Introduction to the Jamaican Legal System Essay Example for Free

Prologue to the Jamaican Legal System Essay Lawful Sources - Rules of law are gotten from different sources in English Law. These incorporate, The Constitution of Jamaica, enactment, legal points of reference, certain old reading material among others. The Constitution of Jamaica: The Jamaican Constitution is the Supreme Law of the place where there is Jamaica and every single other law must acclimate with the Constitution or they will be struck down.1 In 2011 another Charter of rights was passed by Parliament, known as The Charter of Fundamental Rights and Freedoms (Constitutional Amendment) Act, 2010 This altogether changed Chapter III of the Constitution. â€Å"Traditional human rights secured by our old game plans, for example, the rights to life, freedom, property, opportunity of still, small voice, articulation and development stay ensured by the new Charter. Also, we presently have protected rights to evenhanded and accommodating treatment by open specialists, not be oppressed on the grounds of religion, social class or being male or female, to cast a ballot in free and reasonable races and to be allowed a visa. The last goes connected at the hip with the now unavoidably perceived option to leave the island, recently barred. The Charter gives various progressively present day rights, including the privilege of each youngster to open essential instruction and the option to appreciate a solid and profitable condition liberated from the danger of injury or harm from natural maltreatment and debasement of the biological legacy. These apparently eager rights are in any case enforceable by the Charters express arrangement for review, against the state as well as in resident versus resident prosecution. Cases might be brought by the individual distressed or by metro associations with the consent of the court, where there is a claim that any of the arrangements of the Charter has been, is being or is probably going to be contravened.† The Judiciary is the part of government that is principally answerable for deciphering the law. The Structure of the Jamaican Court System1 The Courts have been given the obligation under the Constitution to look at exercises attempted by the State and decide whether acts by the State through its different operators are conflicting with the Constitution and along these lines of no lawful impact. Demonstrations of Parliament are likewise liable to survey by the Courts to check whether there is any irregularity with the Constitution. The Constitution of Jamaica accommodates the foundation of the Supreme Court as a Court of Origination. Choices of the Supreme Court upon advance are heard by the Court of Appeal which is the most noteworthy Court genuinely situated in Jamaica, anyway under the Constitution, the most elevated Court in the Jamaican Court Structure and the last Court of Appeal from choices of the Court of Appeal is the Judicial Committee of the Privy Council which is situated in England. There are different Courts that are not made by the Constitution and have been made by Acts of Parliament. The Court System is taken a gander at underneath. Frivolous Session The Petty Session Court is directed by three Justices of the Peace. These are not Attorneys-at-Law. They direct negligible issues. These incorporate pickpocketting, regular attack and utilization of revolting language.

Contraversy in Play Doubt Essay

In a shameless spot, for example, that introduced in John Patrick Shanleys’ grant winning dramatist Doubt, it is indiscreet to expect the planner of the play would respect and solace us with a more prominent and certain completion of the magnum opus. This carries us to the undeniable inquiry of what is conviction and how we can be sure of anything. As indicated by Stanford Encyclopedia of Philosophy, â€Å"There are different sorts of sureness. A conviction is mentally sure when the subject who has it is remarkably persuaded of its reality. Conviction in this sense is like hopelessness, which is the property a conviction has of being with the end goal that the subject is unequipped for surrendering it. † If we are coordinated and trained by this announcement, a peruser can't have a firm handle on whether Father Flynn did in certainty truly misuse the helpless, hued character of Donald Muller, living in 1964, encompassed by a rising discontent of the white favored common laborers society (additionally dependable of the passing of Martin Luther King Jr. that equivalent year). Anyway Iâ afforded to be indiscreet, one-sided, and by my best judgment, choose (without proof) Father Flynn did in reality disturb Donald. This choice was clear to me by three subconscious bits of confirmations granted by the creator. The main proof is the doubt and the allegations assaulting Father Flynn of giving youthful Donald Muller wine when called to the parsonage. Presently, obviously Flynn safeguards himself by contesting Donald drank the wine without anyone else in view of the nerves of being a forlorn dark kid in 60’s Bronx. Notwithstanding, when gone up against with this exclamationâ by Sister Aloysius, Flynn promptly contracted into a cornered feline, with a sharp, clever guard system. â€Å"I don’t wish to proceed with this discussion at all further,† said Father Flynn