Running Head: The Union Drive at Apollo Corporation
Apollo Corporation produces general component parts for the communications industry-an industry known for intense competitive pressure. Apollo Corporation had never forced its attendance policy; until recently Apollo’s management had been rather laid back in its dealing with employees. This fact has been recently highlighted due to the termination after 19 years of a plant maintenance engineer, Bob Thomas who has always been critical of Management. This paper will address violation of fair labor practices by Apollo Corporation; the argument that Jean Lipski and Bob Thomas will use to support their case; and some things that managers should not do lest they commit unfair labor practices (Bohlander & Scott, 2007). Jean Lipski, Apollo’s Human Resource (HR) Director facing competitive challenges; held a series of meetings with managers in which she instructed them to tighten up their supervisory relationship with employees. They were informed to strictly enforce HR policies and begin disciplinary action against employees not conforming to company policy. As a result of this action Bob Thomas was terminated; unknown to Jean, Bob fearing that his past conduct was catching up with him had contacted the Brotherhood of Machine Engineers and requested that a union drive begin at Apollo. Jean Lipski had little experience with unions in general and no specific experience with union-organizing campaigns. She was not aware that during an organizing drive, that managers, and supervisors should avoid accepting or reviewing union authorization cards or pro-union petitions, because employees’ names are listed on these documents, when she heard of the union organizing drive and Bob’s leadership role in it she decided to terminate him which is a violation of fair labor practices (Bohlander & Scott, 2007).
Bob Thomas termination papers read: “Discharged for poor work performance and unsatisfactory attendance”. This was the argument that Jill, the HR manager used to
Bob Thomas termination papers read: “Discharged for poor work performance and unsatisfactory attendance”. This was the argument that Jill, the HR manager used to
References: Bohlander, G., & Scott, S. (2007). Managing Human Resources (14 ed.). Mason, Ohio, USA: Thompson South-Western, a part of The Thompson Corporation.