activity or not.
Discussion Questions with Possible Responses
1. Would an employee who posts, “I hate my job!” be protected, according
to the principles cited here? Why or why not?
2. How would you have advised the supervisor at Hispanics United of Buffalo to handle the
situation in the case described?
HR Opps!
Did Too Many voters Spoil the Election?
Art handlers typically make just above minimum wage. The Teamsters helped art handlers
become unionized at Christie’s auction house and at Sotheby’s. Then they tried to help workers
at Terry Dowd form a union. The vote was close but there were questions about who was
allowed to vote in the election.
Discussion Questions with Possible Responses
1. If the NLRB rules that the three remaining contested votes are eligible, how
many of these must be “no” votes for the union organizing efforts to lose its
majority and lose the election?
2.What can the NLRB do if it finds that the election at Terry Dowd was not conducted
fairly?
ROADMAP: CASE STUDY
Thinking Ethically
Free Ride or Free Speech?
Should an employee be forced to pay union dues? That is the question many unions face,
specifically if they are not in a Right-to-Work state. This case summarized how the SEIU put in
a “fair share” provision requiring all bargaining unit members to pay at least their fair share of
the union dues. The employees sued and the case went to the Supreme Court which voted 5-4
in favor of the employees.
Discussion Questions with Possible Responses
3. What issues of fairness and equity come into play in this case?
There are a few issues of fairness. First, is it fair to make someone pay dues when they
don’t agree with the union or want representation? Second, is it fair to the workers who
pay dues to earn the same as those who don’t since they are represented by the same
contract? Third, is it fair to the union to have to do work and represent workers who do
not pay their dues?
4. How well does the outcome of this case represent respect for basic human rights? How
well does it do the greatest good for the greatest number?
ROADMAP: Review and Discussion Questions
1. Why do employees join labor unions? Did you ever belong to a labor union? If so, do
you think the union membership benefited you? If not, do you think a union would have
benefits you? Why or why not?
2. Why do managers at most companies prefer that unions not represent their employees?
Can unions provide benefits to an employer? Explain.
3. How has union membership in the United States changed over the past few decades?
How does union membership in the United States compare with union membership in
other countries? How might these patterns in union membership affect the HR decisions
of an international company?
4. What legal responsibilities do employers have regarding unions? What are the legal
requirements affecting unions?
5. Suppose you are the HR manager for a chain of clothing stores. You learn that union
representatives have been encouraging the stores’ employees to sign authorization
cards. What events can follow in this process of organizing? Suggest some ways that
you might respond in your role as HR manger.
6. If the parties negotiating a labor contract are unable to reach an agreement, what
actions can resolve the situation?
7. Why are strikes uncommon? Under what conditions might management choose to
accept a strike?
8. What are the usual steps in a grievance procedure? What are the advantages of
resolving a grievance in the first step? What skills would a supervisor need so
grievances can be resolved in the first step?
9. What can a company gain from union-management cooperation? What can workers
gain?
10. What are the legal restrictions on labor-management cooperation?
Taking Responsibility
The SEIU’s “Fight for 15” Campaign
Unions are trying to shape public opinion by lobbying for government actions. One example is
the Service Employees International Union (SEIU) is running a campaign to get minimum
wage raised to $15 per hour for fast food workers. The main focus of SEIU is to bring
attention to the fact that the fast food jobs are no longer held mainly by younger workers.
The Great Recession drove many more adults into these types of positions. Since so many
adults are now trying to earn a living with these fast food jobs, the SEIU argues that higher
wages will mean more money for our economy. Many employers are not corporation but
small business franchise owners and they argue that if wages go that high they will have to
replace workers with automation.
Discussion Questions with Possible Responses
1. What are the goals of management, unions, and society in this situation?
2. How might fast-food companies and their franchisees approach the minimum-wage
issue through union-management collaboration? Would you recommend this approach?
Why or why not?
Managing Talent
Volkswagen Wants the United Auto Workers
The case summarizes the unusual situation at the Volkswagen Chattanooga plant where the
management was in favor of union so that formal work councils could be formed. The
employees rejected the union vote. Later management and the local union worked together to
have employees sign up voluntarily and did form the work councils.
Discussion Questions with Possible Responses
2. What objectives were Volkswagen managers trying to meet in allowing the UAW to
organize its workforce in Chattanooga?
3. Assuming that Local 42 succeeds in signing up workers, do you expect that VW’s
management will need to prepare for problems in collective bargaining with the
union? Why or why not?
HR in Small Business
Republic Gets Serious
This case presents acquisition of Republic Windows by Serious Materials. The owner of
Republic Windows, Richard Gillman, had secretly begun transferring machinery to a nonunion
window manufacturing facility that he bought in Iowa. Kevin Surace acquired the Republic
facility, and announced plans to make Serious Materials a union shop.
Discussion Questions with Possible Responses
1.Richard Gillman attempted to stay in business by transferring work to a nonunion facility, and
Kevin Surace plans to make the operation profitable as a union shop. Do you think the decision
to rely on union or nonunion labor spells the difference between the success or failure of this
enterprise? Why or why not?
2.How (if at all) do you think Kevin Surace’s initial approach to the union when acquiring the
company will influence the business success of the window factory?
4. Imagine that Serious Materials has hired you as an HR consultant for the Chicago window
factory. Suggest how the company can build on its initial goodwill with workers to create
positive labor relations and a highly motivated workforce in the long run.
HRM DVD Vol 3 Suggested Video with Discussion Questions and Possible Responses
Hollywood Labor Unions: Building Relationships (10:42)
Video Summary
This video summary showcases the history of Hollywood Labor Unions including all of the
challenges and the benefits they have provided to the movie and entertainment business over
the years. Labor unions, such as the ones found in Hollywood, fought hard for benefits such as
the 40 hour work week, 8 hour work days, minimum wage, lunch breaks, and minimum safety
requirements. This film specifically focuses on the relationships and current challenges that the
Hollywood Labor unions are having with its high-profile; high-priced members. They have been
forced to reinvent themselves as technology changes. From the early days of comedic radio to
today’s multi-media platforms, Hollywood unions have shown they can adapt and overcome as
new demands are thrust upon it.
Hollywood Labor Unions have successfully evolved by keeping a strong focus on their interests.
They carefully align with the latest trends, social media and entertainment technologies. They
are acutely aware that they need to protect their products at all times to ensure it remains viable
and a product that is of value to its members and their customers.
Discussion Questions with Possible Responses
1.) What are some of the main challenges that Hollywood Labor Unions are facing today?
2.) What can labor unions do to ensure their long term viability while ensuring both sets of union
and company interests are satisfied?
future. Unions need to identify additional ways they can add value to a company beyond safety
and working conditions, as these needs are now all currently being met.