after leaving. Father Flynn says he secured for the kid since he gave it a second thought, yet the story is promptly made unconvincing when Sister Aloysius gets a progressively fragile and experienced handle on the circumstance. The image of the wine depicts this once celebrated holy person as an unreasonable and contorted character. The rationale embedded in the setting is theâ following: if Father Flynn could be sufficiently ruined to dirty a youthful, honest youngster, he might likewise exploit this kid. The subsequent proof is the obscure character Father Flynn gets all through the key play. In different models, Father Flynn is marginally shadier of what it would have been normal. The first case of this is seen in quite a while and that is Father Flynns’ recognizably long fingernail. These are first depicted to the little fellows when Flynn is disturbed by the filthiness in the boys’ fingernails. This shows Flynn as a man who conflicts with the way of life and the confidence of society. The subsequent model is depicted when Father Flynn outreaches his hand for a little fellow named William London and the kid recoils, as though sickened or alarmed. The last model is including a dark crow outside a window that hadn’t quit snapping throughout the day. At last, Father Flynn has enough and thunders violently to this winged animal being appeared as a cantankerous man who covers his feelings to the individuals. Sister Aloysius made a clever and constructedâ remark, â€Å"you’re controlling the demeanor all over this moment. † Towards the finish of the play, Sister Aloysius gets steady on her allegation towards Father Flynn. She confined each sentence splendidly charging advances and making critical weight on Father Flynn. She smashed with outcries, for example, â€Å"I won't stop! † and â€Å"I will discover reality! † By the end, Flynn had surrendered to his post and was required to take a prudent leave. This, alongside his reaction to the allegations, incite an unmistakable presumption Flynn is liable and he knows his long periods of beingâ considered a blameless, kind man were attracting to an end. Before the finish of the play, question assumes an away from in the brain of the inquisitive peruser. Obviously, there is more than one chance of what may have gone on between the minister and the church kid. If we somehow managed to have a totally target figured, we would be confounded and upset by the way that neither one nor the other decision is right or clear. My own impression is the one referenced before, yet I am not the ubiquitous creator of this great story. ? Work on sentence structure and spelling.

Veterans Day A Remembrance

Veterans Day A Remembrance Years ago, when I was the likeliest lass in AP English class, I won a VFW award for an essay I wrote about the United States and globalization. My parents, as well as several of my teachers, were amazed that I took home the prize, because my essay was an impassioned (and probably jejune) plea for our nation to be more involved in the wider world than less. It was the Cold Wars dying days, and many of the Young Republicans I knew wanted a return to America First. I didnt agree with them then, and I dont agree with them now. But more important, the VFWmen and women (still mostly men, then) of different ages and experiencesdidnt see anything wrong with my thoughts as expressed. A large part of that, I now know, is due to the fact that each of them had once served in defense of my freedom of expression. People who have walked the military walk dont take what it safeguards lightly. However, as a former literature teacher, I believe theres a little more to it than that, and Ill illustrate what I mean by extending the VFW story a bit. Since I did win the essay trophy, I was invited later that year to stand up in front of my local VFW chapter as they gathered to celebrate Veterans Day; I was to recite Lieutenant Colonel John McRaes famous poem In Flanders Fields. I remember every word of it still, as do many of my Canadian friends and colleagues (McRae was Canadian, and that poem has become iconic in his home nation). I know Im not the only one in the Book Riot community who is fascinated with World War I poetry. In Flanders Fields isnt the best or even necessarily the most famous poem of that era (famous status might have to go to Wilfrid Owens Dulce et Decorum Est). But the reason Im writing about it today is because I think In Flanders Fields is one of the most immediate and truest. The poppies that blow between the rows of crosses are there in abundance, sadly, because of the decomposing bodies beneath. McCrae, a medical doctor, knew this; he also knew that those poppies were as beautiful and transient as our human lives and relationships. Years after reading his poem out loud to my Hudson Valley veterans group, I taught In Flanders Fields to my students (who happened to be soldiers themselves) while I had them read Erich Maria Remarques novel All Quiet on the Western Front. I pointed out that the German soldiers saw the poppies, tooand the poppies grew over their graves, too. On Veterans Day, I believe in remembrance for our fallen, and in honoring what they fought to protectbut I also try to remember that poppies dont belong to the good guys or the bad guys. They remind us instead of our common humanity.

