BUSI_342_DB_(4)_Crystal_Henderson.docx - Crystal Henderson...

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Crystal Henderson BUSI 342 D ISCUSSION B OARD F ORUM 4 Topic: You are the Human Resources manager for large distribution site. Your recent employee opinion survey indicated that overall, employees felt that this was a good place to work. However, recent downturns in the economy have resulted in the loss of large contracts, which provided a significant portion of the company’s revenue. One of the impacts from this loss in revenue is that the company will be unable to provide annual COLA or merit increases for the first time in more than 15 years. You have heard rumors from employees close to you that there is talk about efforts to unionize. What guidelines will you develop for supervisors to successfully respond to employee questions about unionization? What can your supervisors say or do that is legally permissible in this situation? In reviewing the topic supplied, it is important to note that the company is currently experiencing a loss in contracts due to an economic downturn, and cannot afford to provide merit increases. It is assumed by the actions of the employees wanting to unionized that the inability to provide merit increases has already been issued to the workers, how it was provided is not given in the text. Unfortunately, in this particular case we will be evaluating the actions of the Human Resource (HR) department and supervisors as a defensive approach to the supposed unionization of the employees versus a proactive approach that would have included more details and actions steps towards the release of communication, and implementation phases of changes that directly affect the employees merit increases. The employees are discussing the unionization because they want to “negotiate collective bargaining contracts” (Tomlinson, 1980, para. 2) if the company is able to offer their own negotiation without unionization it could save the company cost, time and employees. First and foremost, it will be very important for me, as the HR department manager, to confirm that the company is abiding by all current company guidelines, policies, and statutory rights, or “the result of specific laws or statutes passed by federal, state, or local governments” (Jackson, 14-1), for legal stability and assurance to their workforce and baseline for the company. Secondly, effective communication between supervisors and employees will need to be promoted and/or implemented. If the employees feel like the upper management is taking

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