Professor: Mark Barron
Due Date: 5/12/14
1. Question: Describe the Public Sector Labor Movement of the 1960’s? Describe the causes.
Answer: Millions of public employees in 1960 joined unions, the result of joining these unions were that those employees gained incentives for example, benefits and pay. Those unions transgressed into powerful labor organizations which had multiple contract demands. Those demands were included on the local levels, strikes, shutdowns and progressed into political action. That political activity was basically for performance appraisals such as pay raise, improved benefits and better working conditions. Most of the causes for the public sectors labor movement were for the simple fact that employees weren’t happy about their pay. The public sector unions were ostracized and the employee wages fell below the mandate of the private sector criteria essentially the system lacked sharing jurisdiction.
2. Question: Explain employee rights? Explain management rights and scope of bargaining.
Answer: Employee Rights are the guidelines instilled by the legal authorization for collective bargaining agreement, which states employees have the rights to form, join and participate in employee organizations for the purpose of conferring and bargaining collectively with management. Essentially managers do not have right under the collective bargaining agreement to discontinue the process of employees joining unions or associations but under govern guidelines it is still up to management discretion. If management disagrees to the contracts issued by bargaining units those employees will be told to pay dues or join the union.
Management rights clause often is included in collective bargaining statues. It is signed to specify managerial powers that may not be bargains away or share with labor organizations. Management rights clauses essentially are replicated in contracts but determining what they mean in specific cases is often a responsibility of labor relations agency. Many believe the courts have historically protected management rights but the impact of management actions on wages, hours and working conditions have often been deemed negotiable. In personal matters impact bargaining says, that management keeps its power to make program decisions, for example whether or not to carry out a reduction in force or implement a pay for performance system, but because these kinds of actions will have an impact on working conditions, management is obligated to negotiate with the union regarding procedural issues and ways of dealing with the consequences for employees.
3. Question: Explain the Constitution and its impact on public employment? Describe Procedural Due Process?
The Constitution is a body of principles according to which a state or organization is governed. In the case of countries, this term refers specifically to a national constitution defining the fundamental political principles, and establishing the structure, procedures, powers and duties, of a government. Most national constitutions also guarantee certain rights to the people. Although the federal government is required by the provisions of the Constitution to respect the individual citizen's basic rights, such as right of trial by jury (Article I, Sec. 9), the most significant guarantees for individual civil rights were provided by ratification of the Bill of Rights (Amendments 1-10). The First Amendment guarantees freedom of religion, speech, and the press, the rights of peaceful assembly and petition. Other amendments guarantee private property, fair treatment of those accused of crimes, such as unreasonable search and seizure, freedom from self-incrimination, a speedy and impartial jury trial, and representation by counsel. As with