As we enter this week’s DB’s be sure to read your feed

Reply to Rakeem

Week Two Discussion Block 2

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Rakeem Williams posted Feb 8, 2022 11:24 AM

The collective bargaining process is at the heart of the employer-employee relationship. That process, however, is not a simple one. The 1935 National Labor Relations Act, as subsequently amended, defines the process and limits the parties to it (Carrell & Heavrin, 2014). When you have collective bargaining agreements, the goal is for both parties to reach a mutual understanding, and somewhat both come halfway to favor both sides ultimately. That is the goal when you have this process in action. However, that is not always the case, and with the

More recent studies generate measures of union strength that capture the policy content of CBAs and find adverse effects of unions on achievement. And create measures of CBA “restrictiveness,” or the degree to which a given contract sets boundaries on the district. And school leadership in their management of teachers, and study the relationship between restrictiveness and achievement in samples of California school districts. For example,( Strunk 2011) finds that one standard deviation (SD) increase in CBA restrictiveness is associated with a 4.4- to 4.8-point decrease in average achievement. Strunk and McEachin (2011) It gets very tricky to appease both sides when you have different parties at play. So in this CBA agreement, it was clear where contracts increased, and that was in the achievement gaps proved to be minor and dependent upon the subgroups and race between White and Blacks. In so many words, where success was imminent, these contracts were entertained, and in lesser areas of success, these contracts were not as successful. This is what sometimes happens in CBAs when you have one side selected. It opens the door for more research and analysis to be done to help in the long run solve the issues at hand, and in this case, even though in some areas contracts we're implemented, others were left out. However, it still opened the door to help fix this problem.

Additionally, increases in the restrictiveness of teacher leave policies appear to be associated with a widening of the student achievement gap. Improvements to the amount of parenting, maternity, and sabbatical leave (as captured by the leave subarea) might lead to the midyear replacement of classroom teachers. Younger teachers are more likely to utilize these policies and are also more likely to teach ED students (Grissom et al.,2015). Students who will be more impacted positively will also have the teachers that receive the support. That all makes sense and therefore is why it is crucial to have these issues and collective bargaining agreements to raise awareness to solve problems and in this case in California the problem was solved and the door is open to spread and correct this issue throughout America in rural school districts.

References:

Carrell, M., R. & Heavrin, C. (2014). Introduction to labor relations. In. Carrell, M., R. & Heavrin, C. Labor relations and collective bargaining: Private and public sectors. Pearson.

Grissom, J. A., Kalogrides, D., Loeb, S. (2015). The micropolitics of educational inequality: The case of teacher–student assignments. Peabody Journal of Education, 90(5), 601–614. https://doi.org/10.1080/0161956X.2015.1087768

Marianno. (2021). A Negotiated Disadvantage? California Collective Bargaining Agreements and Achievement Gaps. Educational Researcher, 50(7), 451–462. https://doi.org/10.3102/0013189X211006357

Strunk, K. O., McEachin, A. (2011). Accountability under constraint: The relationship between collective bargaining agreements and California schools’ and districts’ performance under No Child Left Behind. American Educational Research Journal, 48(4), 871–903. https://doi.org/10.3102/0002831211401006

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Reply to Ken

Week Two Discussion Block 2

Contains unread posts

Ken Gray posted Feb 9, 2022 12:33 PM

Collective bargaining is the process in which the persons working through their unions negotiate agreements with their managers to find out their employment terms, such as profits, pay, job health, leave, safety policies, methods of balancing work, among terms. This process involves two principal parties: the employer and the labor union (Keune, 2021). In these discussions, employees gather together in their Union to negotiate terms in their employment agreements with their employer. A collective bargaining unit represents the labor union (Keune, 2021). The labor union comprises the union officials and the labor union lawyer, who creates a union to protect their rights.

The employer is the management representative; for example, they can be the lawyer of the company or the human resource. Unions and management employ collective bargaining to settle disputes and complaints, safeguard working conditions and jobs, preserve worker rights, and negotiate agreements, wages, and benefits. The employer plays a vital role in the collective bargaining process of answering the notice within a given time and agrees to meet the Union for negotiations (Pedersini, 2019). Together with the employer, the union representatives then meet and discuss the suggestion. The Union hopes to oblige the employer to reasonably comply with their demands (Pedersini, 2019). Thus the organizational lawyer or the human resource takes the lead on the discussions on salaries, hours, working situations, and profits are depending on whether the organization is private or public .

On the other hand, the labor union officials are the official elected members of the Union like National Office personnel and Stewards represent it on specific issues and representative matters. They are organizational employees whose work is to represent and defend the interests of their fellow workers as labor union members and officials. The labor union lawyer is employed by a union to represent it in linking with its lawful matters and is responsible for making advice to leaders of the Union to represent individual union members in proceedings arbitration (Pedersini, 2019). Besides, the labor unions may organize strikes if negotiations do not end in a contract.

The "right person" selection may be beneficial in the collective bargaining process. Choosing the right employee will aid in making intelligent discussions on salaries, hours, working situations, and profits and creating good relationships between them and the workers to generate a strong bond, thus contributing to the successful working of the organization (Chanin, 2021). Selecting the right employer and the labor union will enhance team building and morale between the parties. Things prosper when parties work together toward a common goal or objective. Bringing in robust team players contributes to the organizational culture, like bringing in the wrong person will disturb the problem-solving process (Chanin, 2021). For instance, replacing a wicked hire shortly after they start working with you can make the present participants feel disturbed, leading to lower production. Therefore selecting the right employer and the union representatives will enable them to better determine their employment terms, making the collective bargaining process more successful.

References

Chanin, J. (2021). Civil Rights, Labor Conflict, and Integration: New Orleans Educators' Struggle for Collective Bargaining 1965-1974. Labor Studies Journal, 46(3), 286-317.

Keune, M. (2021). Inequality between capital and labor and among wage-earners: the role of collective bargaining and trade unions. Transfer: European Review of Labor and Research, 27(1), 29-46.

Pedersini, R. (2019). International organizations and the role of collective bargaining. Transfer: European Review of Labor and Research, 25(2), 181-203.

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