Labor Relations At Apollo Corporation: The Union Drive At Apollo Corporation
Running head: THE UNION DRIVE AT APOLLO CORPORATION
The Union Drive at Apollo Corporation
[Name of Student]
Kaplan University
MT203: Human Resource Management
[Name of Professor]
[Date of Submission]
The Union Drive at Apollo Corporation The case study of labor relations at Apollo Corporation concentrates on the violations committed by the Human Resource Director with regards to the termination of employment of a long-time employee despite the employee having substandard qualities in terms of work performance as well as incoherence of company policies. This paper would present the events leading to the case of Bob Thomas, an employee who has been terminated after he had been discovered to be involved in the creation of a union in …show more content…
In the case of Bob Thomas, however, the Human Resource department in the person of Jean Lipski had violated a number of these laws. The most obvious of this was the violation of the Wagner Act of 1935 which is also known as the National Labor Relations Act. According this section 7 of this act, employees “have the right to self-organization, to form, join or assist labor organization” (p. 597) with the purpose of ensuring that the welfare of the employees of an organization is protected. Although the reasons provided by Lipski for the termination of Bob Thomas from the company could be substantiated by records and documents, he was terminated only after Lipski discovered that Thomas was organizing a union in the company. The sequence of the events can cause enough doubt on the part of Thomas and the union organizer that the main reason for his termination was his involvement with the organization of the union which was covered up by his poor performance record (Bohlander & Snell, …show more content…
On top of this, Lipski would be able to present copies of the company policy to the NLRB for review, which will stipulate not only the expectations of the company to their employees regarding work performance and attendance, but also the corresponding sanctions associated with these policies. Moreover, Lipski would be able to argue that because Thomas has been employed in the company for a period of nineteen years, it follows that he should by now be fully aware of the company policies and the corresponding disciplinary actions that will be carried out as a result of the employee’s failure to adhere to these policies. As such, Lipski would be able to present evidence that the termination of Thomas from the company was not in any way associated with his involvement to the organization of a union in the company. Rather, the termination was a result of the poor performance of Thomas as an employee of Apollo
The Union Drive at Apollo Corporation
[Name of Student]
Kaplan University
MT203: Human Resource Management
[Name of Professor]
[Date of Submission]
The Union Drive at Apollo Corporation The case study of labor relations at Apollo Corporation concentrates on the violations committed by the Human Resource Director with regards to the termination of employment of a long-time employee despite the employee having substandard qualities in terms of work performance as well as incoherence of company policies. This paper would present the events leading to the case of Bob Thomas, an employee who has been terminated after he had been discovered to be involved in the creation of a union in …show more content…
In the case of Bob Thomas, however, the Human Resource department in the person of Jean Lipski had violated a number of these laws. The most obvious of this was the violation of the Wagner Act of 1935 which is also known as the National Labor Relations Act. According this section 7 of this act, employees “have the right to self-organization, to form, join or assist labor organization” (p. 597) with the purpose of ensuring that the welfare of the employees of an organization is protected. Although the reasons provided by Lipski for the termination of Bob Thomas from the company could be substantiated by records and documents, he was terminated only after Lipski discovered that Thomas was organizing a union in the company. The sequence of the events can cause enough doubt on the part of Thomas and the union organizer that the main reason for his termination was his involvement with the organization of the union which was covered up by his poor performance record (Bohlander & Snell, …show more content…
On top of this, Lipski would be able to present copies of the company policy to the NLRB for review, which will stipulate not only the expectations of the company to their employees regarding work performance and attendance, but also the corresponding sanctions associated with these policies. Moreover, Lipski would be able to argue that because Thomas has been employed in the company for a period of nineteen years, it follows that he should by now be fully aware of the company policies and the corresponding disciplinary actions that will be carried out as a result of the employee’s failure to adhere to these policies. As such, Lipski would be able to present evidence that the termination of Thomas from the company was not in any way associated with his involvement to the organization of a union in the company. Rather, the termination was a result of the poor performance of Thomas as an employee of Apollo