Human Resource Management Labour Relation A union contract is an official agreement signed by the employer and the employees of the company covering the most important issues of the employment, among which are: the amount of payment for each job, list of the holidays, terms of vacations, insurance, pensions, description of the seniority system, an orderly plan for settlement of complaints. The document also defines the terms of sick leave, jury duty, funeral leave, and military service, fixes the hours of work, discusses overtime work, safety regulations, conditions of employment and benefits the employees shall receive. Union contracts are mostly similar but they do vary from plant to plant to satisfy both local conditions and the desires of the employees. There are several steps a supervisor of any company or manufacturing plant should take preparing for union contract negotiations, and from my point of view these include the following: 1. The todays labour legislation should be studied it is a fact that almost every year the laws are changed affecting the terms of employment and setting up new employment policies. Thus being one of the most important documents dealing with employment the union contract should be updated as well, according to the new labour regulations. The both sides must exercise their rights as well as meet their engagements according to the current legislation.
The Term Paper on The Unfair Contract Terms Act 1977
In the present essay the problem covered will be The Unfair Contract Terms Act 1977, known as UCTA and the Unfair Terms in Consumer Contract Regulations 1999, known as UTCCR. As things stand at present, consumers are faced with two pieces of legislation in a vital area of contracts. The main areas analysed will consist of a historical background of the Act and the Regulations, a comparison between ...
It is important especially when the disputes between the employer and the employee take place. 2. The desires and pretensions of the employees should be studied this study may be done in form of a survey that should be conducted among all the employees of the company, no matter if they are covered by the contract or not. The survey should ask about the degree of employees satisfaction, their ideas, desires, and pretensions regarding their employment which should be presented during the negotiations and could be considered in the union contract as well. The supervisor should study all the collected information and work out proposals regarding employment policies taking into consideration the desires of the employees. 3. Studying the staff of the company not covered by the companys union contract the employment history of the employees not included into the union contract.
The supervisor should consider the opportunity of including these employees into the contract as well; propose this idea to both the employees themselves and the management of the company. 4. Working out a project of the new union contract as a result of the preparation for the coming union contract negotiations should be a draft of the new contract considering all the points mentioned above and presentation of it to the management of the company explaining the reasons for the changes made comparing to the last years version.
Bibliography:
1. Everyone knows the rules with a union contract! Retrieved January 22, 2005 from http://www.ibew.org.
