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HRM 586 DeVry Entire Course
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Week 1-Organized Labor and the Management Community
HRM 586 DeVry Week 1 Discussion 1
Fighting/Employer’s Premises, Page 405 (Graded)
Please review Case #2 found on page 405 at the end of your textbook. What is your decision in this c
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Please review Case #2 found on page 405 at the end of your textbook. What is your decision in this case, and why? Should Fred Brooks be discharged? Why? If not, what should be the appropriate remedy?
HRM 586 DeVry Week 1 Discussion 2
Union Salting (Graded)
In 1995 the Supreme Court unanimously agreed in the Town & Country Electrical, Inc. case that salting – the practice of paid union organizers seeking employment in companies for the sole purpose of organizing non-union firms – was not illegal. Consider this practice from the perspective of the union and of the employees or the company.
Week 2-Overview of American Labor History
HRM 586 DeVry Week 2 Discussion 1
Abusive Language towards a Supervisor (Graded)
Review case #3 of our textbook (back of text) and consider the following questions: Did Allan Wood violate Rule 13, Rule 7, or both? Why? Would you fire Allan Wood or take some other action? What action would you take? Explain the basis for your actions.
HRM 586 DeVry Week 2 Discussion 2
The Taylor Law (Graded)
Based on your understanding of the Taylor law, why it is a good idea to prevent public employees from going on strike? In what ways is this unfair to represented public employees? Click here to review the history of the Taylor Law:
Week 3-Union Behavior, Structure, Government and Operation
HRM 586 DeVry Week 3 Discussion 1
Overlooked for an Unanticipated Vacancy (Graded)
Please review Case 4 in the back of our text. Based on the information given, what is your recommended remedy in this case? Support your conclusion with detailed analysis. What steps might the union take when this case is settled?
HRM 586 DeVry Week 3 Discussion 2
The Future of Unions (Graded)
Review the information in your text and search out the future of the union movement on the web. Describe what you believe to be the future role of unions in the public and private sector. What changes have taken place since this article was published? Identify and discuss any trends that should concern employers or unions.
Week 4-At the Bargaining Table
HRM 586 DeVry Week 4 Discussion 1
Employees on Medical Leave, Page 411
As the arbitrator, how do you settle this grievance? What factors from the case come into play in making your decision?
HRM 586 DeVry Week 4 Discussion 2
You Decide (Graded)
Please review the You Decide content item. Imagine that you are the head of the Florida Department of Education. The teachers have voted and unionization is in the making. Review the information from our three characters in the You Decide to determine how you would respond to each of their concerns. Let’s take these questions one section at a time. Who wants to be first?
Was unionization the only alternative? What changes should the teachers expect, and within what timeframe(s)? What changes will not surface as a result of this unionization? Why?
What changes, if any, should the district managers make? What concerns, legally and politically, will they face?
III. How do demographics and economics come into play with this unionization effort?
Week 5-Grievances and Arbitration
HRM 586 DeVry Week 5 Discussion 1
Blame for a Major Accident, Page 413 (Graded)
Please review the Blame for a Major Accident case. With all things considered, what is your award in this case? Please explain the factors that go into your decision.
HRM 586 DeVry Week 5 Discussion 2
Trilogy Cases (Graded)
Research the following cases online and in your textbook: Warrior & Gulf Navigation; American Manufacturing; Enterprise Wheel & Car Corporation. Select one case and share an overview of the situation and relevant decisions that led to the outcomes.
Week 6-Wage Issues and Economic Supplements under Collective Bargaining
HRM 586 DeVry Week 6 Discussion 1
Ten Days to Learn, Page 431 (Graded)
Please review case #15 on page 431. Did the company violate Paragraph 51c of the contract? Why or why not? What is your decision in this case?
HRM 586 DeVry Week 6 Discussion 2
Collective Bargaining: Employment Benefit (Graded)
Consider the impact that unions have had with employee benefits. If there had been no labor unions in the U.S., do you think the growth of employee benefits would be what they are today? Less? More? Support your answers with detailed analysis.
