In refusing to bargain or negotiate with Mr. Bolton, attorney for Mr. Allen, the Postal Service was upholding its contract with the Union to consider the Union the sole bargaining agent for Mr. Allen and other rural mail carriers. The Union's claim that management discounted the information provided by Mr. Bolton because he was a non-bargaining agent is a gross misrepresentation of the occurrence; no real information was provided by Mr. Bolton that had bearing on this case, and management politely but firmly denied to further correspond with the attorney for matters it had contracted to negotiate through the union. Management had stated that Allen would be reinstated should the charges be dropped or Allen acquitted, and until that time the grievance and dismissal were solely labor -- and not criminal -- concerns.
There is no reason that the Union should not be allowed to provide character witnesses attesting to Allen's job performance and overall standing in the community, however these witnesses and their testimony have relatively little to no bearing on the case. Again, the issue that such testimony has direct bearing on is the establishment of nexus, in determining whether or not Mr. Allen's alleged off-duty conduct would have a detrimental effect on his ability to perform his job, or in his customers' appraisal of him in the performance of his duties. Ultimately, unless overwhelming community support and compelling testimony related to Mr. Allen's performance of his job as a mail carrier was presented by character witnesses, such witnesses would have no real legal bearing on the contractual issues at hand, but the Union should not be prevented from presenting such testimony.
One of the multiple arguments central to the Union's case is the level of proof needed and used by management in their decision to dismiss Allen....
Labor Relations a.) Labor unions play an integral role in the facilitation of labor relations. Labor unions are entities which are comprised of various working class people who are typically not managers. Unions may be codified according to a particular specialty related to a job skill, or by industry. They are organizations that collect dues from their members -- which is typically a finite percentage from the pay checks of the
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Lesson Plan Amp; Reflection I didn't know what state you are in so was unable to do state/district standards! Lesson Plan Age/Grade Range; Developmental Level(s): 7-8/2nd Grade; Below grade level Anticipated Lesson Duration: 45 Minutes Lesson Foundations Pre-assessment (including cognitive and noncognitive measures): All students are reading below grade level (5-7 months) as measured by standardized assessments and teacher observation Curricular Focus, Theme, or Subject Area: Reading: Fluency, word recognition, and comprehension State/District Standards: Learning Objectives: Students will develop
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Union Management and Organization Historical and legal framework, which provides the foundations for the American system of labor / management relations The current system of American labor relations and laws has undergone significant transformation dating back to the Great Depression. During the 1930s, the relationship between employers and employees were purely casual in nature. For instance, no employee was guaranteed of long-term job security. Employees lacked bargaining powers because employment was marked
Unions in America today The document outlines the pros and cons of unions in America. It takes into consideration how unions improve the working environments for workers. The paper considers the power of unions on law makers, collective bargaining and other advantages. The cons include decline in competitive advantage for American companies, low productivity and motivation and many others. In any organization, unions act as binding agreements between employees and management.
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