As collective bargaining regarding public employees pay, benefits, and pension obligations agreements have become a significant issue across the United States, complete a comparison of the three models of collective bargaining. In your analysis, identify which model(s) are more advantageous to either labor or management and why. How does the reduction of employee rights in several states affect law enforcement? What impact does the inability to strike have on the collective bargaining process?

The language in the Ohio Revised Code is pretty clear, stating, “No public employee shall strike during the term or extended term of a collective bargaining agreement.”

Blue Flu the 53 officers called in sick in a illegal strike. The term blue flu is a work stoppage by a group of employees who are prohibited by law from calling a standard labor-union-type strike. In lieu of striking, employees will conspire to call in sick on the same day or days to voice a protest or win some type of concession. Instead of working employees would call in sick. This was namely used by uniformed police officers. The blue Act places pressure on supervisory staff when it comes to scheduling issues. Courts have ruled for and against the blue flu. Striking should be treated a human right. There are laws in place such as the Taylor Act, and National Labor Relations Act.

Collective bargaining is a process of negotiation between employers and a group of employees aimed at reaching agreements to regulate working conditions. The interests of the employees are commonly presented by representatives of a trade union to which the employees belong. The collective agreements reached by these negotiations usually set out wage scales, working hours, training, health and safety, overtime, grievance mechanisms, and rights to participate in workplace or company affairs (Buidens & Wayne, n.d.).

Models of collective bargaining differ in their characteristics which enable them to remain competition to their enemies. One is traditional method, in this there is acceptance of an adversarial approach and also assumption of certain fundamental differences in interest between employers and employee. There is also acceptance of both parties that an employer has to remain in business for workers to stay employed (DeLord, Burpo, Shannon and Spearing, 2008).

Mutual gain or new model is another form of collective bargaining, in these there is relatively equal power and an equal need of good settlement. This means that all public employees are given some benefits such as good housing, provision of transport and others. The third model of collective bargaining is unitary model; this is a special model as it involves those public employees who have a senior rank in the organization. Here there is provision of every luxurious thing to them; also there is provision of good housing and transport. According to my opinion, traditional method is more advantageous than others due to its assumption of certain fundamental differences in interest between employers and employees (DeLord and Sanders, 2006).

In traditional method acceptance of employer to remain in business for workers to remain employed makes public employee to minimize stress of unemployment or making of loses. When there is reduction of employees in states it affects law enforcement in some several ways. One is that, due to rising productivity and influence, older workers find themselves disadvantageous in their effort to retain employment and especially to regain employment when displaced from jobs. The impact of inability to strike on collective bargaining process is reduction of income to the organization and also insecurity to the public. Therefore my recommendation is that the government to use appropriate model of collective bargaining so as to make increase in services rendered by public employers.

only a negotiated settlement can insure the continuing labor peace which should be a prime goal of both labor and management (Mulcahy & Schweppe, 1976, p.143).

The public’s safety becomes threatened, upon taking the job of a police woman or man, the duty to protect and serve should come before salary.

Reference

Buidens, Wayne, and others. “Collective Gaining: A Bargaining Alternative.” Phi Delta Kappan 63 (1981): 244-245.

DeLord, R., Burpo, J., Shannon, M., Spearing, J. (2008). Police Union Power, Politics, and   Confrontation in the 21^st Century (2^nd Ed.). Springfield, IL: Charles C. Thomas Publishing, Ltd. ISBN: 978-0-398-07821-8

DeLord, R., Sanders, J. (2006, August). Police Labor-Management Relations (Vol.I):   Perspectives and Practical Solutions for Implementing Change, Making Reforms, and   Handling Crises for Managers and Union Leaders. U.S. Department of Justice   Publications. Washington, D.C. Retrieved August 8, 2010, from www.cops.usdoj.gov. (Document ID: 1932582681).

Mulcahy, C., & Schweppe, S. H. (1976). PDF] Strikes, Picketing and Job Actions By Public … Retrieved from scholarship.law.marquette.edu/cgi/viewcontent.cgi?article=2204…mulr – Similar

please look this over, make any changes you feel are necessary. Delete what you have to delete the first reference, and reword so it sounds good. thanks