management and union relation during

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Management and Union Relation
After reviewing HCAAF and specifically, management and the union’s relationship, how is it applied in today’s workforce?
After reviewing of HCAAF more so the management and union relationship, there have been consultations at all levels of management including labor relations officials, agency managers, and labor organizations on issues affecting employees. The review has enhanced the formulation of human resource policy and the development of binding government relations, rules and regulations that dictate the conditions of employment. It has created a workforce that receives a fair economy and vibrant democracy in their workplaces and also improving training and collaboration among organizations and the unions on issues pertaining to labor unions.
What experience do you have within your organization? Provide students with your insight as you develop your discussion post.
The review of the HCAAF management and union relationship has enhanced and strengthened democracy in our organization’s management as we as the employees’ have been given the voice in debating on policies that we deem destructive to us. It has also reduced the inequality in our institution through the introduction of a fair share of economic growth between the low and middle-wage employees (Early 1). The review of the policies through HCAAF has also introduced retirement benefits in our organization that the employees who retired years back did not get.

Now with the new regulations, all the employees who work in this organization are guaranteed their retirement benefits as they wind up their careers and their services to the company.
Why is Management and Union Relationship during Bargaining important and what, in your opinion, do you see this relationship in today’s workforce as needed, is this relationship strong? Please give examples.
Management and union relationship is significant during bargaining because it makes both sides to be in a win-win situation after the agreement without infringing on the others rights. It ensures a fair compensation, favorable rating system, job flexibility, whistleblower protection, career advancements and maintenance of quality control by the employer. On the other hand, it provides quality performance and maximum production of the employee in the task entrusted. The relationship of management and union is needed most today as it enables workers to combine their efforts towards negotiating better working conditions and benefits. The relationship is very strong, and that is why most of the employers provide better working conditions for their employees to avoid employees’ demonstrations and picketing. Consequently, improving the performance of most organizations due to the high morale of the workers in the duties they perform. For example, the graduate student’s union in Massachusetts, has since immemorial fought for the student’s rights to get better facilities and grants in school and from the government. The leaders have sat in roundtables with the officials from the organizations and the government to bargain for the betterment of services. They have also fought for jobs and fair pay of graduates in their workstations thereby improving the conditions of the graduates. Therefore, management and union relationship are key to both the employers and the employees as a sanitizing tool
Work Cited
Early, Steve. Save Our Unions. Monthly Review Press, 2013. EBSCOhost, 165.193.178.96/login?url=http%3a%2f%2fsearch.ebscohost.com%2flogin.aspx%3fdirect%3dtrue%26db%3dnlebk%26AN%3d777824%26site%3deds-live