The United States And Its Impact On The Nation...

There are many challenges when it comes to rebuilding failing states and retraining their militaries. The practice is done for the purposes of advancement of political objectives, also the attempt to provide stability within a hostile region, saving a fragile nation from collapse, and to provide support to oppressed groups and populations aligned with similar value structures. It is not a new policy tactic for the United States, there have been several cases where America has played a big role in nation reconstruction and redeveloping regional armed forces. While there have been some successful campaigns in these efforts to fight insurgency, improve conditions in regional civil conflicts, and stabilize areas, it has not always been effective policy. The United States has had a pretty varied legacy with these types of interventions. From different case examples, it can be concluded that when a liberator is rebuilding a state or a military, and is dealing with a population that is mu lti-ethnic and has deep religious divisions, the effort is probably more likely to fail than to succeed. Further research also indicated that acting multilaterally produced much better results with nation reconstruction/intervention. Usually, during intervention campaigns, short term goals were reached, although there are often issues with achieving long term goals of peace and stability. Some scholars have acknowledged that some attempts at saving failing states have resulted in governments

Analysis Of Howard Gardner And Claudio Fernandez Araoz

In this rapidly changing era, not only leaders but also ordinary employees are facing fierce competitions in their own field. As the result, for the organizations and world entrepreneurs, in order to gain and sustain their competitive advantages in today’s complex and volatile international environment and achieve success, they should be more open-minded to accept new thoughts of talent spotting instead of still indulge in the old days’ success. They need to adapt to the technological change and meet market demands by reshaping their skills and competencies, and thus improve their levels of leadership. On the other hand, it is very necessary for the job seekers to understand and acquire skills that are expected from the employers. Because that’s the most effective way for them to achieve success in their career. The question is, people may find difficult to anticipated in the global context nowadays. This essay is going to show you the most important skills to become successful is creativity and respect by comparing and contrasting the arguments from Howard Gardner and Claudio Fernà ¡ndez-Arà ¡oz. In the book â€Å"Chapter 1: Minds Viewed Globally. A Personal Introduction† Gardner (2008) explain that there are five important dramatis personae called â€Å"five minds†. Gardner defined the disciplined mind reflects the performance of academic and profession; the synthesizing mind is to gather and comprehend information; the creative mind is thinking out of the box; the respectful mind is

Managing Effective Labor Relations Free Essays

MANAGING EFFECTIVE LABOR EMPLOYEE RELATIONS Abstract Labor relations refer to the relationship between corporate management and the unionized workforce. Administering the best practices along with the current developments in labor relations is contingent on labor management relations. In addition, the legal framework for collective bargaining and negotiations need to be examined. We will write a custom essay sample on Managing Effective Labor Relations or any similar topic only for you Order Now Knowledge of the history of the relationship between labor unions and management is fundamental in effective labor relations management today. What is a labor union? A labor union is a group of employees, who are organized by the specific job that they do. They come together to form units that bargain with their employer regarding working issues and conditions. Union workers are referred to as â€Å"blue-collar workers† because the majority of people who hold that job specification are also union members. The majority of union members work in the public sector. These are jobs where the funding source can be national, state, or local. These types of jobs include: postal service jobs, teachers and police officers. Jobs in the private sector have no involvement with the government and are run by private citizens or groups. These types of jobs could be found in: restaurants, retail, or corporations. There are many more union members in the public sector than the private sector. Just under half of all employees in the federal, state, and local government are union members. Public school teachers, police, and firefighters hold the highest number of union workers in the local government. The second largest groups on the list of union members are protective service workers in private industry. In the private sector, union members make up