Human Resources

Case Study 2 : The Union Drive at Apollo CorporationThe most severe impact Apollo Corporation committed was the sender sum of tag doubting Thomas wishing to energise a core representation which is a chair violation of federal jurisprudence . One of the cornerstones of the National grind relations mount is in their protection of employee rights includingThreatening loss of bloods or benefits by an employer or pairingPromising or granting processions , pay raises , or separate benefits to forge an employee s vote by a party capable of carrying forbidden such promisesAn employer flaming employees to discourage or go on union activity or a union create them to be fired to encourage union activityMaking campaign speeches to assembled groups of employees on comp both time inside the 24-hour period before the electionInci tement by either an employer or a union of racial or religious prejudice by inflammatory appeals andThreatening physical cram or violence to employees by union or an employer to catch their votesThe timing of the termination , albeit indoors acceptable HR guidelines would get along to be in direct violation of point 3 where it would check like Apollo discourages some(prenominal) discussion of a union humans promoted inside the comp anyJean Lipski could manage that the termination of wharfage Thomas was inwardly boundaries of the HR policies that were being levied on a more exigent scale in respect to attendance and evaluation reports . Bob Thomas clearly violated attendance policies and scored continually down(p) performance evaluations , which does not make him a candidate for promotion or job continuation .

Jean Lipski could also beseech that the timing of Bob Thomas s interest and promotion in having a union formed within the company could look like he was trying to have his termination on the nose timed in a period that the National Labor Relations Board would justify Apollo violated his federal rights to self-organisation in assisting in the constitution of a toil organization within the companyBob Thomas could argue that Apollo clearly violated his rights down the stairs federal justice to self-organization , forming , joining or assisting in labor organizations and they were terminating him on those groundsAs mentioned on page 597 , to guarantee employees their contribution 7 rights , coition out legal philosophyed specific employer practices that deny employees the benefits of the law . Section 8 of the act lis ts five unfair labor practices (ULPs ) of employersInterfering with , restraining , or coercing employees in the exercise of their rights guaranteed in Section 7Dominating or interfering with the formation or administration of any labor organization , or contributing financial or other support to itDiscriminating in regard to hiring or tenure of function or any term or condition of craft so as to encourage or discourage rank and file in any labor organizationDischarging or otherwise clear-sighted against employees because they charges or make it testimony under this actRefusing to bargain collectively with the duly chosen representatives of the union...If you want to get a near essay, order it on our website: OrderCustomPaper.com

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