Week 7-Institutional and Administrative Issues under Collective Bargaining
HRM 586 DeVry Week 7 Discussion 1
Discharge for Fraud, Page 416 (Graded)
Please review Case #8 found on Page 416 of our text. In your opinion, did the company have just cause to discharge Thomas Sax? Why or why not? What do you deem the appropriate remedy in this case? Explain your answer.
HRM 586 DeVry Week 7 Discussion 2
Your Key Learning from the Assign… (Graded)
This term you selected a topic to review for your pool paper. Please describe your topic and discuss what you learned. What were you most surprised to discover during this writing process?
HRM 586 Week 2 Case Study Assignment
Case Study 10: An Anti-Nepotism Policy, Page 419 (Also review the information located under the Case Study tab this week.)
Your entire submission should be 2–3 pages, double-spaced with proper citation, as applicable.
Here are the criteria for grading this assignment. Use these categories to provide structure within your paper.
1. Describe the issues in the case - 15%
2. Provide a clear explanation of the union's position - 20%
3. Explain management's position - 20%
4. Relate the two positions to the contract language - 20%
5. YOUR Analysis of the remedy - 25%
What is your remedy in the case and why?
Submit your assignment to the Dropbox located on the silver tab at the top of this page. For instructions on how to use the Dropbox, read these Step-by-Step Instructions or watch this Dropbox Tutorial.
See Syllabus/"Due Dates for Assignments & Exams" for due date information
HRM 586 DeVry Week 4 Case Study 11
A Laid-Off Glass Worker
Case Study 11: A Laid-Off Glass Worker, Page 422 (also review the information located under the Case Study tab this week)
Your entire submission should be two to three pages, double-spaced, with proper citation, as applicable.
The criteria for grading this assignment. Use these categories to provide structure within your paper.
See Syllabus "Due Dates for Assignments & Exams" for due date information.
HRM 586 DeVry Week 5 Pool Paper
The purpose of the Pool Paper is to allow students to select from five different scenarios in labor relations. Students are asked to select one scenario and develop it into a 2–3 page paper. This exercise allows students the opportunity to apply concepts covered in class to real-world situations.
Appropriate citations are required.
All DeVry University policies are in effect, including the plagiarism policy.
Papers are due during Week 5 of this course.
Any questions about this paper may be discussed in the weekly Q&A Discussion topic.
This paper is worth 50 total points and will be graded on quality of content, editing, and documentation.
Written Assignment #2
You are the vice president for human resources of the General Widget Corporation. The corporation’s share of the market has declined dramatically. The corporation has been operating in the red—with huge losses! The CEO has announced a drastic plan to reduce costs to stem the losses. He said that a plant in Dallas, Texas, or a plant in Ann Arbor, Michigan, may be closed.
Each plant has about 3,000 employees—each manufacturer the same product. The CEO said that production of the two plants may be consolidated or merged into one plant.
Both plants are organized by a strong international union.
The CEO asks you to prepare a report for him on what factors he and the president should examine and consider in making their decision as to which plant to close and which plant to continue operating.
In your report you are to indicate what factors should be examined and why they should be considered. You are NOT to make any recommendations. You are to present all the critical factors which the top executives should examine in making their decision.
This paper should be 2 to 3 pages in length not including the coverage page and reference page.
HRM586 DeVry Week 6 Course Project
Labor Relations Course Project
Guidelines | Course Project Topics | Grading Rubric
There is a written course project due at the end of Week 6. It should be 15–20 pages in length (excluding the cover/reference pages). Your work must be double-spaced with one inch margins and should use one of the five approved style formats (APA or MLA are preferred). You may select one topic from the list below.
You should choose a labor relations topic that is of interest to you. This could be an idea that: (a) comes out of one of the class case studies, (b) something you have wanted to investigate for a long time and have not had time for, (c) a labor relations issue that is pressing at work and needs a solution, or (d) a recommendation that you want to make to your organization’s labor relations professionals or to your union.
