Abstract
This paper discusses labor relations in the airline industry, noting how deregulation changed the nature of those relations and caused the airlines to seek more ways of cutting costs. This paper further discusses how 9-11 added to the costs for the airlines who were then forced to reduce salaries and divest pension plans, creating new tensions that have not yet worked themselves out.

From the Paper
"Labor relations for some industries can be quite contentious, while for others accommodations are often made on both sides. The airline industry shows examples of both, and in general labor disputes in the industry show a pattern of change in recent years, with new forces at work and with many new concerns bringing in government action, including concerns about the effect of labor problems on safety in the light of potential terrorist acts. As von Nordenflycht and Kochan (2003) write, "even before the events of September 11, 2001, observers perceived strains in the industry's labor relations system, claiming that contracts were taking longer to negotiate, rank-and-file rejections of tentative agreements were more frequent, and job actions were on the rise."

Tags:airline, labor, relations

Abstract
This paper poses and responds to four questions related to arbitration and labor relations. The first question deals with types of disputes, the second question deals with judicial reviews, the third question deals with common law and the final deals with wage criteria.

From the Paper
"When employers and unionized employees have disagreements about the terms of a collective agreement they may need to use arbitration to achieve a resolution. When discussing the arbitration process Craig in "Administration of the Collective Agreement: states, Grievance arbitration involves the adjudication by a neutral third party of issues relating to the interpretation, application or alleged violation of the collective agreement."

Tags:labour, relations, arbitrations

Abstract
This paper describes the unfair labor practices during the 1930s. The author relates, section by section, the 1935 National Labor Relations Act, also known as the Wagner Act after New York Senator Robert Wagner who backed it, which was passed to counteract some of these unfair labor practices such as child labor. The paper explains how the existence of the NLRA helped pave the way for many of the labor laws, which are taken for granted today, including the civil rights laws of the 1950s and 60s.

From the Paper
"Section 8 of the NLRA listed, and prohibited, five unfair labor practices. Employers were prohibited from interfering with the employees union. This interference was interpreted as more than intimidation. Employers could not give conditions to any financial support they might offer. If they chose to contribute money or resources to the union it had to be with no strings attached.
Also, employers could not interfere with or restrain employees while they were exercise their right to organize or bargain collectively. Next, employers could not put conditions on employment, which could be interpreted to preclude or force union involvement."

Tags:unions, interstate commerce, unfair labor practices, benefits disabilities

Abstract
The paper discusses labor relations and the relative merits or weaknesses of certain collective bargaining agreements. The paper explains that when an employer and a union representative engage in a bilateral decision making process, it is termed labor contract negotiations, or more recently a collective bargaining situation. The paper relates that the effect of the collective bargaining agreements on major league sports in the United States has been very significant to all labor relations. The paper offers a recent example of the uses of collective bargaining as was seen in the application of a contract for the players of the National Football League. The paper concludes that ultimately, the advent of the collective bargaining agreement within sports has been beneficial since it decreases the number of strikes and lockouts and keeps the players, owners and fans happy.

From the Paper
"For many years, players of team sports were not considered to be workers who labored in a way that would be covered by the National Labor Relations Act (NLRA). In fact, in 1922, the Supreme Court stated that baseball clubs were accepted from anti-trust regulations and this effectively thwarted any attempts by baseball players to unionize for even the most basic protections. What one must remember is that these sports teams, while generally only focusing on the players, have other employees and so sport protection came with the allowance of the baseball players to engage in collective bargaining in 1969."

Tags:NFLPA, strikes, fans, players, athletes

Abstract
This paper relates to unfair labor practices that develop in corporations, contracts and professional athletic teams. The paper encompasses the National Labor Relations Board (NLRB) and why it disciplines and acts upon violating industries and associations. The composition examines five cases and one law review article. Through these cases, comparisons and dissimilarities between the disputing parties are investigated to demonstrate how the NLRB resolves these conflicts. In addition the cases are compared and contrasted to each other to explain how each individual case is unique in its unfair labor practice.

From the Paper
"The NLRB is acronym for the National Labor Relations Board. The NLRB was formed in 1935 under the Wagner Act and it guarantees non-supervisory employees the rights to self organize, choose their own assembly, and bargain collectively. The National Labor Relations Board is an independent administrative agency authorized by the Wagner Act of 1935 to oversee the laws, to investigate and hold hearings on unfair labor practice complaints, to issue cease and desist orders against employers discovered guilty of unfair practices, to determine the composition of appropriate negotiation units, and to oversee union certifications and decertification secret ballot election."

