Union Representation Memo
Question
Instructions:
You have recently joined
an organization in an entry level HR position. The organization is now subject
to union representation. You have been asked by your supervisor to write a memo
for your HR colleagues that provides an overview of the expectations for
managing human resources in a unionized environment in the United States.
Directions:
*****Your
Memo must address the below underlined questions below: You must use the underlined headings below as paragraph headings and as
separate discussion areas in your paper and in the order provided below******
There are 3 major headings 1, 2, and 3 and 15 sub
headings that must all be used in your paper. As specific headings So, in your
paper you must have major heading 1 and subheadings a-f; major heading 2 and
subheadings a-c; and major heading 3 with subheadings a-f. Must discuss in the
order provided in the below outline.
Discuss the differences in 6 major areas
listed below, from the organization's perspective, in operating in a union-free
environment versus a unionized environment. Be specific.
1. Internal Organization issues:
a. Wages
b. Complaints/Grievances
c. Termination
d. Payroll and benefits
e. Workforce
f. Management
2. Discussion of the rights of each below,
with specifics:
a. The rights of the union,
b. The rights of management, and
c. The rights of the employees.
3. Discuss the impacts of a union on human
resource functions listed below. Address the following in separate paragraphs:
a. Union’s impact on Work restructuring – Be
specific
b. Union’s impact on Performance Management
– Be specific
c. Union’s impact on Employee Discipline and
Job Security – Be specific
d. Union’s impact on Wages and Benefits – Be
specific
e. Union’s impact on Health and Safety – Be
specific.
f. Any other costs the organization may
expect based upon these impacts? Be specific.
Format:
double-space
Times New Roman font 12
Paper must be in Memo
format
cover page
page numbers
APA format with in-text
citations
No bullets in the paper
but only narrative format
Requirements include:
• Cover Page with Name, Date, and
Title of Assignment
• Required Headings to separate the
sections of the paper
• In-text citations in APA style
• Reference page using APA style


Solution
Memo
To:
From:
Date:
Union Representation Memo
Dear HR Colleagues,
As you are aware, our organization has recently become
subject to union representation. In light of this change, I wanted to provide
an overview of the expectations for managing human resources in a unionized
environment in the United States. In addition, there are some key differences
between operating in a union-free environment and a unionized one, which will
impact the way we carry out our HR functions. I have outlined these below,
along with the rights of the union, management, and employees and the impacts
of unions on human resource functions.
Internal
Organization issues:
Wages
In a unionized environment, wages are typically set
through collective bargaining between the union and management. This process considers
the cost of living, industry standards, and other factors. Employees in a
unionized environment are also typically covered by a salary schedule, which
outlines each position’s salaries. In a union-free environment, management may
set wages without input from employees.
Complaints/Grievances
In a unionized environment, employees typically have
the right to file grievances with their union if they feel treated unfairly by
management. The union will then investigate the grievance and attempt to
resolve it through mediation or arbitration. In a union-free environment,
employees may still have the right to file complaints with management, but they
will not have the same level of protection or representation.
Termination
Employees can only be terminated for just cause in a
unionized environment, which is typically outlined in the collective bargaining
agreement. This means there must be a valid reason for the termination, such as
poor performance or misconduct. In a union-free environment, employees may be
terminated at any time and for any reason.
Payroll
and benefits
Payroll and benefits are typically set through collective
bargaining between the union and management in a unionized environment. This
process considers the cost of living, industry standards, and other factors.
Employees in a unionized environment are also typically covered by a salary
schedule, which outlines each position’s salaries. In a union-free environment,
payroll and benefits may be set by management without input from employees.
Workforce
In a unionized environment, the workforce is typically
divided into union members and non-union members. Union members are typically
covered by the collective bargaining agreement and have the right to vote on
union matters. Non-union members are not typically covered by the collective
bargaining agreement and do not have the right to vote on union matters. There is
no division between the union and non-union members in a union-free environment.
