Slick Willie Owens

    Read Case Study 10-2, "Should the Union Represent Slick Willie Owens?," on page 534 in your textbook, and answer the questions provided. Determine the need for an investigation, the type of evidence needed, and the essential conditions of an investigation by answering the questions below. 1. What are Willie’s arguments that would require the union to represent him without Willie paying any money? 2. What are the union members’ arguments that would require Willie to pay for the costs of representing him? 3. Is this adopted proposal fair to Willie? Is it fair to the members of the union? 4. If the union refuses to represent Willie and pay for the union’s attorney and its share of the arbitration costs and then Willie files a charge against the union with the National Labor Relations Board (NLRB), how will the NLRB rule? 5. If you were a member of the union, how would you have voted on the proposal? Why? 6. If you are a member of management and learn about Willie’s position and the union’s position, what would you do? Your response to these questions must be a minimum of two pages in length, not counting the title page and references page. You are required to use one outside resource beyond your textbook (blogs are not acceptable). Adhere to APA Style when constructing this assignment, including in-text citations and references for all sources that are used. Please note that no abstract is needed. Resources Holley, W. H., Ross, W. H., & Wolters, R. S. (2016). The Labor Relations Process (11th Edition). Cengage Learning US. https://online.vitalsource.com/books/9781337025959 Article Slick Willie Owens had always claimed himself to be independent, believing that he never had to rely on anyone else to help him. Willie started out with the Walleye Productions plant in Walleye, Florida as a laborer 14 years ago and worked his way to a forklift operator and then to a shipping clerk. Back in 2008 during the economic recession, Walleye laid off about one-third of its employees; the supervisors selected employees who would not be laid off. There were many complaints among the more senior employees that the company did not give consideration to their long service with the company, instead, the supervisors retained the ones they believed to be the hardest workers, many of whom were the youngest, even some who had just been hired. In 2009, the word got around that Walleye executives had made a secret trip to Mexico to investigate having some of the manufacturing done in Mexico. Of course, this information outraged many of the employees who had worked for the company for many years. Soon afterward, some of the more senior employees talked about contacting a union. They contacted the International Union Representative of the Industrial Union Workers (IUW) who represented employees at another plant in Walleye. The International Union