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Using as references:Title: Fundamentals of Human Resource ManagementEdition: 13th (2019)Author: DeCenzo, Robbins and VerhulstPublisher: Wiley BookISBN: 978-1-119-49518-5Chapter 14: “Understanding Labor Relations and Collective Bargaining”Imagine you are the Human Resources Manager and you are asked to create a presentation on this topic.Explain the three pieces of legislation that have been most important in defining the rights of management and unions. How many slides do you think you will need?*Using their own references on two different paragraph give your personal opinion to Heather Schlegelmilch and Valencia MatilusHeather SchlegelmilchThe National Labor Relations Act of 1935 also known as the Wagner Act was a New Deal reform passed by President Franklin Roosevelt. It is arguably the most important piece of legislation to date protecting workers’ and unions’ rights (Wagner Act, 2020). It encouraged the formation of unions and the use of collective bargaining. It provided a means of resolving disputes over union representation and protected workers for unfair labor practices.The Taft-Hartley Act of 1947 was a major revision of the National Labor Relations Act (Wagner Act) and it defined unfair union practices including prohibiting unions from charging excessive dues or initiation fees, and from “featherbedding,” or causing an employer to pay for work not performed (Wagner, 2020). It outlined the rules for dealing with strikes of major economic impact and broadened employers’ options for dealing with unions.The Labor-Management Reporting and Disclosure Act of 1959 also known as the Landrum-Griffin Act came about due to the intense Congressional scrutiny for corruption, racketeering, and other misconduct of the labor movement. Congress felt that further reforms were needed to address gaps in both the Wagner Act and the Taft-Harley Act. President Dwight Eisenhower signed the law that amended Taft-Hartley and the act deals with the internal affairs of labor unions. The act required unions to have a Bill of Rights for its members, rules for electing union officials and safeguards to help make unions financially sound. This act also requires that unions file annual financial reports.If I were a Human Resources Manager and was asked to create a presentation on this topic, I feel I would only need 4 slides if I were only covering the three acts.References:1959 Landrum-Griffin Act. (2020). National Labor Relations Board. Retrieved fromhttps://www.nlrb.gov/about-nlrb/who-we-are/our-history/1959-landrum-griffin-actWagner Act. (2020). Retrieved romhttps://rooseveltinstitute.org/wagner-act/Wagner, S. (2020). How Did the Taft-Hartley Act Come About? Retrieved fromhttps://historynewsnetwork.org/article/1036Valencia MatilusHuman Resources professionals are responsible for strategy, managing employees and organization. While, employees remaining have complaints, with the laws, that governs employees’ rights, and employer obligations. (Wagner, 1935) If the organizations had violated the employees right, regulations, lawsuit, losing money, and the company may be losing their benefits. Union organization, company management are often making decisions to defend their employees. Only thing the employees have to do is sign union groups that defends employees. (Wagner, 1935)The governing body enact laws, and regulations are intended to ensure fairness, and order in society. (Wagner, 1935) Legislation, is the process that evaluates values, judgment, and new proposed regulations. When seeks adjustment, and to existing laws. The Wagner act of 1935, knowing National Labor Relations Act, guarantees. The right employees organized, and outlined the legal frameworks, labor union, and management’s relations.The National Labors Relations Act was enacted in 1935. (NLRA, 1935) employees’ rights are guaranteed to the organizations. These rules must be prohibited carefully, and through they embody values the judgement concerns every necessary of labor relations workers, and employers rights. (NLRA, 1935) Which rights get the first priorities when they have conflicts, on the natures of the relationship employer, and employees? (NLRA, 1935) Set up a meeting with the manager or supervisor to resolve the conflicts at the workplace, or change schedules, time management. Discrete practices mindfulness, easy mind, focus, exercises brings attention to the present moment, maybe that can help navigate stressful moments at work. After work, release yourself from work, maybe you can reposition yourself, it is important that you draw the lines at a reasonable time for the next day. (NLRA, 1935)ReferenceWagner, (1935) national labor Act of congress (NLRA, 1935) Legislation, National Labor Relations Act. Retrieve from https://www.laws ethics advance practices.