The employees at your organization have formed a union, and the bargaining process now begins. Write a case study in which you analyze the situation. First, begin with background information about the negotiation, and make certain to address the areas below.
• Identify the state where the organization is located. Is the state a right-to-work state? If yes, explain what this means. If no, explain what this means. Why are the employees deciding to unionize? What are the mandatory bargaining subjects? Other than wages and hours, what are five other terms and conditions of employment? What are permissive bargaining subjects that will be negotiated? List at least five.
• Second, you need to select members of your bargaining team. You will select four supervisors who were identified in the Unit VI Lesson. Discuss why you selected each supervisor, and compare/contrast their conflict management styles. Each supervisor must have a different conflict style. Explain how each supervisor can contribute to conflict resolution strategies used during negotiation.
• Third, explain the two collective bargaining strategies, and identify which one you will recommend your team to use. Explain and support your rationale.
• Finally, propose what might happen if a labor management agreement is not reached by your team and the employee representatives
State Legal Status: Michigan
Is Michigan a right-to-work state? As of early 2023, no, Michigan is no longer a right-to-work state.
What this means: Under Michigan's labor law (following the repeal of the 2012 law), workers can be required to pay union fees or dues as a condition of employment if a majority of the workforce has voted to establish a union shop or agency shop agreement in their collective bargaining contract. This arrangement is often referred to as mandatory fair-share contribution or union security. This gives the union significant financial leverage and stability.
Mandatory Bargaining Subjects
Under the National Labor Relations Act (NLRA), mandatory bargaining subjects must be negotiated in good faith until an agreement or an impasse is reached.
The mandatory bargaining subjects are those concerning wages, hours, and other terms and conditions of employment.
Five Other Terms and Conditions of Employment:
Grievance Procedures: The process for handling employee complaints and disputes.
Safety and Health: Rules and protocols concerning the work environment, protective equipment, and workplace safety training.
Seniority: Rules governing promotions, transfers, layoffs, and recalls based on length of service.
Discharge/Discipline: Policies and procedures that must be followed before an employee can be terminated or disciplined.
Sample Answer
Case Study: Analyzing a Union Bargaining Negotiation
This case study analyzes the initial phase of collective bargaining within a hypothetical manufacturing organization, outlining the legal framework, identifying bargaining subjects, selecting the negotiation team, and recommending a strategy.
1. Background Information on the Negotiation
The organization is a mid-sized electronics manufacturer based in Michigan. The employees recently voted to form a union, citing concerns over wage stagnation, inconsistent scheduling, and poor communication regarding changes to production standards.