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Unformatted text preview: JOB SECURITY IS AFFECTED BY THE CRITERIA USED BY MANAGMENT FOR: as managers you will make decisions about the topics below. Discipline & discharge affect job security and participating in unionization Layoff & Recall Promotion Access to Training Downsizing Subcontracting, Outsourcing, Off shoring Over-time Work Dispute Resolution, (e.g., various procedures) Key Managerial Criteria: Ability or Performance (Merit) based on ability or job performance Seniority based on years of service Used to guide decisions listed above SENIORITY A set of rules governing the allocation of economic benefits and opportunities based on years of service with one employer (Benefit vs. competitive seniority) - How long individual has been with job, organization, department, facility, or with organization as whole. - Measured in the amount of time since first time employed - Used along with merit for helping management make decisions to allocate scare opportunities who is recalled, gets promoted, gets access to training seniority is key process used to choose employees getting these opportunities - It determines which benefits which you will receive vacations more seniority= greater vacation, more seniority = greater pension share in company - Competitive seniority where employees are competing against one another to be selected for a scarce opportunity BASIC PREMISES: Last hired, first fired - in terms of layoffs last person person hired is usually the first person fired giving preference to people with more experience, time on job, and training those people have greater seniority - Offices are assigned on basis of seniority - seniority does not change often, it is clear cut Most important measure of job security Mandatory CBG subject, but not required by law CALCULATION OF SENIORITY: Accrues from hire date. Employees perceive that it is precise, accurate, and objective- it is NOT subjective perception of managers or supervisors. - Employees want them to use seniority as often as possible because it is hard to cook the books, it is numerical SENIORITY LIST: Most companies prepare and post seniority lists based on each category of jurisdiction, it is maintained and updated used to resolve any questions and in an unionized environment it is updated regularly. Resolves any questions about actual seniority of all employees Updated monthly Disputes are often grieved grievance procedures dealt with disputes Security rights may be -Company, facility, department, or job class: competition among employees for same position or benefit is resolved at least in part on the basis of seniority. May be facility-wide for lay-off,- people with least seniority will be laid off first and then the lay off others in organization; but management needs to decide which department needs more workers so they look at other departments to loose employees. It isDepartmental for promotions. ABILITY or PERFORMANCE (MERIT) Management measures ability or performance (merit) Measurement may be rigorous, reliable and accurate, or may be subjective and prone to bias (or is often so viewed by Employees) - Job performance and merit should guide all decisions related to ability or performance Ability or Performance Measures -Tests -Experience -Education -Trial Period -Supervisor observation & opinion -Production records -Attendance records -Physical fitness USES OF MERIT & SENIORITY: Bumping (layoffs within unit): EES with greater seniority whose jobs are phased out or laid-off displace less senior employees in positions or jobs they are qualified to perform Super-seniority: Preferred seniority given to key employees, union officers, and committee personnel to ensure the company and union will continue to run effectively factor along with skill & ability, skill and ability usually the more important factors opportunities usually detailed in CBG contract (e.g., job posting, when, where, how long, who may bid, how bid, how often may bid, how seniority, skill, ability and performance are used) Up-bid: to higher class or pay Lateral-bid: to equal job/pay Down-bid: to lower job/pay -Usually in reverse order of seniority Promotions: Seniority usually treated as a determining Job bidding: Process of allocating access to scarce Layoff and Recall Actions -May be based solely on seniority after termination of the workers who are not able to perform the remaining work PLANT CLOSING ACT (WARN) PURPOSE: To warn employees and cities of plant closing so they might have time to prepare for loss income, etc. Provisions of WARN: 60 days advance written notice of closing or mass layoff Includes private and non-profit employers of 100 or more employees Exemptions include unforeseen economic problems, natural disasters, raising capital Does not supersede state laws or CB agreements BENEFITS of WARN: Workers can plan retraining or retirement Community may provide means to keep plant open Reduction in workers' suicides, alcoholism, etc. Workers can find new jobs DISADVANTAGES of WARN: Impaired credit rating of company Increased absenteeism and turnover Reduction in customer sales SHARED WORK BASIC CONCEPT: Alternative to layoffs (Ex: 100% of employees work 80% hours vs. 80% of employees work 100% hours (20% laid off) Unemployment benefits vary Supported mostly by unions Some states allow employees to receive partial UE benefits. OUTSOURCING (Subcontracting) BASIC CONCEPT: Arranging to make goods or perform services with another firm that could be accomplished by EES in the bargaining unit Mandatory subject (Dubuque Packing Co.) Milwaukee Spring II -NLRB: An employer can subcontract work done under a union contract if the contract does not prohibit, and if the motive is economic, not anti-union. -"Elimination" of work does not require bargaining. "Subcontracting" or "relocation" requires bargaining on effects and the decision. ...
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This note was uploaded on 06/29/2011 for the course MGT 3000 taught by Professor Murrmann during the Spring '11 term at Virginia Tech.
- Spring '11