HR Chapter 13
| A | B |
|---|---|
| A unionized employee is likely to use which of the following complaint procedures? | a grievance procedure |
| The employee complaint process that is most similar to a grievance procedure under a union contract is the: | step-review system |
What are the employer’s obligations when a union becomes certified?
- When a union receives its official recognition, the employer is compelled to do the following: a.
- sign a labor agreement.
- b.
- deduct the cost of union dues from the paychecks of the employees.
- c.
- Commence labor discussions with the goal of reaching an agreement.
d.Notify employees of the relationship between the parties bargaining.c.Commence labor discussions with the goal of reaching an agreement.
- 40.
What happens if the employer and the union cannot agree?
If the employer and the union are unable to come to an agreement on which employees should be included in the bargaining unit, then the following steps will take place: a. a vote will be held among the affected employees to decide the unit. b. the parties decide on the unit, and they use job categories as the benchmark for their decision.
What are the rights of a unionized employee in an investigation?
A. unionized employees have specific rights to representation when they are exposed to an investigatory interview as a result of a decision made by the United States Supreme Court in the case NLRB v. Weingarten, Inc. a. Once an employer has started investigating an employee through the use of interviews, the employer is required to question any and all relevant witnesses.
Which manager has primary responsibility to prevent or correct disciplinary problems?
The Human Resources division bears the major duty for either avoiding or resolving any disciplinary issues that may arise.
What step generally immediately precedes the termination of the employee in a typical progressive discipline program?
Which stage of a normal progressive disciplinary program comes right before the employee being let go? Suspension.
What is the foundation of an effective disciplinary system?
The cornerstone of an efficient policy for disciplinary action is consistence, as well as documentation of that consistence.
What appears to be the strongest reason to join a union?
Economic requirements. It would appear that discontent with one’s earnings, benefits, and working conditions is the primary factor in one’s decision to join a union.
What primary purpose do disciplinary policies and procedures serve?
It is not the intention of disciplinary action to penalize employees for inappropriate behavior connected to their employment. Every worker is expected to comply with all rules, processes, and regulations that are relevant to their position, as well as to maintain the standards of performance and behavior that have been defined by their direct supervisor.
What can an organization do to make its disciplinary system effective?
The following factors should be considered while formulating the company’s rules on disciplinary actions:
- Create rules and repercussions that are unambiguous and just
- Make sure you clarify the policies very clearly
- Carry do an impartial inquiry
- Maintain a healthy balance between rigidity and adaptability
- Instead of punishing somebody, use remedial action
What are the steps involved in progressive discipline in a unionized environment?
- In most cases, the sequence goes as follows: verbal warnings
- Written warnings
- Written cautions
- Suspension (in most cases, you are entitled to compensation if you are suspended from work in a non-union workplace, but you are not entitled to pay if you are suspended from work in a union setting)
- Termination
Which of the following is the most drastic disciplinary step that can be taken towards an employee?
The solution you’re looking for is option D. The most severe action that may be taken is to fire an employee since doing so can permanently derail their professional trajectory.
What are the five steps in progressive discipline?
The process of progressive discipline may be broken down into five distinct steps, which are as follows:
- Note to Coach (Also Known As: Verbal Warning)
- Written Warning
- Last and only Warning
- The Day of Decision or Suspension
- Separation
Why are disciplinary and grievance procedures necessary?
- When informal means fail to resolve a dispute or are unsuitable due to the nature of the conflict, formal procedures, including grievance and disciplinary processes, must be utilized.
- They can also assist in preventing time-consuming and expensive court cases from occurring.
- Employers should have clear processes for the settlement of individual disputes, and these procedures should be conveyed to all staff members.
What is effective disciplinary measures?
The period of time that passes between the infraction and the next discipline need to be brief. If you want discipline to be as effective as possible, you need to apply it as quickly as possible, but you can’t let your emotions cloud your judgment and make a choice. Warnings should always come before any kind of disciplinary action is taken.
What are the key requirements for an effective disciplinary system?
- Documentation: In order for discipline to be effective, it is necessary to preserve detailed written records that are accurate and to provide employees with written notifications.
- Therefore, there is a reduced likelihood that the employee will be able to claim that he ″did not know″ about the policy.
- Fairness is essential in disciplinary matters: The employee should feel that they have been treated fairly by the choice to discipline them.
What is a key benefit of the grievance procedure in unionized organizations?
The existence of a grievance procedure, on the other hand, makes it possible for workers to use their ″voice″ rather than their ″leave″ option, which contributes to a reduction in the amount of employee turnover. The most important and widely acknowledged advantage of the grievance procedure is its effectiveness as a conflict management and dispute resolution method.
Why do employees unionize?
- Workers’ ability to bargain for better working conditions and pay, as well as benefits and other compensation, is significantly improved when they band together in unions.
- In the United States, people from many areas of life make up the millions of union members.
- These people are aware that by cooperating with one another, they will be able to achieve greater success than they would on their own.
Which of the following is a reason for workers to form trade unions?
Some employees feel that by joining a trade union, they would be able to bargain for greater compensation for themselves and their families. bargain for more favorable working conditions, like as more vacation time and enhanced health and safety measures. give training for new skills.
What are the requirements for disciplinary action against a unionized employee?
In addition to this, employers are required to provide evidence that the disciplinary action is ″progressive, remedial, and for reasonable cause.″ Before taking disciplinary action against unionized workers, it is necessary to evaluate each of these categories according to their own compliance requirements in order to do so:
What are the rights of a unionized employee in an investigation?
A. unionized employees have specific rights to representation when they are exposed to an investigatory interview as a result of a decision made by the United States Supreme Court in the case NLRB v. Weingarten, Inc. a. Once an employer has started investigating an employee through the use of interviews, the employer is required to question any and all relevant witnesses.
What are the employer’s obligations when a union becomes certified?
- When a union receives its official recognition, the employer is compelled to do the following: a.
- sign a labor agreement.
- b.
- deduct the cost of union dues from the paychecks of the employees.
- c.
- Commence labor discussions with the goal of reaching an agreement.
d.Notify employees of the relationship between the parties bargaining.c.Commence labor discussions with the goal of reaching an agreement.
- 40.