Collective Bargaining at West University Case Study

Collective Bargaining at West University - Case Study ExampleIn this case it seemed that the prepare was the one opposed to allowing the workers to confederationize or allow a nonher union to peach on their behalf. As employees there is another disturbing aspect to living and working in a right-to work state. Under that law a company can terminate an employee without cause, wrong-doing, or explanation being part of a union would allow for a level of job security that many businesses whitethorn be disagreeable with. After all if the majority of their employees become part of unions then their freedom to bring down size their cater becomes more and more limited. A survey conducted showing that more than 50% of employees not presently in any kind of union, suffer from feelings of vulnerability, which negatively effects their efficiency and productivity in the workplace (Larsen, 2011). In this case the law found in favor of the RAs and CDAs, so in this case the law seemed to be on the side of the union. 2. Do you think teaching assistants should be considered employees? Yes, thus far if their labor is exchanged for credits, school related funds, and because it looks good on their transcripts and resumes in the future, student workers should still be qualify as employees. The contention involves the necessity of employers to allow employees to freely unionize. However by proving that teaching assistants, RAs, and CDAs be not, actually, employees then the laws regarding unionization and collective bargaining would, simply, not apply to them (McHugh, 2011).The time that they spend is not their time, they are given schedules, duties, and responsibilities that they must complete in order to complete their job. However, they are still required to be treated with respect, consideration, and in ways conducive to the rules and policies that apply to all employees. If they are not considered employees then there are no realistic protections for how they are treated and the condition under which they may work. They are employees and secure because they may not always be paid via actual monies they should still have the right to doubtfulness how they are treated and have the right to negotiate the duties of their job expectations. According to the research the turnover place of RAs is quite high, the hours, lack of perks, the aggression, and retaliation of disgruntles students who do not respect their authority makes the job unsufferable and not worth it, essentially. The University may save monies in the long run by listening to the demands of the staff members, making changes to solve issues, and limit the turnover and wasted training costs over the course of the school year. 3. Do you think managements reaction to employee interest in unionization differs if the employer already has a high union density among other employee groups? Yes, I think that it does make a difference. In todays late society right-to-work states have the freedom and privilege of terminating their staff without any reason or cause, which relieves them of any duty to their employees. When employers already have a number of involved unions it limits their ability to thin out their staff as they see fit. They may become eager to discourage further unionization for that reason. In the case presented, and as mentioned before, the school is working so hard to verify that the segment of their staff that wants to unionize cannot and they cannot be equal by another