Abstract
<p><em>This discussion examined a case study regarding whether resident assistants were university employees who had the right to unionize under federal and state law. Factors contributing to employee interest in unionization were addressed. The university’s strategy to win certification election as well as the union’s strategy to win was evaluated. Finally, a plan for employee relations was developed to mitigate interest in organizing unions by university </em><em>R</em><em>esident </em><em>A</em><em>ssistants (RAs) and their mentors known as CDAs on other campuses and institutions.</em></p>
Highlights
Recognizing and addressing conflicts before bargaining are necessary skills institutional ad min istrators, leaders, human resource professionals, and managers should be aware o f to min imize challenges and mitigate solutions (Allison & Blit z, 2018; Blit z, 2013; Bo wling, 2016; Cross, 2015; Eagen, 2016; Miscimarra, 2014; Noggle, 2010)
Topics discussed include the following: (1) Resident Assistants (RAs) and CDAs; (2) factors contributing to employee interest in unionization; (3) are resident assistants employees with right to unionize? (4) university’s strategy to win certificat ion elect ion; (5) union’s strategy to win; and (6) emp loyee relations plan
Result 4.1 Employee Relations Plan it is difficult for emp loyers to protect their interests and reputation and protect their emp loyees fro m possible union attacks because union bullying, harassment, and intimidation strategies have been so effective in USA (Sample, 2015)
Summary
Recognizing and addressing conflicts before bargaining are necessary skills institutional ad min istrators, leaders, human resource professionals, and managers should be aware o f to min imize challenges and mitigate solutions (Allison & Blit z, 2018; Blit z, 2013; Bo wling, 2016; Cross, 2015; Eagen, 2016; Miscimarra, 2014; Noggle, 2010). The institution stated that collective bargaining challenges raised by RAs and CDAs would create conflicts between their statuses as students and emp loyees. This would cause problems regarding disciplinary actions or measures for each status category. RAs, with union agents and co-conspirators, employed co mmon subversive bullying, intimidation, and harassment tactics to force and demand university representatives to negotiate terms These tactics are commonly used to antagonize opponents while agitating public opinion for support (Bodah, 2018; Sep ler & Burke-O’ Flynn, 2015; Reich man, 2018; Sheffield, 2018)
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
