Reference no: EM13790534
Question 5a
Disciplinary Policy Analysis
This activity is comprised of two (2) parts. Your Activity responses should be both grammatically and mechanically correct and formatted in the same fashion as the Activity itself. If there is a Part A, your response should identify a Part A, etc. In addition, you must appropriately cite all resources used in your response and document them in a bibliography using APA style. (A 3-page response is required for the combination of Parts A and B.)
Part A - Design a model disciplinary policy for a unionized environment. Write the policy for circulation to the employees, rather than as language in a collective bargaining agreement. Include the following components.
Introduction: State what the policy is, it's purpose, and whom the policy covers.
Operation of the Policy (Progressive Discipline)
Description of Covered Offenses
Part B - Consider the likely positions of the union with respect to your disciplinary policy and justify the various elements of your policy in light of the program goals.
Question 5b
The arbitrator is a central player in any labor arbitration. (A 1½-page response is required.)
Discuss the selection of an arbitrator by explaining whose role it is to select the arbitrator, listing agencies that provide arbitrators, and describing the American Arbitration Association (AAA) 4-step process for arbitrator selection.
Discuss two (2) role models the selected arbitrator may use to interpret ambiguous contract provisions.
Question 5c
Collective bargaining agreements and civil rights laws, such as Title VII of the Civil Rights Act, interact in important ways. (A 1½-page response is required.)
Which takes precedence: a collective bargaining agreement or Title VII? Why?
Discuss Title VII's interaction with seniority systems under labor agreements.
Why should a nondiscrimination clause be included in a collective bargaining agreement? Identify at least three (3) areas of the employer-union relationship to which such clauses should be extended.