about a quarter of the size of the public sector, in transportation and utility positions. Other major private industries with above-average union membership percentages are construction and manufacturing, where in each case thirteen percent of the employees are in unions (Sloane amp; Witney, 2011). All union members have legal workplace rights that must be respected by their employers. Some rights are provided by federal or state statutes, hile others are inherent in specific union-employer agreements. If a union member feels that his rights have been infringed, in addition to taking legal action, charges can also be filed against employers through the National Labor Relations Board for violation of collective bargaining agreements. The NLRB is responsible for the prevention and resolving of unfair labor practices under the National Labor Relations Act (NLRA). They also guarantee the rights of employees to organize and bargain collectivel y with their employers. Another feature that union members have that non-union members don’t is a grievance procedure. This is an official complaint from the union member when they believe their contractual rights have been violated. The steps of the grievance procedure are outlined in the collective bargaining agreement. Collective bargaining is the process whereby unions and management negotiate and administer labor agreements (Sloane amp; Witney, 2011). Labor union officials enjoy many special powers and immunities that were created by legislatures and the courts. Union officials claim to rely on the support of members of a political organization of workers who are exclusive of their leadership. In â€Å"Special Privileges†, (2010), the following list of special privileges reveals the rights union members have in their favor: Privilege #1:| Exemption from anti-monopoly laws. The Clayton Act of 1914 exempts unions from anti-monopoly laws, enabling union officials to forcibly drive out independent or alternative employee bargaining groups. Privilege #2:| Power to force employees to accept unwanted union representation. Monopoly bargaining, or â€Å"exclusive representation,† which is embedded in most of the country’s labor relations statutes, enables union officials to act as the exclusive bargaining agents of all employees at a unionized workplace, thereby depriving employees of the right to make their own employment contracts. | Privilege #3:| Power to collect forced union dues. Unlike other private organizations, unions c an compel individuals to support them financially. In 27 states under the NLRA (those that have not passed Right to Work laws), all states under the RLA, on â€Å"exclusive federal enclaves,† and in many states under public sector labor relations acts, employees may be forced to pay union dues as a condition of employment, even if they reject union affiliation. | Privilege #4:| Unlimited, undisclosed electioneering. The Federal Election Campaign Act exempts unions from its limits on campaign contributions and expenditures, as well as some of its reporting requirements. Union bigwigs can spend unlimited amounts on communications to members and their families in support of, or opposition to, candidates for federal office, and they need not report these expenditures if they successfully claim that union publications are primarily devoted to other subjects. | Privilege #5:| Ability to strong-arm employers into negotiations. Unlike all other parties in the economic marketplace, union officials can compel employers to bargain with them. The NLRA, FLRA, and RLA make it illegal for employers to resist a union’s collective bargaining efforts and difficult for them to counter aggressive and deceptive campaigns waged by union organizers. | Privilege #6:| Right to trespass on an employer’s private property. The Norris-LaGuardia Act of 1932 (and state anti-injunction acts) give union activists immunity from injunctions against trespass on an employer’s property. | Privilege #7:| Ability of strikers to keep jobs despite refusing to work. Unlike other employees, unionized employees in the private sector have the right to strike; that is, to refuse to work while keeping their job. In some cases, it is illegal for employers to hire replacement workers, even to avert bankruptcy. | As you can see, the privileges of the union may seem unfair to non-union members. This can create a lot of mixed emotions and tension in the workplace. Although the rate of unionization has declined, its effects on the workplace are still existent. When you are non-union, it’s understandable to be complacent about union issues. Non-union employers must be aware of a number of other policy and practices that can lead to allegations of unfair-labor practices against them. To uphold a fair work environment, management looks to form new relationships between both non-union and union members. In order to prepare for issues that may occur between both parties, it is the company’s responsibility to be fully informed and aware of union laws and precedents. The focus of the traditional law of unions makes up the major part of the labor law. It is based on workers collectively and their rights as a group. It is different from employment law which focuses more on issues relating to the rights of individual employees. The body of law of which labor law is comprised is significant for the importance of the National Labor Relations Act (NLRA). The NLRA is codified at 29 U. S. C.  §Ã‚ § 151-169 and purports to serve the national interest of the United States regarding labor relations within the country (Cornell, n. d. ). When periods of widespread strikes occur, uneasy relations can very quickly and severely have an adverse effect on the entire country. A clear policy regarding labor and management encourages the best interests of the employer, which is to maintain full trade and industry production. It is essential to maintain peace in the workplace not just between employees, but employers as well. The NLRA attempts to limit industrial conflict among employers, employees, and labor organizations since the friction could affect full production which can then result in a series of even bigger problems. Unfair labor practices Union or not, when someone is treated unfairly at work, it can destroy morale. Sometimes the unfair treatment is done accidentally, but most of the time, the unfair treatment is a very deliberate act on the part of the management. In some cases, the unfair treatment can actually be illegal. What is always true is that unfair treatment at work makes more problems than it solves, breeds animosity and distrust among employees, and creates an extremely uncomfortable work environment (Thorpe, 2008). These practices are referred to as unfair labor practices and have been singled out for their potential to harm the general welfare of employees. Through the NLRA, employees are guaranteed the right to organize and to bargain collectively with their employers through representatives of their own choosing. If they choose not to exercise these rights, they are also guaranteed the right to refrain from them. The NLRA establishes a procedure by which employees can exercise their choice whether or not to join a union in a secret-ballot election conducted by the National Labor Relations Board. When and at whose discretion a secret-ballot election may be exercised as opposed to other election procedures is currently a matter of contention between employers and labor groups (Cornell, n. d. ). For those who belong to a union, they have some protection against unfair treatment at work. Union members have the right to work free of the pressures of unfair labor practices, as defined by the NLRA. Members also have the right to file claims regarding unfair labor practices with the NLRB. According to union-organizing. com, examples of unfair labor practices include: coercion to join or refrain from joining a union; threats to close facilities in retaliation for union activities; bribes directed at employees for any reason; personal inquiries concerning union sympathies; refusal to consider grievances (Ingram, 1999). Unions and the United States Labor movement have continued their historic decline in terms of membership and density, in today’s economy. Unions have emerged from a period of economic growth and prosperity to becoming smaller and weaker. Having missed an incredible opportunity to grow in a time of prosperity, labor must now figure out how to build numbers and strength in face of economic uncertainty, a Republican President, war, budget deficits, public service cuts and the continued exporting of union manufacturing jobs (Lerners, 2002). The unions of the United States have huge resources: millions of members, billions of dollars in dues, and hundreds of billions in pension capital, as well as political power and the leverage of collective bargaining. These resources offer the potential and the opportunity to organize millions of workers and rebuild the labor movement. The AFL-CIO has documented that the US economy is growing away from the labor movement, growing fastest where unions are weakest, where only one out of ten new jobs is union. Private sector unions are losing density in the traditional unionized sectors of the economy (Lerners, 2002). The weakness of labor unions is becoming increasingly evident in the low statistics in most sectors. Supporters of union workers can see in those same numbers the potential for huge growth, with millions of non-union workers coming into those sectors. In general, it is legal for employers to try to persuade employees not to unionize. However, it is illegal for a company to attempt to prevent employees from unionizing by promises of violence, threats or other intimidating actions. It is also illegal for unions to use lies or threats of violence to intimidate employees into joining a union (Silverman, n. . ). Opponents of unions believe that labor unions are bad for business. They feel that