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Union/Labor Collective Bargaining

1. Identify the differences between the two theories of management rights. Discuss reasons why they are poles apart in determining whether management has responsibilities other than to maximize its managerial authority.

2. Explain how the precedent set in the appointment of UAW president, Douglas A. Fraser, to the board of directors of Chrysler Corporation in 1980 has generated interest in duplicating such union participation in other companies and industries. Cite examples.

3. Describe the two major forms of no-strike provisions agreed upon by managements and unions. Outline and explain the series of remedies that employers have available when these provisions are violated (including any union-generated action that interfered with production).

4. Define the dues-collection method called "checkoff", referencing the regulations under the Taft-Hartley Act. What are the advantages for labor organizations in further strengthening the union's institutional status?

Your response should be at least 200 words in length. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations. .( MUST BE APA FORMATTED) APA rules for formatting, quoting, paraphrasing, citing, and listing of sources are to be followed.
Sloane, A. A., & Witney, F. (2010). Labor relations (13th ed.). Upper Saddle River, NJ: Prentice Hall.

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Identify the differences between the two theories of management rights. Discuss reasons why they are poles apart in determining whether management has responsibilities other than to maximize its managerial authority.
The two theories of management rights are the residual or reserved rights view and the shared rights view. In the residual or reserved rights view management can control its business as it wishes within the limits of existing legislation and collective bargaining agreements. Ultimately, legislation and collective bargaining agreements determine what management may not do- and if not limited, management may do as it wishes. In the shared rights view, management rights are (as the title suggests) shared: both labor and management forgo rights in order for greater organization success. In this manner, the workers give up the right to stop working and improvise rules and management gives up the right to complete work however it sees fit. The rights for both workers and management are derived from the collective bargaining agreement. The reason the two theories are poles apart in determining management responsibility has to do with property rights: in private sector, management is more likely to feel ownership of operation, and thus favor residual or reserved rights. Management has obligations to labor, and it should not be placed in an inferior position, according to those favoring shared rights. Also, those favoring shared rights point out the rights labor has in the operation of the company (which impacts managerial authority).

Explain how the precedent set in the appointment of UAW president, Douglas A. Fraser, to the board of directors of Chrysler Corporation in 1980 has generated interest in duplicating such union participation in other ...

Solution Summary

This detailed solution identifies the differences between the two theories of management rights, and reasons for their differences. It explains how the precedent set in the appointment of UAW president, Douglas A. Fraser, to the board of directors of Chrysler Corporation in 1980 has generated interest in duplicating such union participation in other companies and industries, and gives examples. It describes the two major forms of no-strike provisions agreed upon by management and unions. Outline and explain the series of remedies that employers have available when these provisions are violated, and it defines the dues-collection method called "checkoff", referencing the regulations under the Taft-Hartley Act. APA references are included.

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