Labor Relations Process Case Study

Would you consider the RA position to be a job? Does this mean that RAs are employees of the university, or are they, students? Why do you think that might be important?

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I would consider the Resident Assistant position to be a job by itself. Resident employees are the employees of the university. The fact that the Resident assistants receive wages makes them university employees. They get a stipend as well as free on-campus housing. These are offered for the exchange of the expectation of them to impact the lives of students by providing various opportunities to gain new skills, experience, creating a safe environment and developing the community. The resident assistants are offered opportunities that are similar to those of workers of multinational corporations. They are provided with opportunities to develop interpersonal relationships and also grow while understanding their selves better. At the same time, further opportunities for developing practical life skills are offered to them. In their position, they work in teams to support the residential societies that feel like home. Resident assistants undergo an application process as well as an interview process, similar to those which human resources perform for big corporations.

Why didn't employees at UMass Amherst engage in collective bargaining after the passage of the NLRA in 1935? Why did the passage of the Massachusetts General Law in 1973 have such a big effect on union organizing at UMass Amherst?

The NLRA did not apply to any public sector employees. The employees had a disadvantage at bargaining-power relative to their employers. Additionally, there was no obligation to participate in bargaining with any public employee unions. They were limited to certain rights such as striking. There were a few of the unions at the campus. Employees only had the right to form individual labor unions and participate in collective bargaining with their employers regarding work matters such as wages. However, there was a conflict of interest between the parties because all were interested in their having personal advantages. The same employees can pursue their interests individually or as a group. The passage of the Massachusetts General Law in 1973 created the right to have full collective bargaining efforts. By its passage, various advantages were imminent. The employees had the right to work in unions, could bargain collectively, and also engage in activities that were aimed at mutual interests (McHugh, 2011). Employees also had the freedom to cease from participating in any or all of the activities.

What role does labor law play in encouraging or discouraging unionization?

The labor law covers the establishment of labor relations that offer good relations amongst employers and employees. The labor law provides the rules for forming a union, the conditions for meeting and being a bargaining agent, strikes, negotiations and other interests that involve collective agreement (McHugh, 2011). The labor law, therefore, aims to promote the interests of the members involved. It acts as a bridge between the employee and the employer.

Do you think teaching assistants should be considered employees?

Teaching assistants should be considered employees as they are paid to offer services for the institution. They receive stipends and insurances in exchange for offering services to the public. Just as employees of larger corporations are advantaged, teaching assistants to gain teaching experience while conducting office hours, leading group sessions, and invigilating examinations.

Do you think management's reaction to employee interest in unionization differs if the employer already has a high union density among other employee groups?

Higher union density among other employee groups leads to subsequent increases in firm productivity. However, with unionization, there is a slower rate of employment growth. The effects of unions can affect survival in the workplace. A management's reaction to employee interest would be affected since they would focus on productivity as it is the goal for most organizations. An interest in unionization would be seemed as pulling the organization down in terms of productivity. Therefore, higher union density would lead to lesser interest in unionization, which affects the perception of both the employers and employees.

What are the key factors that led to some RAs to have interest in union representation?

Union representation could address their queries. RAs were complaining of respect and dignity in their job. Any attempts to improve the condition were always rebuffed, and they felt as throw-away employees (McHugh, 2011). The formation of a union would earn them respect. Other concerns included the controlled mechanism of grievances by Residence Life, administrators, which led to unfairness. Through a union, their financial concerns and poor working conditions including controversial firings could also be addressed.

Do you think that RAs have legitimate job-related concerns, or are the RA complaints overstated?

The RAs raise legitimate job-related issues. The complaints are not overstated as there are presented examples of their exhaustion at their work. For instance, for the financial complaint, they were being paid $140 every week with a drawdown of $90 to cater for housing costs leaving them with $50 (McHugh, 2011). That was a reality of exhaustion and underpayment. The exact figures calculated can tell that the complaint is legitimate. They would say that they acknowledge the housing benefits being received but wanted more in their paychecks since they had uses that could not be catered with $2.50 per hour (McHugh, 2011).

Why did the MLRC determine that RAs and CDAs were employees? Do you agree with the MLRC decision? Why? Why not?

The MLRC looked into the issue of collective bargaining that includes both employers and employees. They determined that the two were included in common bargaining units. They used private ballots to make their decisions, which also incorporated the decisions of RAs and CDAs. There was also a common interest on the basis of sharing identical terms and conditions for getting a position. I agree with the decision of MLRC. Even though they are not offered academic credit for their work, collective bargaining rights would effectuate the policies of law.

References

McHugh, P. P. (2011). Collective bargaining in college dorms. Society for Human Resource Management (SHRM).