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Allowing employees to feel they are more involved in the management of a company will reduce personnel problems and encourage productivity.

If employees do not complement the goals of management, no corporate philosophy or progressive labor relations program will help to reach the strategic management goals for high levels of productivity [...]

By developing a reputation as a great place to work, facilities can attract many potentially productive workers who take pride in their work, in their company, and in what they [...]

During the 1930s, 1940s, and 1950s, more than one-third of all workers were union members. Today union membership has dropped to less than 10 percent of the work force. Resulting [...]

As a labor-relations attorney with more than 35 years of experience representing management in all facets of labor relations, I have emphasized to my long-term care clients that a written [...]

Stephen J. Cabot is chairman of the labor relations and employment law department of the Harvey, Pennington, Herting & Renneisen, Ltd. law firm in Philadelphia. Restaurants regularly ask their employees [...]

During the 1930s, 1940s and 1950s, more than one-third of all workers were union members. Today, according to the Bureau of Labor Statistics, union membership has dropped to 12.5% of [...]

As a labor-relations attorney who has represented management in its multifaceted relationships with labor over the past 36 years, I have created numerous programs that help prevent labor problems from [...]

Employee involvement in decision making may require further training and development. The Employee Involvement Readiness Matrix can aid managers in matching employee involvement with necessary skills, thus pinpointing what training and development is needed. The employee involvement continuum variable lists program types that could involve employees, such as establishing goals, problem-solving and intrapreneuring. The learning continuum variable describes the knowledge and skills required, specifically organization analysis, employee relations and interpersonal relations., How Ready Are Your Employees to Be Involved? TRAINING AND DEVELOPMENT MAY BE CALLED FOR IF YOU plan to truly involve your employees in decisions about your organization's procedures and [...]

US unions are emerging from a difficult, ten-year period during which membership declined and a new emphasis appeared on labor-management cooperation. Total membership fell from 22.2 million in 1975 to less than 18 million in 1984. Changes in US industrial relations over the last 10 years are said to be temporary, with the doctrine of exclusive representation still intact. Unions are demonstrating changed attitudes, placing increased emphasis on job protection, new organizing techniques, corporate campaigns, organizing small businesses, cooperation among unions, innovations in membership offerings, and a new legislative agenda that emphasizes 'work and family' issues.

Nursing homes are a bigger target than ever (and it couldn't come at a worse time). What to do? As you may have noticed, organized labor has taken a new [...]

The Americans with Disabilities Act (ADA) prohibits employers from asking job applicants disability-related questions until they have made a conditional job offer to an applicant. Specifically, the law makes it illegal for job interviewers to make specific inquiries regarding the existence, nature or extent of a disability, or to ask questions that are so closely associated with an impairment that it would compel the interviewee to reveal information about a disability. To avoid legal problems stemming from ADA, employment interviews should focus on the applicant's actual ability to perform a job. Acceptable, job-related questions include 'Can you type twenty words per minute?,' 'Can you stand for sustained periods of time?' and 'Do you have the required license to perform this job?', Under the Americans with Disabilities Act (ADA), an employer may not ask job applicants questions concerning the existence, nature, or severity of a disability, nor may the employer conduct medical [...]

Coping With The Coming Push Toward Unions An Interview with Stephen J. Cabot, Esq. Here is one solution to staff turnover: Instead of leaving in disgruntlement after a few months [...]

In order to maintain a productive, non-union workforce, supermarket management needs to supplant the role of unions. Unfortunately, there are not many managers trained to do so, and that lack [...]

The issues faced by airlines regarding labor relations problems such as strikes, slowdowns, and walkouts are addressed. The ways to reduce labor problems such as the need for management to create an action plan that creates new leadership roles to bring dynamic workplace relationships, enables two-way communication, recognizes employees to be part of management by establishing an employee advocate representative (EAR) are highlighted.

The banking industry is more vulnerable to lawsuits after a recent U.S. Court of Appeals has made it easier for employees to sue their employers for racial discrimination. The civil rights of ethnic employees can be considered to be violated even if racial comments are implicitly expressed. The federal case that led to this decision was known as Aman v. Cort Furniture Rental. Industry observers believe that the banking industry will face more lawsuits as downsizing increases and as more female and minority employees are let go., It is no secret that many of today's bank tellers are women and people of color. Unfortunately, many of them are being terminated because of downsizing that has resulted from [...]

Banks that are forced to downsize due to mergers or are being driven by the need to increase profitability can easily become the victims of age discrimination lawsuits unless they take precautions in advance to avoid such litigation. Precautions include determining the scope of layoffs and clearly specifying that these are based on economic or other legitimate business considerations. Banks should document that employee terminations are based on objective criteria such as performance to be able to defend themselves in court should the need arise., Driven by mergers or the simple imperative to increase profitability by streamlining their operations, banks are laying off employees by the thousands. As this happens, middle managers ranging in age [...]

Labor unions such as the American Federation of Labor-Congress of Industrial Organizations and supporters like Pres Clinton and Secretary of Labor Robert Reich are hoping to pass legislation that would ban the permanent replacement of striking workers. Passage of this bill could return the country to a state of spiraling inflation from high union wages paid for by consumers, and it would encourage unions to strike. Banks would be significantly affected by workers' strikes and companies' decisions to relocate in foreign countries., From the end of World War II until the Reagan administration, powerful American labor unions regularly demanded wage and fringe-benefit increases that were regularly granted. Increased labor costs were simply [...]

Offers advice for managers to improve employee relations by taking on the former union role of hearing and arbitrating worker observations, suggestions and complaints. Information on the common varieties of alternative dispute resolution (ADR) programs; Significance of ADR programs in resolving employee grievances and complaints; Key element to forming focus groups. INSET: A sympathetic EAR.

