The decision that hr makes may or may not be

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agreement is administered by an organizations HR department. The decision that HR makes may (or may not) be consistent with the agreement may reflect an honest misunderstanding, an internal avoidance of a legal obligation, or an interpretation of an ambiguous passage in the employers’ interest. In any event, the employer’s decision affects the lives of the workers. Workers who object to an action stemming from an employer’s interpretation of the collective agreement may complain. Such complains typically trigger the grievance process. An unresolved grievance may be referred to an arbitrator. The underlying principle of grievance arbitration is “work now, grieve later,” which means that the employee must accept the employer’s decision until that decision is revered by the employer, either because the employer has reconsidered thematter or because an arbitrator has directed the employer to act differently. Grievances typically take a long time to resolve, which means that an employer can exert power by violate an agreement for an extended period. For example, an employer can fire, transfer, or demote a work and thereby affect the worker’s life (often significantly for years), with the only penalty being an order to make economic restitution to the employee (assuming the grievance goes against the employer). In this way, employers wield significant power over employees, even when subject to a collective agreement.**********The decline in union member ship have been constitute to changing economic factors. Increasing participation of the larger women work force and engagement of young workers in service industry have been a big factors .Where traditionally urban mid aged blue collar have been making large amount of union membership.Now days organization have been aligning and creating their policy to make their work force free of union organization.Unions have been looked by the organizations as none cost effective ,high bargaining powers ,which may interrupt organizations business decisions and labor decisions.Goals of Management.-Management aims to function cost effective and high labor production.-The unions have been looked by organization as producing costly wages and benefits to employees and have more power in bargaining thus might lead to costly strikes and picketing .These union actions threats management to face lack of expected production supply and support the customer needs.-Once the management recognize the union it faces with the increased salary and benefits requirements. However , management tends to keep the cost efficiency and have greater controlover work schedule and work control.Goals of Union.-The unions usually looks for its' members wages ,benefits and working conditions etc.
-More the union membership the higher the power they feel to bargain with organization. Being the higher number of membership unions feels they have more financial membership to supportthe lengthy strikes and picketing.

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