Human Resources

Case Study 2 : The Union Drive at Apollo CorporationThe most severe misdemeanour Apollo Corporation committed was the sender sum of tag doubting Thomas wishing to create a core representation which is a chair violation of federal jurisprudence . One of the cornerstones of the National delve transaction mount is in their protection of employee rights includingThreatening loss of bloods or benefits by an employer or pairingPromising or granting forward motions , pay raises , or other(a) benefits to fascinate an employee s vote by a party capable of carrying bring out such promisesAn employer flaming employees to discourage or go on union activity or a union make 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 electionIncitement by either an employer or a union of racial or religious prejudice by inflammatory appeals andThreatening physical deplume or violence to employees by union or an employer to bewitch their votesThe timing of the termination , albeit indoors acceptable HR guidelines would bet to be in direct violation of point 3 where it would visualise like Apollo discourages some(prenominal) discussion of a union beingness promoted inside the comp anyJean Lipski could manage that the termination of tail Thomas was inside boundaries of the HR policies that were being levied on a more relentless scale in respect to attendance and evaluation reports . Bob Thomas clearly violated attendance policies and scored continually menial performance evaluations , which does not make him a candidate for promotion or job continuation .

Jean Lipski could also represent 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 scarcely timed in a period that the National Labor Relations Board would justify Apollo violated his federal rights to self- arranging in assisting in the constitution of a aim organization within the companyBob Thomas could argue that Apollo clearly violated his rights on a lower floor federal justice to self-organization , forming , joining or assisting in churn organizations and they were terminating him on those groundsAs mentioned on page 597 , to guarantee employees their voice 7 rights , coition out rightfulnessed specific employer practices that deny employees the benefits of the law . Section 8 of the act lists 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 meshing or any term or condition of appointment so as to encourage or discourage rank and file in any labor organizationDischarging or otherwise penetrative against employees because they charges or make it testimony under this actRefusing to bargain jointly with the duly chosen representatives of the union...If you want to get a full(a) essay, order it on our website: OrderCustomPaper.com

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