Management
In a unionized environment, management is typically
responsible for negotiating the collective bargaining agreement with the union.
They are also responsible for enforcing the terms of the agreement and ensuring
that employees are treated fairly. In a union-free environment, management is
responsible for setting policies and procedures without input from employees.
Discussion
of the rights of each below, with specifics:
The
rights of the union
The union has the right to negotiate the terms of the
collective bargaining agreement with management. However, they are also
responsible for enforcing the terms of the agreement and ensuring that
employees are treated fairly.
The
rights of management
Management is responsible for negotiating the
collective bargaining agreement with the union. They are also responsible for
enforcing the terms of the agreement and ensuring that employees are treated fairly.
In a union-free environment, management is responsible for setting policies and
procedures without input from employees (Singh, Mondal, & Das, 2020).
The
rights of employees
Employees in a unionized environment have the right to
file grievances with their union if they feel they have been treated unfairly
by management. The union will then investigate the grievance and attempt to
resolve it through mediation or arbitration. In a union-free environment,
employees may still have the right to file complaints with management, but they
will not have the same level of protection or representation (Bratton et al.,
2021).
Discuss
the impacts of a union on human resource functions listed below. Address the
following in separate paragraphs:
Union’s
impact on Work restructuring
In a unionized environment, the workforce is typically
divided into union members and non-union members. Union members generally are
covered by the collective bargaining agreement and have the right to vote on
union matters. Non-union members are not typically covered by the collective
bargaining agreement and do not have the right to vote on union matters (Stone,
Cox, & Gavin, 2020). This division can impact work restructuring efforts as
management will need to take into account the wishes of both groups when making
changes.
Union’s
impact on Performance Management
Performance management is typically done through the
collective bargaining process in a unionized environment. This means that
decisions about employee performance are made jointly by management and the
union. Conversely, in a union-free environment, management typically does
performance management without input from employees.
Union’s
impact on Employee Discipline and Job Security
In a unionized environment, employee discipline and
job security are typically governed by the collective bargaining agreement.
This means that management and the union make decisions about these matters
jointly. Conversely, in a union-free environment, employee discipline and job
security are typically set by management without input from employees.
Union’s
impact on Wages and Benefits
In a unionized environment, wages and benefits are
typically negotiated through the collective bargaining process. This means that
management and the union make decisions about these matters jointly. Conversely,
in a union-free environment, wages and benefits are typically set by management
without input from employees (Stewart & Brown, 2019). Therefore, the union
may also impact wages and benefits in a union-free environment if they can
negotiate a contract with management that includes these items.
Union’s
impact on Health and Safety
In a unionized environment, health and safety are
typically governed by the collective bargaining agreement. This means that management
and the union make decisions about these matters jointly. Conversely, in a
union-free environment, health and safety are typically set by management
without input from employees.
Any
other costs the organization may expect based upon these impacts?
There are typically additional costs associated with a
unionized workforce, such as union dues and the cost of negotiating and
enforcing the collective bargaining agreement. However, the increased stability
and predictability can offset these costs that a unionized workforce can
provide.
Conclusion
In conclusion, a unionized workforce can positively
and negatively impact an organization. Therefore, it is essential for
management to be aware of these potential impacts to be prepared to manage a
unionized workforce effectively. The key to success is communication and
collaboration between management and the union.
References
Bratton,
J., Gold, J., Bratton, A., & Steele, L. (2021). Human resource
management. Bloomsbury Publishing.
Singh,
L. B., Mondal, S. R., & Das, S. (2020). Human resource practices &
their observed significance for Indian SMEs. Revista ESPACIOS, 41(07).
Stewart,
G. L., & Brown, K. G. (2019). Human resource management. John
Wiley & Sons.
Stone,
R. J., Cox, A., & Gavin, M. (2020). Human resource management.
John Wiley & Sons.



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