1. What are the details of each of the Trilogy cases of the 1960s? Why have federal courts ruled that it is up to the private arbitrator (not the courts) to make the decision on the merits of the case?
2. Explain why costs and time lags subsequently render much criticism to the arbitration process. List solutions and the ways to improve these situations
3. What are three reasons an arbitrator's decision may not be the final and binding decision? Provide court examples defending your reasons
4. What are the four structural arrangements in the grievance process of Harold Swift vs. Ecumenical Bagel Company? What is the importance of the individual personnel (both union and management) at each step?
5. Why has weighted deferred wage increase averages continued to fall since the 1990s? What is your opinion on the fact that unions had little in the way of bargaining successes in this new era of hard times for labor?
6. What are three cost-containment measures that were implemented through the collective bargaining process in 1985? Why were these considered milestones in curtailing health benefit costs to employees?
7. What are three considerations in the wage determination criterion "ability to pay"? Why, by itself, can't the ratio of labor cost to total cost always be the formula of a company's wage-paying ability?
8. What are the standard rules of overtime pay? Provide examples of why it is not always simple to administer. Address issues such as double pay, pyramiding, compulsory overtime, and fair distribution.
9. Describe the two major forms of no-strike provisions agreed upon by managements and unions. Outline and explain the series of remedies that employers have available when these provisions are violated (including any union-generated action that interfered with production).
10. Why are unions exploring new collaboration solutions in the face of economic/work adversity, and how did Saturn's ambitious Quality of Work Life (QWL) program address these factors? In addition, describe why the program was eventually dissolved
11. Discuss how the union shop, closed shop, and maintenance-of-membership arrangement differ from each other. State how the Taft-Hartley Act handcuffs unions when there are violations with the legislated 30-day grace period and discharge from a job because of loss of union membership.
12. Outline and explain the three major elements (and their arguments) contained in the controversial question as to whether union security provisions should be negotiated in labor agreements
13. Outline some of the rulings for affirmative action under Title VII of the Civil Rights Act of 1964, and the Supreme Court Decisions in the 1980s that forced the viewpoints to change of the current seniority system. Explain how the latter Civil Rights Act of 1991 compounded this change.
14. Describe the common grounds for discharge and the procedural requirements that are outlined in many collective bargaining agreements. State why the following are important when these cases go to arbitration: (1) the demand for high standards of proof; and (2) the need for rules to be clear and specifically communicated; (3) weighing extenuating or mitigating circumstances.
15. State the five reasons why seniority has received increasing attention in labor negotiations over the past few decades, and identify the advantages of the three major systems used where an employee acquires and applies seniority credits.
16. Explain how the enactment of the Occupational Safety and Health Act (OSHA) in 1970 succeeded in alienating both unions and managements. What did the Reagan and George H. W. Bush administrations, and organized labor, do to combat these occupational hazard issues?
Your response should be at least 200 words in length. You are required to use at least your textbook as source material for your response. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations.