Why is the support of lower union officials vitally needed by union negotiators in the contract process? (200 Words)
Reference:
Sloane, A. A., & Witney, F. (2010). Labor relations (13th ed.). Upper Saddle River, NJ: Prentice Hall
HRMANAGEMENT
The government has recently changed the law regarding health insurance benefits, and your company will need to comply with the changes. The law requires that all full time employees have affordable and adequate health insurance coverage. Since there is no employee contribution toward the health-care benefits you are already providing, the coverage passes the “affordable” test. However, the law also requires that coverage be at least the equivalent of the Tier 3 plan, and that a Prescription Drug Plan be included. If you do not provide adequate coverage, your company will be fined. The penalty for inadequate coverage is $3,000 per year for employees who opt out of the company plan and qualify for a government subsidy to purchase their own coverage. It is not known what percentage of employees will opt out, but health-care consultants have estimated that 65% would do so if the company offered the Tier 1 Plan at the wages you started with in period 0. That percentage should be lower at higher wage levels and better health care benefits. For this incident, you will need to evaluate your health care coverage and bring it into compliance with the law. If you do not provide benefits of at least the Tier 3 Health Care Plan along with the Prescription Drug Plan, you will see a one-time charge against your budget next quarter. The charge will be based on your current benefit and wage decisions, and shown under “Incident Cost” on the Budget Analysis.
1) Comply with the law. Be sure you have selected either the Tier 3, or Tier 4 Plan for health benefits, as well as the Prescription Drug Plan.
2) Pay the fine. The cost of $750 for each employee that opts out of your health-care plan will be charged against next quarter’s budget. As with benefit increases, the firm will absorb future costs.
Health-Care Law Changes
HRManagement Incidents —19—
Mini Case Study Pg. 270
#2
An Embarrassing Incident for the Arbitrator
Professor Grover Harrison has been jointly selected as impartial ad hoc arbitrator by a union and management, none of whose principals he has ever met. Eating his breakfast alone in a booth in the dining room of the hotel in which the hearing will shortly be held, he overhears the following words emanating from the next booth:
“Well, of course, it’s not the truth, but if we’re to have any chance of winning this thing. We’d damned well better consistently stick to our claim that the supervisor on at least on occasion made lewd and suggestive remarks to Mary. She can be counted on to testify this way at the hearing, and she’s a good enough liar so that there’s no chance of her being shaken in the cross-examination.”
If you were Harrison, what (if anything) would you now do?
Your response should be between 300-500 words, 12 pt. font, double spaced, 1″ margins. Be sure to use information from CH 6 of your text in your response.
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Scholarly Sources & Bibliography Analysis
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Prepare: In order to prepare for this assignment, you should review the following tutorials in the Ashford Writing Center:
Also, review the following information from the Ashford University Library:
Takes notes by listing examples and differences between these types of resources. |
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Reflect: Compare your list of examples between primary and secondary resources. Good research is a combination of many types of sources. Prior to taking this course, did you understand the differences between these resources and the importance of finding one type of resource over another? |
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Write: Provide your initial post that addresses these prompts:
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