School Management
Memorandum Re: Individual Workplace Agreements
The members of the board of Lutece Academy, a secondary school that serves approximately 700 hundred students and has a tradition of excellence in education, has been considering the merits of making a fundamental change in the nature of the relationship that exists between the school and its staff. That current relationship (with the exception of the administration) consists of traditional collective bargaining rights that are negotiated with the heads of each union's representatives at the school. This is the norm for schools in the region and indeed in the country, which has a highly unionized school workforce.
However, again like other schools in the region and the country, Lutece Academy has been considering a change in the nature of the relations between staff and administration by instituting individual workplace agreements between each member of the staff and the administration (and thus the board as well.). This memorandum argues against such a shift to individual workplace agreements.
These agreements vary slightly from jurisdiction to jurisdiction and from worker to worker, but the following description provides an excellent example of this type of arrangement:
Queensland workplace agreement is a written individual employment agreement setting out the wages, conditions and working arrangements between an employer and an individual employee.
An employer can negotiate a Queensland workplace agreement with each employee individually, or with a group of employees. If it is negotiated on a group basis, it must be signed individually by each of the employees covered.
An employee has the right to appoint a bargaining agent to represent them in negotiations. A bargaining agent can be any person or even a union.
Queensland workplace agreement is a stand-alone agreement that completely overrides an award. It replaces the award under which an employee is currently working unless the Queensland workplace agreement specifies otherwise.
Queensland workplace agreement overrides a certified agreement only if the certified agreement contains specific provisions that allow this to happen (http://www.wageline.qld.gov.au/ir/awardsagreements_qldwork.html).
The most common complaints against union workplaces in general is often held up against unionized school sites too, primarily that unions tend to inflate labor costs without offering the same level of return that the same cost in salaries would offer in an open shop and - generally considered to be an even more damning charge - unions create artificial boundaries and rules so that one group of workers who could quite easily accomplish a job sit idle while those in another job category who are authorized to do the work at hand are still on their lunch break.
Certainly, as both Karmel (2000) and Levacic (1995) argue, this is sometimes the case. Let us take these two criticisms of the unionized workforce in turn. First: It is generally true that unionized workers are better paid (and receive better benefits) than those who have either individual workplace agreements or wimple work-for-hire understanding. One interpretation of this fact is that union staffs are more costly in terms of each hour that the average worker spends on the job.
But there are a number of different ways of assessing both cost and value, and it is important to do so in as intelligent and nuanced a way as possible, as Knight (1993) argues. One of the primary reasons that unionized workforces are more expensive on an hourly basis is that they consist of (on average) more highly trained and more experienced workers. (This is related to the concept of flexibility, as will be discussed below). Karmel (2000) notes that individual workplace agreements tend to replace more experienced and more skilled workers with less experienced and less skilled ones. Individual workplace agreements are designed to expand the range of duties that an…
political framework of EU and OCT European Union (EU) and Overseas Countries and Territories (OCTs) are in association with each other via a system which is based on the provisions of part IV of the Treaty on the Functioning of the EU (TFEU), consisting of detailed rules and measures which are laid down in the document issued on 27th November 2001 title Oversees Association Decision. The expiry date of this
The trainer will then focus on the steps to be taken to develop new skills. For example, if the trainer wants to talk about motivating, leading, negotiating, selling or speaking, it is best to start with what the learners do well before showing some chart on Maslow's theory, Posner's leadership practices, or selling skills from some standard package that has been develop elsewhere. Many foreign trainers make grave errors
Abuse of power also adds to the list. In regard to the remedies that may be used in taking care of unfair prejudice. It is therefore evident that the Companies Act 2006 has several changes that are relevant to the protection of the shareholder. The most relevant parts being sections 994 and 996 Creditor protection Creditor protection is noted by Bachner (2009) as an important element of every company. The changes contained
Buildings will be required to obtain energy certification. At the current time, construction engineers are the most likely candidate for the job. This being the case, it is estimated that approximately 12,000 engineers will need to be retained to carry out these functions (Coverdale, 2002). As one can see, the EPBD will place a strain on the construction industry in terms of knowledge and the manpower needed to carry out
Business Strategies Found in Asia Pacific and Its Future Upon completion of this paper many avenues pertaining to business in Asia Pacific will be discussed. The nature of doing business in the region involves an understanding of many elements. These elements include the characteristics of the industrial and institutional environments of business there. There are many different business systems used in the region and knowledge of how these firms operate is
Affirmative action refers to the positive steps such as policies, rules, and regulations which take represent minority groups in the work place with the final benefit of making them represented in the workplace to counter the effects of discrimination. Some of the discrimination factors that against which affirmative action are instituted are race, religion, sexual orientation, gender, color, and national origin Pynes, 2008() Position on affirmative action Affirmative action helps to
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now