Exclusive in agreement of unionization. If this is accomplished,

 Exclusive Representative  An exclusive representative isaccountable for speaking on behalf of all employee interests in the unit it representsdevoid of discrimination and without consideration to labor associationmembership. It is stated in section 7120 of the Statute, an exclusive representative needs to implement and pledge to principlesof behavior that reassures it will upholds democratic ethics and a structure offinancial accountability. The Department of Labor’s Assistant Secretary,Employment Standards Administration has arranged set of laws to enforce theprinciples of this segment.A union will needto accumulate over 50% of authorization cards which allows the union to becomethe employee’s representative from bargaining unit which in turn will convertinto your groups’ united bargaining representative. If it is by vote 30% authorizationmust be collected by the bargaining unit.

Next an election is held by thePublic Employment Relations Board (PERB). The only way for the union to succeed,more than 50% of the employees must vote in agreement of unionization.  Ifthis is accomplished, employees would have union representation.Anexecutive representative must also learn to; Understand bargaining unit agreementlanguage, evaluate reorganization arrangementsand other employee actions which havelabor-management connotation.

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They will need to tend todepartmental policy and procedure changes that attribute to labor-management suggestionsfor out sourcing or altering workschedules. There is a need to create approaches that deal witha supervisor’s concerns about employees such as attendance and discipline andbe able handle layoffsand bumping.As a consequence ofemployees’ right of organization and their susceptible legal position, and the financialcontrol the employer possesses, the Labour Code enforces firm constraintson the employer. The Code makes it illegal for any employer or their delegates toattempt intrusive behavior in an organization of employees by segregating them,attempting to dictate obstruct or fund the arrangement or the activities of anysuch association, or to involve themselves within.The Labour Code informsemployers that they cannot use coercion or terrorization to persuade anyone to abstainfrom becoming or to stop being a member of an association of employees. Due tothese constraints, the employer or its delegates must implement care in their interactionswith employees. Employersmay still inform employees, verbally or in dictation, in order to convey itsdisagreement to employee organization but must adhere to the followingspecifications that fall within the law, rather than represent obstructiontowards the union.

An employer could legally relay its right of expression aslong as they make no assurances or intimidate in any way. The dialogue must notbe extreme or corrupt and that essentially presents the logic rather than thefeeling of the readers.Liability means legal responsibility for one’sacts or exclusions. If a company neglects to adhere to that culpability itplaces the company in a compromising position and leaves them open for legalaction for any generated reparations or a will have to involve a court ruling.So by not fixing building issues allowing the supervisors to pressure employeesnot to take time off and not allowing them to file compensation claims if they areinjured or granting them other paid time off benefits and punishing them ifthey do, it places the company in a position for legal action against them.

Risk management should be an ongoing evolutionwithin the company. If the company has knowledge of the hazards of the buildingand the risk it places its employees in, it should be evaluated and fixed immediately.This will reduce injuries, call outs; compensation claims and increases the employees’faith in the company.

If employees know that their employer cares about their wellbeing, benefits and safe work environment, there would be no need for a union andit would maintain quality employees.Giventhe amount of employees within the company, there is enough justification for ahuman resource position. The company has too many employee complaints andbuilding issues that need to be evaluated. The company requires a safeguardthat will assess the legal implications that could befall them if they are not attendingto immediately. Orientating an employee that has knowledge of the issues and knowsthe employees to a Human Resource position will be beneficial to the company inthe long run.                                                                                                                                           ConclusionAnexclusive representative is accountable for speaking on behalf of all employeeinterests in the unit it represents devoid of discrimination and withoutconsideration to labor association membership. In orderto become exclusive representative the union will need to accumulate over 50% of authorization cards whichallows the union to become the employee’s representative from bargaining unitwhich in turn will convert into your groups’ united bargaining representative.

They will alsoneed to; Understandbargaining unit agreement language, evaluate reorganization arrangementsand other employee actions which havelabor-management connotation.They will need to tend todepartmental policy and procedure changes that attribute to labor-management suggestionsfor out sourcing or altering workschedules. There is a need to create approaches that deal witha supervisor’s concerns about employees such as attendance and discipline andbe able handle layoffsand bumping.Employersmay still inform employees, verbally or in dictation, in order to convey itsdisagreement to employee organization but must adhere to the followingspecifications that fall within the law, rather than represent obstructiontowards the union.Liability actions are the legal responsibility for the companies’ acts. Ifa company neglects to adhere to that culpability it places the company in acompromising position and leaves them open for legal action for any generatedreparations or a will have to involve a court ruling.Risk management should be an ongoing evolution within the company.

If thecompany has knowledge of the hazards of the building and the risk it places itsemployees in, it should be evaluated and fixed immediatelyAnd finally if acompany has too many employee complaints and building issues they need to be evaluated.The company requires a safeguard that will assess the legal implications thatcould befall them if they are not attending to immediately.                                                                                                                                                                                                                                                                        ReferenceAgresti, J. D.(2017, December 9).

Union Facts. Just Facts. Retrieved January 19, 2018 from www.justfacts.com/unions.aspBargaining unit.

Merriam-Webster’sUnabridged Dictionary. Accessed May 9, 2017 at www.merriam-webster.comFLRA.gov.(n.

d.). Retrieved January 21, 2018, from https://www.flra.gov/exclusive_representationHRPlanning. (n.d.

). Retrieved January 21, 2018, from http://hrcouncil.ca/hr-toolkit/planning-risk-assessment.cfmLiability. (n.d.

) West’sEncyclopedia of American Law, edition 2. (2008). Retrieved January 21 2018from https://legal-dictionary.thefreedictionary.com/liabilitySupervisorsof Unit Employees. (n.d.

). Retrieved January 21, 2018, from https://www.umass.

edu/humres/supervisors-unit-employeesUnionizationCampaigns: How Can an Employer Play its Role Without Running Afoul of TheLabour Code Commandments? (2014, July 22). Retrieved January 21, 2018, from http://langlois.ca/unionization-campaigns-can-employer-play-role-without-running-afoul-labour-code-commandments/