Tags:General, Counsel, O?Neill

Abstract
The paper discusses two models that determine union effectiveness; the goal model and the systems model, and explains why it is so difficult to determine the true effectiveness of a union. The paper then addresses the function of the human resource department in organizations and how it affects employees. The paper shows how unions and labor relations agreements have basically been replaced by the human resource departments of many companies. Finally, the paper discusses how the human resource department can be an effective bridge between employers and employees on a global level.

Outline:
Introduction
Labor relations
The HRM Approach
Conclusion

From the Paper
"It has been said that labor relations processes contradict the basic assumptions of the HRM approach to people management (Hollinshead, et al., 2003). In order to understand that statement fully and to determine whether it is accurate or not, labor relations (usually done through unions) and the functions of the Human Resource Department must be understood. Unions came into being based on the struggles and the pain that people had to go through early in history. Unions, therefore, did not spring up overnight, but instead they took a long time to develop as people began working out for themselves what kinds of organizations would be best to protect rights and to ensure that they could not be treated improperly or unfairly by the people that they worked for (Budd, 2005). The right to labor relations took almost 200 years in the United States, for example, but today these rights are held in almost every country, including the UK (Budd, 2005)."

Tags:goal, systems, model, employers, cultural, tolerance

Abstract
This paper explains the ways in which the recently past Employee Free Choice Act and RESPECT Act involve the unions. Next, the author relates the importance of being aware of changing market conditions and how this affects employees' retirement funds invested by the company because failure to protect the employees' future can gravely harm labor relations. The paper concludes by underscoring the importance of listening to employees as intelligent people with something to offer and by matching jobs with talents and interests so that noone feels stuck in a boring, dead-end job.

From the Paper
"The reason that this is seen as being such a dilemma is due to the fact that supervisors who joined unions would have a conflict of interest. By classifying so few people as supervisors, millions more people could join unions and pay unions dues - but there is one problem with this. That problem is that the definition of supervisor is so very narrow that many people who really do have supervisory capacity would not be classified as supervisors. This means that they would really be supervisors and they would be in the unions with the employees that they supervise."

Tags:supervisor, unions, ballots, anti-discrimination, 401k

Abstract
This paper explains that companies can help protect themselves from unfair labor relations accusations by having a clear human resources policy in place and always acting in good faith with employees, distributors, customers and suppliers. The author points out that the greatest economic problem in regards to discrimination in healthcare is the concern as to whether high management at many healthcare organizations are actually aware that many of their employees are not treating people equally when it comes to treatment, hiring practices, promotions and other issues. The paper relates that discrimination often is very hard to prove because there are ways to disguise it and make it look like something else; therefore, individuals discriminated against based on their race often have no recourse.

From the Paper
"Strategy is a very important element in decision making, and an organization needs to know where it is going before it tries to go. Otherwise, it will often flounder because it had no specific vision for the future. Decision making is very closely tied to conflict, in that it is often groups that make the decisions for an organization. This is especially important for companies that are involved in fields such as technology, since this field is rapidly changing and decisions that could make or break a company are literally made on an almost daily basis."

Tags:strategy, discrimination, healthcare, recourse, disparities

Abstract
The paper examines the labor relations and the collective bargaining process through the traditional models of job security and seniority. The paper discusses the present trend of outside events like the attacks of September 11th dispelling any feelings of job security, and the practical realities that national security concerns may run contrary to traditional models. The paper also considers how the time respected hierarchy of seniority is giving way to merit and performance based compensation in the education field. The paper discusses the grievance and disciplinary roles of the collective bargaining agreement as well as the necessity of a formal system and the symptomatic manifestations of the abuse of the process.

Tags:collective bargain, security and seniority, grievance and discipline

Abstract
The military policy of "Don't Ask, Don't Tell" was developed to be a compromise between those who felt homosexuals should be allowed to serve in the military and those who wished them banned. However, due to multiple international conflicts, such as the war in Iraq, the Pentagon has issued a stop loss order for military personnel and the discharge of openly gay military members has, in many cases, been suspended, by simply ignoring claims of homosexuality or using the loophole that was devised to be able to retain members if needed. This paper examines the topic and shows that this hypocritical waffling is one of the military's biggest labor relations issues that needs to be addressed immediately.

From the Paper
"Although some gay servicemen have been discharged since the United States went to war in Iraq, cases such as Nguyen's and Hill's show that this is not always the case. Not only are military commanders not accepting simply a statement of homosexuality as proof, but also they are relying on the "for the good of the service" loophole to retain homosexual service members as well. As situations in other parts of the world intensify, such as Korea, Iran and Syria, and military troops are spread thinner, it is likely that the "Don't ask, don't tell" policy will continue to be overlooked and the built in loophole utilized more and more to retain all members of the service, no matter what their sexual orientation."

Tags:gay, lesbian, Thang, Nguyen