Verizon Case Study By: Lavetta Bernard June 3, 2018 Professor Sharon Fletcher
Working in Corporate America can prove to be both challenging and rewarding. As the communications industry racks up billions of consumer dollars in annual profits, the people they employ enjoy competitive benefits while usually making a decent living. But, what happens when employers and employees don’t see eye to eye on matters like decent working conditions, fair pay, and competitive benefits? In April of 2016 over thirty-nine workers, who were employed by communications giant Verizon Communications, decided that they’d had enough and refused to work. The strike would go down as one of the largest in American history and would last for over a month. Strikes can prove to be costly and risky for both the employer and employee. Therefore, organizations that employ union workers should be careful to work strategically with union leaders in efforts of preventing this last resort option. The research in this paper discusses options that Verizon had prior to the strike. The research also suggests a couple of labor relations goals that Verizon would benefit from obtaining and describes how they might organize to ensure successful achievement. Finally, we will identify perinate laws, both state and federal, necessary for all employers and union member employees to consider in a collective bargaining situation. Collective bargaining is defined as any negotiations between union representatives and management representatives to arrive at a contract defining conditions of employment for the term of said contract and to administer the contract [Noe183]. Oftentimes union member employees must make tough decisions because they feel that their options are limited when it comes down to facing fortune fifty employers like Verizon Communications.
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- Spring '17
- Human Resource Management, Trade union, National Labor Relations Act, Verizon Communications