Your paper should be organized in such a way that you integrate the following elements into your work:
A clear thesis that consists of at least two main points
Introduction section with a detailed background/history of the topic
Literature review that incorporates research that supports your assertions on the topic
Recommendation section where you will explain what you have learned and how you propose to alter or amend the situation discussed
Course Project Topics
White collar unionism in the United States in the next decade: an attempt to predict its future size and shape
Managerial resistance to unionism: how deeply rooted, how widespread and how logical is it?
Crime and organized labor: how much connection is there?
Corruption in the Teamsters Union
The role of personality in American labor union history
An evaluation of organized labor’s relationship with the black community
Samuel Gompers and John L. Lewis: a comparison of two labor giants
The advisability of eliminating all post-1932 collective bargaining statutes and letting the parties go back to the pre-Wagner Act “law of the jungle.”
The NLRB’s tilt to management in the 1980s and early 1990s and then to labor: Are there any lessons to be learned from these developments?
The influence of Ronald Regan and George Bush on organized labor between 1981 and 1993
The influence of Bill Clinton’s Presidency on organized labor
Management’s replacement worker strategy after the air traffic controller strike: how potent and how fair a weapon?
An evaluation of the influence of COPE, the AFL-CIO’s Committee on Political Education
The local union meeting and the problem of poor attendance: what, if anything, can be done about it?
The expulsion of the Teamsters from the AFL-CIO for “corrupt influences”: did it make any real difference to either the Teamsters or the federation?
The declining incidence of strikes in the United States and some possible explanations
Mediation: an assessment of its potential value
Technological innovation as a cause of strikes
The role of violence in strike and lockout situations
An appraisal of procedures to expedite the arbitration process: mini arbitration and grievance mediation
Legal issues in the private arbitration process
Effective use of the grievance procedure for settlement of disputes
Choose one of the economic supplements discussed in the text. Research the development of the benefit in collective bargaining contracts since World War II. Be sure to address yourself to the major advantages of the supplement and its future development
“Right-to-work” laws: desirable public policy?
Trends in the area of management prerogatives
Quality of work life programs: are they nothing more than a fad?
The health insurance issue and collective bargaining
Plant closedowns and WARN.
The PATCO strike revisited
Future of unions in the U.S.
Union mergers: problems and opportunities.
History of a particular labor union with which you are familiar
Impact of “right-sizing” or downsizing on labor relations
The UPS strike
The rise and fall of Ron Carey
Points / %
The Background component provides any necessary historical information and assumptions used in the paper, and any other information the reader might need to better understand the forthcoming elements of the paper.
23.4 / 15%
Scope/Depth of research – literature review. You should research the Internet and other sources to provide support for your opinions and assertions. The “literature” might exist in your organization.
46.8 / 30%
Recommendations. Write a LARGE recommendation/solution part. Explain what you have learned and how you would change or fix the situation.
62.4 / 20%
Use of sound logic
156 / 60%
Points Deduction (Per Occurrence) / %
Sentence Meaning Unclear
Misstatement of Fact
Total (Not to Exceed)
26 / 10%
Introduction: thesis statement contains at least two main points
16 / 8%
Body text follows order of topics and main points derived from the thesis statement
8 / 4%
Content sub-divisions follow outline
Conclusion summarizes, complements thesis; contains new information
52 / 20%
Documentation – Incorrectly Cited or Missing (10%)
Note: All must appear in approved format.