labor unions have too much power for their size. They also feel that labor unions use this power as blackmail against companies, by causing labor monopolies. Some feel that they ask too much of companies, causing either the company to shut down, or to supply more money for their employees. Union mem bers are generally Democratic, and are certain that Republicans believe that labor unions lead to recession because they cause wages to go up, and that causes prices to go up, which leads to lower production. For many business managers and owners who are striving to keep their firms strong in a competitive marketplace, the thought of a labor union entering the workplace and organizing the employees can be a source of headache (Hall, 1999). Although employers cannot prevent unions, they can take steps to make unionization less attractive to their non-union employees. According to some human resource professionals, the best defense against union organizing may be a good offense (Lerners, 2012). This can be obtained in a non-aggressive manner such as managers having an â€Å"open-door† policy with their subordinates and answering any questions and concerns they may have. Human resources play a big role also, since they handle the employee benefits and relations. Keeping a good working relationship will promote effective communication, thus reducing the risk of unhappy employees who may seek to unionize. WHY DO EMPLOYEES JOIN UNIONS? 1. Failed to keep up with job rate and benefit package. 2. Rule by fear. 3. Win/Lose Philosophy of labor relations. 4. Favoritism. 5. Little, if any, personal recognition. . Lack of fair and firm discipline. 7. No input into any decision-making. 8. No career advancement available. 9. Little job security. 10. No complaint procedure, no support by employees for complaint procedure. 11. Failure to have personnel policies and benefits in writing. 12. Lack of recognition for length of service. http://www. d. umn. edu/umdhr/Policies/grievance. h tml In the work place, union members have the benefit of negotiating with their employer as a group. This basic right gives them much more power than if they were to negotiate individually, as non-union employees do. On average, union employees make 27 percent more than non-union workers and ninety-two percent of union workers have job-related health coverage versus 68 percent for non-union workers (Silverman, n. d. ). Union workers also have a great advantage over non-union workers in securing their pensions. Through their collective bargaining agreements and the grievance and arbitration processes, unions help to protect their employees from unjust dismissal. As a result, most union employees cannot be fired without â€Å"just cause,† unlike many non-union employees who can be fired at any time and for almost any reason. The use of the term â€Å"union steward† is not universal. It is, however, the most common designation given to a representative of the union whose role is to represent employees in a certain work area (Sloane amp; Witney, 2011). Stewards or union representatives are selected by the union. Some unions elect their stewards while others are appointed by the union officers. No matter how they are selected, the union notifies the company of the employees who are stewards for specific work areas. Due to the size or location of the departments, they may have several stewards while other departments may have one steward who is responsible for several departments. Whatever the case, the union internally determines this and notifies accordingly. The supervisor does not have a role in the selection of the steward. Stewards are persons who are responsible to the union for performing many functions. The steward represents employees in the bargaining unit and can also recruits new members, handle communications between the union and management, and interpret the contract to employees. Most importantly, they represent the union. Supervisors should recognize and respect the steward’s role. If a supervisor thinks that a steward is not successfully doing his or her job as a steward, it is not the responsibility of the supervisor to give any advice or make recommendations. The supervisor must remember that the steward is a company employee. Essentially, the steward is chosen because he or she is the most competent to represent the employees. However, it is important, that the supervisor accept the steward in good faith. It is the company’s obligation to give stewards the sincere and careful consideration to which they and the employees they represent are entitled. It is crucial that the supervisor and the steward develop a good working relationship. If both individuals can recognize their respective roles, they can form an understanding. In other words, the steward can be a friend or an enemy. As in any working relationship, time and experience will define it. A supervisor who treats a steward fairly will most likely receive fair treatment and respect from the steward. Another