Conflict in work place is inevitable. In an organization, there are different cases where the employers and the employees lock horns over minor or major issues which affect the organization or the employees. The workers are protected in the country by the labor laws which demand fair treatment of the employees in the organizations. The labor law gives an employee opportunity to air their views in case they feel the employees jeopardize their rights. Such employees often go to court, and they are represented by a body called the labor union which represents them and fight for their rights ( Fossum, 2014). The labor union is the body which is mandated by the federal law to manage and solve the labor issue and conflicts. The labor laws and the labor dispute management organizations have the right to fight for the employees who have joined together their voice against any injustice or unfair treatment within the organization. Therefore, it means that employees who have to decide to tries and move in this direction know well the functions of the labor laws and what rights or dispute the organization handles. This paper majors on a report on the labor dispute management. The labor dispute management is focused on in regards to what the topic covers and ways in which the labor union or the labor disputes are solved. The importance and challenges facing the labor management are also given focus.
With ever rising labor issue in the country, the employees and employers are obliged to know what exactly does the labor dispute management stands for. Most importantly, the companies need to be in a position where they can handle according to the laws issue which rises between the union and non-union workers and the company. The business needs to be on the right side of the labor issue for the enterprise to minimize legal issue since the labor laws currently overprotect the workers. According to the report, there are some positive for the business which decides to give labor law their side. First, it is very paramount for the image of the organization. An n enterprise with little legal scandal and less labor relationship issue gains and maintain the much-needed reputation it deserves. Secondly, such organization will have a credit on the labor treatment which is suitable for its competitive position within the business environment. Therefore, it is in the best interest of an organization to treat workers with respect and ensures that mutual solution is found to solve the small disputes which may occur such as the issue of the leaf, the issues of overtime and many others.
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Conflict in the organization can arise from many matters that fail to get a solution within the organization. They may occur where the employer is not willing to bow down to the employee's request or rights. Alternatively, the company may not be ready to recognize the union representation of the employees, this may not go well with the employees, and hence they may want to air their grievances in a disorderly manner. These cases are solved in the USA by the employee election supervised government agency or the labor organization. They solve a case which touches the contract conflict and grievances. The contract despite are currently common and they occur when the unions representing the contracted employees cannot agree on terms to renew the contract with the employer when the initial contract expires. At the Centre of such conflicts are the wages, health insurance, an economic issue and many others. However, some are caused by other problems such a conflict on the seniority, overtime working, leaves, and many others small as well as a serious issue within the organization. The term in the grievance, in this case, is used to signify the objection which the employees make about or on how the employers treat them within their places of work ( Kubasek et al., 2016). In this case, a good example of grievance is when the company, without any proper evidence or cause of concerns fires or denies an employee's his/her payment at the end of the month.
Finding the best solution for the issues of labor disputes and its cause is important primary issues for the employees, the employer and the labor representatives. Conflict is inevitable within the organization since not all employees will always be satisfied with what they are offer d by their employers. These may often result in issues which later cause strikes and many theirs. Therefore, the organization management and the labor union representative often prefer ways which they can use to solve this matter instead of taking to the street. There are many ways which the unions and the employer, as well as the employees, use to have their grievance and the labor despite solved.
The first ways in which this issue is managed or addresses is through arbitration. Arbitration is used when the employer and the representative of the employees cannot find a better ways to conclude on their hearing. In this case, they will have a third party or the arbitrator which will give final awards after going through the hearing from both sides. The two groups that are the employer and the employee's representatives, in this case, agree collectively to have a third and neutral party who will use the evidence provided during the legal hearing and then make a final judgment on the case. In this case, both sides involve signs to agree that they will abide by the decision made by the arbitrator. This method has been used on many occasions and is one of the most common labor dispute management processes.
Alternatively, some parties involved in the fight have their labor issue within the organization solve though a process called the grievance mediation. This often done before the arbitration process and is preferred by many. The grievance mediation in this context refers to where the complaints are solved by introducing a third party to help the employees and the employer's representative resolves their issue and improves their relationship and that of the employees. In this case, it solves the contractual disputes and improving better communication for the parties for more peaceful coexistence within their working environment. This process is a just additional step before the arbitration ( Wood et al., 2014). It is carried out to help the situation between the employees and employer temporarily to continue working as more concrete solution is being pursued to help solve the issues for ever.
There is collective bargaining mediation which is also a process of the labor despite resolutions. They mediation as already been mentioned is on the way which the government use to support the labor management relations. Within meditation, there is collective bargaining which is signed by both parties as they agree on issue and conditions on how they are going to proceed and be paid by the employers. Note that, the collective bargaining, in this case, should not be altered or modified by any of their party. The second party has to be notified before a period of sixty days; in any case, there are changes which have to be made on the first collective bargaining.
There are many positive which the employees can have the labor laws and the dispute management, team. First, the employees feel protected by the union and they have a feeling that in case they join hands together, they can fight any injustice or issue arising within tier working environment. This is very important for the workers since it instills the sense of security and confidence. Alternatively, when the right of the workers is fought for by these unions, the workers earn respect from their employers. It makes the companies recognize the importance of employees within their premise. It also makes the companies know that the employees are not only tools which are used to achieve the dream of the organization, but they are also human being who needs to be respected and their will decision to be considered in case they are logical. Lastly, it makes the employees fairly and equally deals with workers without any bias, injustice, and naivety.
Challenges are often abundant when it came to the issues of labor dispute management. These problems need to well take care of and mostly identified since they are one of the biggest obstacles when it comes to the labor dispute management. The first challenge is limited unity among workers ( Bennett, 2013). Many countries in the world, workers are mistreated since most of them are not represented by the labor bodies which can fight for their rights. Therefore, the organization takes advantage and use the workers like tools to achieve their goals. Another organization threatens their employees not join labor unions. Corruption is another culprit in this case.
In conclusion, the paper has majored on the case of the labor dispute management. The roles of labor dispute management in saving the workers dignity have been discussed. Alternatively, the paper has looked like some of the ways which the labor conflicts are solved. The paper has also majored in the importance of labor dispute management before concluding with the challenges which face this type of process in the community.
References
Bennett, T. (2013). Workplace mediation and the empowerment of disputants: rhetoric or reality?. Industrial Relations Journal , 44 (2), 189-209.
Fossum, J. A. (2014). Labor relations . Mcgraw Hill Higher Education.
Kubasek, N. K., Brennan, B. A., & Browne, M. N. (2016). The legal environment of business: A critical thinking approach . Pearson.
Wood, S., Saundry, R., & Latreille, P. (2014). Analysis of the nature, extent and impact of grievance and disciplinary procedures and workplace mediation using WERS2011. Acas Research Papers , 10 , 14.