Citations in Text
Possible Points / %
Organization and Cohesiveness
Documentation and Formatting
HRM 586 DeVry Week 8 Final Exam
HRM 586 Week 8 Final Exam (Version 1)
1. (TCO A) You are the new leader of the local union at your company. There are many new employees who have joined the union in the past year, and they have questions about the way union membership works. These new employees are not sure about how to be in the union and still interact with the boss. It seems to some of them that in their non-union jobs, they would just say and do what it took to get their questions answered, and they did not see much difference between themselves and the boss. Others want to run to the union steward every time the boss says something they don t like. The questions involve management rights and employee rights. Your job is to develop a summary sheet which lists the content for a union meeting. Your summary should include the basics of how unions operate and specifics on management rights and employee rights in the union environment. (Points : 34)
2. (TCO B) There are a number of social, economic, and business factors that are either helping or slowing down the development of the union movement. Describe the changes in the political climate that have helped or hindered growth of unions. Identify key legislation that has changed the way in which unions or companies operate in a union setting. (Points : 34)
3. (TCO C) Labor Management relations have been affected by political and legal forces since the mid 1900s. Describe laws that are relevant to negotiations. Which laws favor employers, and which favor unions? Close out with a discussion of the importance of these laws within the scope of the negotiating teams. (Points : 34)
4. (TCO D) Describe the differences of operations between the local unions and national unions. How are each involved in helping union employees? Describe the interactions between employees and representatives at both levels. (Points : 34)
5. (TCO E) The AFL-CIO and its leaders from the past help define the labor movement in the U.S. and help define where the union movement is today. How have the AFL-CIO (federation) national and local unions been involved politically? What impact has this had on unions and legislation passed? (Points : 34)
6. (TCO I) When you examine a negotiated agreement, you will find a variety of issues that can be put into the category of wages or economic concerns. However, the contract is not limited to these issues. There are a variety of issues that go beyond economic concerns, such as the union obligations. It is not just that management is required to perform a certain way according to the requirements of the contract. It is often felt by management that they are giving up everything in order to live by the contract. From a management point of view, the union has taken control without obligation through the function of the contract. (a) Evaluate the obligations that the union might have under the contract in terms of what they mean to the functioning of the union and management. (b) Lay out a plan to help management implement its options if the union does not meet its obligations. (Points : 34)
7. (TCO G) Two industries (Industry X and Industry Y) are run by labor unions. Even though the unions overseeing these industries are considered honest and conscientious, we have seen a large disparity in pay between the industries. In fact, the wages in Industry X are now three times the rate as those of Industry Y. What factors account for the differences in these two industries? (Points : 34)
8. (TCO F) The centerpiece of almost every negotiation is the issue of wages. The topic has become complex and is typically the catalyst for a strike. Of course, the topic of wages is multidimensional. It's not just the salary that union member are making that impacts the profitability of the organization or the cost of products and services on the market. There are other costs that go into making up the total reward paid to any employee, including the union worker. It is this bigger picture of labor costs that concerns management during negotiations. While the union is focusing on what they can get in terms of total income to the union member, management is looking at the impact of these cost on the total business picture. (a) Compare the methods available for the adjustment of wages during the effective period of the labor agreement. Make this comparison in light of the organization in which you currently work or recently worked. (b) From a management perspective, defend what you would judge to be the most desirable arrangement for your organization. Be sure to include other factors around the wage issue that might impact your decision. (Points : 38)
9. (TCO H) If the collective bargaining process is to be successful, it is important that both sides come prepared to bargain. This means that both management and labor must make plans and develop a strategy before they even look across the table at the other party. It is often this preparation that determines to what extent one side gets its way more than the other side. It is impossible to walk into negotiations without knowing the costs that are potentially involved in the new contract arrangement. Clearly the union is well-prepared with their wish list and with as many facts and figures as they can find to bolster their position. Management does much the same thing to trade off items on the table. (a) Select what you consider to be the key pre-negotiation preparation steps that can be taken by the union. (b) Select what you consider to be the key pre-negotiation preparation steps that can be taken by management. (c) Compare and contrast the historical elements that help us understand the current structure of the union. (Points : 34)
HRM 586 Week 8 Final Exam (Version 2)