Discusses a strategic communications action plan that imposes responsibilities and a timetable for casino gaming companies. Significance of open communication; Importance of a one-on-one discussion; Written means for communicating with employees; Implementation of service award programs. INSETS: Lend me an EAR;What they really think.

The article offers suggestions when hiring pro-management employees. Topics include the implementation of corporate philosophy or progressive labor relations program to achieve strategic management objectives for productivity and profitability, the essential characteristics and attributes in searching employees and the learning experiences in employees when in the process of employee selection.

The article focuses on the need for nursing homes to take the role of unions when employee grievances arise. It enumerates the three most common types of alternative dispute resolution (ADR) programs namely arbitration, mediation and peer review. It refers to focus groups as a best way of listening to what employees think and feel about their jobs, their futures, and their company and its policies.

The article discusses labor union militancy in the U.S. grocery trade. Union membership has dropped to less than 10 percent of the work force. Many supermarket companies, however, have not benefited from the diminished influence of unions. Faced with a growing union militancy, employers must respond by evaluating how they treat their employees. Employers must create a forum with their employees to resolve problems. Employees will receive management's communications if open communications exist.

Discusses the use of communication in management and employee relationships in casinos. Use of one-on-one discussion between the management and employees; Kinds of meetings that can be used by the management to communicate directly with employees; Effectivity of award programs.

Examines the consequences of U.S. President Jimmy Carter's 1978 decision to deregulate the U.S. airline industry without imposing on airline unions, regulations that outlawed strikes and walkouts while requiring binding arbitration as a means to settle labor disputes. Impact of labor costs in the total costs of airlines; Inability of airlines to pass on labor cost increases to consumers; Role of binding arbitration.

The article discusses programs that can be combined and redefined to satisfy the needs of workers and create a reputation as a great place to work. The authors state that it would be helpful if executives sponsor recreation programs such as video game tournaments and weekend skiing trips. The authors also mention that it would contribute if companies provide workers with extra training that permits them to undertake increased responsibilities.

Opinion. Discusses issues over which management and labor unions don't always agree on. Unions' suspicions of anything that management might suggest; Confrontation over rights of management and labor to choose between overtime and compensatory time; Situations where compensatory time would benefit workers; Passage of law amending the Fair Labor Standards Act of 1938.

Focuses on issues facing the growth of trade unions in the United States. Status of trade unions before President Bill Clinton's election; Prospects for the growth of trade unions; Features of the organizing effort by the unions.

Opinion. Supports the passage of legislation that would decrease the threat of strikes and slow downs by labor unions. Concern of the author on the merger of several labor unions; Dominance of labor unions; Consequences of a stronger labor sector to the business sector; Call for legislation that would protect the corporate sector.

Discusses the increase of worker's compensation fraud. Actions by corporate officials to stem fraud; Types of worker's compensation fraud; Description of compensation fraud.

Discusses the impact of President Bill Clinton's prohibiting the government to do business with contractors who have hired permanent replacement workers. Raising of costs for taxpayers; Negative effects of not hiring permanent replacement workers.

Opinion. Stresses the need to define the nature of an indigenous labor force when selecting a new site for a manufacturing, warehousing or distribution facility. Matching of one's corporate culture with local workers' characteristics; Need for an accurate profile of ideal potential employees; Ways of diminishing the likelihood of potential labor problems.

Blames corporate management for the proliferation of workplace discrimination lawsuits in the United States. Familiarization of Equal Employment Opportunity Commission (EEOC) rules and regulations as primary step for the reduction of exposure to litigations; Number of court cases and ensuing awards from discrimination lawsuits.

Reports on the potential labor problem in Mexico. Sense of deprivation and exploitation among Mexican factory workers; Culture of the workers; Effects of the passage of the North American Free Trade Agreement.

Presents principles useful for the success of business enterprises when dealing with employees. Adoption of criteria by business and labor; Reeducation of employees; Discontinuation of media usage as a media for adversarial activities.

Opinion. Comments on the escalating violence in the actions of labor unions in the United States during the late 1990s. Unions as an impediment to the country's ability to compete in international trade; United Parcel Service strike as an example; Indication that the Congress have a double standard for dealing with unions.

Reports on the United States Court of Appeals for the Seventh Circuit's reversal of a federal district court's decision that held a supervisor liable for violation of the Americans with Disabilities Act. Case background; Conditions considered disabilities.

Reports on a recent ruling by federal courts that an employer can be sued under Title VII of the 1964 Civil Rights Act for a supervisor's sexual harassment of an employee of the same sex. Same gender harassment as a form of gender discrimination; Broadening of the spectrum of supervisory conduct for which employers can be held liable.

Presents legal aspects which allow terminated employees to sue their supervisors directly for termination without cause in the United States. Liability under the Americans with Disabilities Act and Title VII.

The article discusses the use of a labor relations plan to reduce employee-related problems and increase the productivity and profitability of casinos. Part of the plan is to hire and select a strategy to attract people that fit in the company. Assignment of responsibilities and the necessary resources needed for the plan should also be considered. The plan must address the issues of workers and respond to the needs of the workers.

Offers casinos some tips on how satisfy their workers so that they do not feel compelled to join labor unions. Condition of the labor movement in the U.S. as of March 2006; Decision of three labor unions to break away from of the American Federation of Labor and Congress of Industrial Organizations; Importance for employers to foster communication.

Presents information on guidelines in managing labor union problems. Importance of communication in employee management; Discussion on developing consensus between the management and employees; Information on teamwork building.