powerful union tool is the strike. A strike is when a group of workers stops working in protest to labor conditions or as a bargaining tool during negotiations between labor and management. This may not always be the most effective plan of action, but the law entitles union members the right to strike when they feel that it is necessary. Employers fear the possibility of a strike since production stops while the strike is in effect. Strikes can last anywhere from hours to weeks and the longer they continue, the more disastrous they can become for the company. While labor unions are not as prominent today as they were in the past, they still play a vital role in protecting and representing America’s workforce. As the supervisor in a union environment, the most critical relationship in a working environment is the one between employees and their immediate supervisor. To the employee, the immediate supervisor becomes the â€Å"face† of that jurisdiction’s management (Karon, 2010). The responsibilities that management represents are critical to the successful supervisory interface with employees. In a union environment, a third party (the bargaining unit) would be put into this relationship. The membership of a workforce that is represented by a union are called a bargaining unit. Employees can choose to join the union or refrain from joining; nevertheless, all are subject to the working conditions or agreement agreed to by the jurisdiction and the union (Karon, 2010). Although negotiations of these agreements can take a while to establish, the critical aspect of the process is in the administration of that contract. The supervisor is the key link in a relationship between labor and management. Each supervisor has a responsibility to ensure that the labor agreement is enforced. As a result, many supervisors will be involved in the mandated grievance process. Because supervisors generally know more about the employee than top management does, there are additional burdens placed on these supervisors. To the average employee, the supervisor is management. Due to this, a supervisor must understand his or her role and responsibilities in the organization that he or she represents. Most important is the supervisor’s ability to get along with employees. While close personal involvement with employees is frowned upon, the supervisor should be friendly and concerned about the welfare of those that he or she supervises at work. When a person is appointed to a supervisory position, they must realize the fine line in relationships between themselves and their employees. Providing an environment where all employees are comfortable, while remaining pro-active with full awareness of policies that apply to either union or non-union members, or both. By remaining approachable and understanding, employees will be more open to discussing concerns, thus reducing the urge to join the union for increased benefits. The introduction of the labor agreement adds a new dimension to the multi-faceted role of the supervisor. The institution of a grievance procedure in addition to the presentation of the union representative and steward or union official, makes it even more critical for supervisors to understand that to accept the responsibility of a supervisory position means supporting and advocating management’s position (Karon, 2010). The supervisor who cannot support supervisory and management in a policy does a disservice to everyone at the company. For this reason, supervisory training should be heightened to guarantee that they respond properly whenever allegations of contract violations have occurred. Enforcing company policies as well as obeying the collective bargaining agreement does not take the supervisor’s right to their own opinions away. In fact, it is the responsibility of the supervisor to pass their opinions on to other levels of management and communicate results to other employees. Since the supervisor has the most contact with the employees, it is usually the supervisor who becomes the â€Å"middleman† when disputes arise. For this reason, good communication skills and understanding the importance of the supervisor’s role in your organization is essential to the success of every supervisor. Employers that have become somewhat complacent with respect to union organizing must become more active in reviewing their human resource policies and practices. Some may be surprised to find out their companies are unionized, or have union members affiliated. Often times, organizations have standard accustomed rules that their members follow. These may have been established â€Å"through the grapevine† or accepted as common knowledge. To ensure compliance with the work rules, manuals and handbooks should be reviewed regularly to evaluate whether they do or do not violate the NLRA. Furthermore, there are many resources within the administration of a company that can be employed. These include human resource programs, policies, and procedures