2. (TCO B) The development of unions in the U.S. has a dynamic and complex history. Despite the growth and power that unions enjoyed in the past, today they are on the decline. Unions are working in various ways to improve their status and membership levels in the U.S. There are a number of social, economic, and business factors that are either helping or slowing down the development of the union movement. (a) Compile the various statistical, historical, economic, and social factors that have led to the decline of unions. (b) Devise a plan to help unions reverse these trends and potentially turn back to a growth pattern. (Points : 34)
3. (TCO C) Contract negotiations will typically reflect the current status of the economy, political/legal concerns, social factors impacting society in general, and other concerns held by management and labor. The issues can become complex, with each side presenting their view of what has changed in the economy, as well as their own needs for changes to wages and benefits, etc. The proof that is brought to the bargaining table supports either management's perspective or that of the union. Play the role of a consultant to management. (a) Summarize for the management team the economic, political/legal, social, and other factors that you believe the union will integrate into their negotiations package. (b) Devise a counter proposal that management can bring to the table. (Points : 34)
4. (TCO D) When management and labor interact during negotiations, during a grievance, or just on a daily work basis, their relationship is largely defined by a variety of federal and state laws. These laws can be seen as helping, or they can be considered a hindrance to labor or management as they try to reach their goals. Both sides have their point of view. In the past, the laws were created to help the unions organize and members to join a union. Later, the laws helped management deal with the union. The labor laws of this country have helped to bring some balance to the labor and management relationship. Consider the major labor legislation passed over the years. (a) Explain how key components of the labor laws impact the union/management relationship today. (b) In your explanation, describe how both management and labor benefit from these key provisions. (Points : 34)
5. (TCO E) Describe the differences between the AFL-CIO and "Change to Win" federations. How are these organizations competing for the same employees? (Points : 34)
6. (TCO I) The typical labor agreement includes disciplinary procedures that are advantageous to both managers and the union and union workers. Describe the disciplinary procedures and outline the sections that may be advantageous to employees versus those that are advantageous to management. Contrast your findings with a non-union environment. Describe the effectiveness of each approach. (Points : 34)
8. (TCO F) Wage issues are often the catalyst for a strike. While the union is focusing on what they can get in terms of total income to the union member, management is looking at the impact of these costs on the total business picture. From a management perspective, defend what you would judge to be the most desirable arrangement for your organization. Consider the ability-to-pay approach and the comparative approach. Be sure to include other factors around the wage issue that might impact your decision. (Points : 38)
9. (TCO H) Your boss is new to the union environment and your organization is three weeks into a grievance for discharging an employee without just cause. Your role is to prepare your boss for the grievance process. Outline a typical grievance/arbitration procedure and evaluate the impact of that procedure on your organization. (Points : 34)
HRM 586 Week 8 Final Exam (Version 3)
1. (TCO A) How do public-sector employees’ rights and interests differ from those of private-sector employees? (Points : 23)
2. (TCO A) People have tended to join unions for reasons that would appear to be, from their own viewpoints, extremely logical. Discuss the validity of this statement. (Points : 23)
3. (TCO C) What impact did the Great Depression have on the U.S. labor movement? (Points : 23)
4. (TCO E) The AFL-CIO and its leaders from the past help define the labor movement in the United States and help define where the union movement is today. How have the AFL-CIO (federation) national and local unions been involved politically? What impact has this had on unions and legislation passed? (Points : 23)
5. (TCO F) Wage issues are often the catalyst for a strike. Although the union is focusing on what it can get in terms of total income to the union member, management is looking at the impact of these costs on the total business picture. From a management perspective, defend what you would judge to be the most desirable arrangement for your organization. Consider the ability-to-pay approach and the comparative approach. Be sure to include other factors around the wage issue that might impact your decision. (Points : 23)
6. (TCO D) The increasing sophistication and enlightenment of modern top business executives in dealing with their subordinates has led to a state of affairs wherein managements today are more democratic than unions. Do you agree? Why or why not? (Points : 23)
7. (TCO G) If there had been no labor unions in this country in the past 30 years or so, the growth of employee benefits would perhaps have been only a small fraction of what it has actually been. Discuss. (Points : 23)
8. (TCO H) Ultimately, the role of an arbitrator in a grievance case is to decide the case. Describe how factors such as past practice, fairness, and ethics affect an arbitrator's decision in the case. Further, explain how arbitrators could be seen as scapegoats for the case. (Points : 23)
9. (TCO I) What are the pros and cons of state right-to-work laws? (Points : 26)our explanation, describe how both management and labor benefit from these key provisions. (Points : 34)
6. (TCO I) The typical labor agreement includes disciplinary procedures that are advantageous to both managers and the union and union workers. Describe the disciplinary procedures and outline the sections that may be advantageous to employees versus those that are advantageous to management. Contrast your findings with a non-union environment. Describe the effectiveness of each approach