Question

1. Think of an industry or company with which you are familiar and assume that you are the local union president. What types of clauses regarding technological issues would you attempt to negotiate with your employer?

2. Discuss the advantages and disadvantages of outsourcing or offshoring jobs. Should a worker in today’s economy have any reasonable expectation of job security? Explain your reasoning.

3.Explain why unions often place a priority on seniority in personnel decisions, whereas employers tend to emphasize ability to perform the job. Based on your own experience with work performance appraisals conducted by managers, how confident are you that managers can effectively judge legitimate differences in performance between two or more employees?

Answer 1

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1. Think of an industry or company with which you are familiar and assume that you are the local union president. What types of clauses regarding technological issues would you attempt to negotiate with your employer?

Given few technical advances in the contract security industry, there is one field where it can affect officers, and cameras and DVRs are being improved. The use of cameras and DVRs has become the vogue to replace the real on-site guards. If I were a president of the Union, the main provision I would advocate for is job guarantee and a minimum number of guards per location. This is a crucial concern when it comes to keeping workers working and ensuring technology does not bypass on-site staff needs. However, I think this will be a tough clause to enforce, because it can be a cost-saving strategy for companies to follow this path.

2. Discuss the advantages and disadvantages of outsourcing or offshoring jobs. Should a worker in today’s economy have any reasonable expectation of job security? Explain your reasoning.

The expense, which is the major problem, and an expanded pool of workers and workforce are some of the main advantages of outsourcing and off-shoring. Price is highly significant and that is the key reason why businesses do this operation. However, the inconveniences are similarly widespread. Loss of local labor and supply chains, along with less skilled off shore employees, are some of the main disadvantages. This can impact greatly on customer service and quality. Employment protection is no longer a realistic idea, because companies have consistently demonstrated a willingness to lay someone out for profit. As long as this is a big objective, workplace health will remain a thing of the past.

3. Explain why unions often place a priority on seniority in personnel decisions, whereas employers tend to emphasize ability to perform the job. Based on your own experience with work performance appraisals conducted by managers, how confident are you that managers can effectively judge legitimate differences in performance between two or more employees?

The key concept to realize in seniority is the longer a person is there, the higher the wage. Unions like this because seniority lends itself to longer contracts extending the wage parameters significantly. Unions also like it due to the fact that employers cannot discriminate against certain workers and it reduces the appearance of favoritism in the workplace. Employers, on the other hand, tend to want a merit-based pay system. This type of system can help improve worker productivity and motivation. Employers like it due to the fact they do not have to pay someone they feel might not be producing effectively for the organization.

Managers can appraise employees effectively, if the manager is fair, impartial and has an ethical view of the world. This, however, is NOT my knowledge. For certain cases, managers have their own reviews agenda, so they can only give you a positive one if your interests do not clash with theirs. I'm not suggesting that all administrators are like that, and other processes can be placed in place to make up for it, but that's my experience in general. For this very reason, I have come to like the 360 degree analysis process. It brings several views to help managers create a holistic view of the employee under scrutiny, thereby making it much more rational and realistic.