that are infrequently utilized, as well as complaint procedures and establishing an open-door policy. Policies that require employees to first bring complaints to their immediate supervisors should also be thoroughly reviewed to verify that both union and non-union issues are handled properly. Being a supervisor is not an easy task. The supervisor is entrusted with accomplishing the work of his or her unit through the efforts of their employees within that unit. Keeping the employees informed of what their jobs are and how they are to accomplish their tasks are just a small part of the supervisor’s overall responsibilities. Administering standards and expectations, developing methods to motivate and increase productivity, and ensuring compliance to all policies through open communication with all employees will promote effective labor relations within the company. Running head: MANAGING EFFECTIVE LABOR EMPLOYEE RELATIONS References Cabot, S. (1997). â€Å"How to avoid a union† Retrieved from: https://www. nlrb. gov/national-labor-relations-act Hall, S. (1999). How to stop union organizing. Retrieved from: http://www. ehow. com/how_7986074_stop-union-organizing. html Ingrim, D. (1999). â€Å"Union members’ rights†. Retrieved from: http://money. howstuffworks. com/labor-union5. htm Karon, J. (2010). â€Å"Discipline and Grievance†. Retrieved from: http://www. d. umn. edu/umdhr/Policies/grievance. html Lerners, S. (2002). Labor Notes â€Å"Three steps to reorganizing and rebuilding the labor movement†. Retrieved from: http://labornotes. org/node/575 â€Å"Big Labor’s Special Privileges† (n. d. ). Retrieved from: http://www. nrtw. org/d/big_labor_special_privileges. htm Sloan, A. amp; Witney, F. (2011). Labor Relations, 13th Edition. Upper Saddle River, NJ: Pearson Learning Solutions. Thorpe, J. (2008). Employment Law: Unfair treatment at work. Retrieved f rom: http://www. helium. com/items/801741-employment-law-unfair-treatment-at-work | | | | | | | | | | | | | | | | | | | | How to cite Managing Effective Labor Relations, Papers

Tasting Green Eggs and Ham free essay sample

The first book I ever read was Green Eggs and Ham, by Dr. Seuss. I was four years old, waiting in the lobby of the doctor’s office. Having finally exhausted my enthusiasm over colored blocks and Lego’s, I picked up the book and sat in my mother’s lap. She walked me through every word of every page, never rushing me along or losing patience. On that memorable occasion, two new concepts were introduced to me: the power of words, and the magic of teaching. Throughout my school days, I continued to read ahead of my age. I was an accomplished Accelerated Reader, and by the fifth grade, I was on a ninth grade reading level. Unknown to my consciousness, my young mind was building vocabulary, analyzing characters, and exploring syntax. Dr. Seuss was still an admired author; he had introduced me to the flow of rhythm and the skill of rhyme. We will write a custom essay sample on Tasting Green Eggs and Ham or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page I soon began to mimic the styles of other cherished authors, allowing their influence to possess my pencil and reflect on my empty page. I have always wondered at that phenomenon, how one person’s ideas and identity can seep into another, forever changing the way they capture the world. With my teacher’s endless support, I wrote my first memorable piece of work in the first grade. The one-page tale featured a greedy, grumpy leprechaun who only thought of gold. In the end, however, he slid and fell off a rainbow, bumping his head and changing his character into a nice, generous neighbor. My teacher took the simple essay to the principal, and I was ushered to read it aloud at the monthly â€Å"Tea Party† for parents and board members. As I shared my work, I had my first taste of what it means to own words. Before that day, I had read, spoken, sung, and listened, but I never imagined that words could have tangible substance. They were just a combination of letters, free for everyone to use. Now they could be mine. Like useless facts and unapplied knowledge, words themselves are nothing; but I could give them a new and original meaning. Words, to my mind, became as amorphous and undefined as young children, just waiting to be molded. Now that I am older, I am ready for the blank page that lies before me. I long to experience the beauty around me, to soak it in and cast it back on paper, to be as permanent as ink and literature. I want to inspire the intellects of future geniuses, to relish in their infinite potential. I want to be a memory that brings joy, hope, laughter, and substance, captured in a book and preserved in another person. This dream is what compels me to make writing and teaching my career. This is what moves me to attend an elite college, to receive my education at the best of institutions. My experiences, one could say, have propelled me to be not only a published author—but a published individual.