These are two separate questions please answer them Separately.
1. Pretend you are a state legislature, and you are writing a public sector bargaining law. Please write and design a law but focus on the designing the law’s impasse procedures (strike, arbitration, mediation, fact-finding, or some combination). Outline a detailed plan. Do you allow workers to strike? Do you require any types of third-party dispute resolution procedures? How would you sell this plan to the various interested parties?
2. There are several areas in which disagreement can emerge while a contract is in effect. Actions taken by both parties (management and union) can violate labor acts and be known as Unfair Labor Practices (ULPs). Disagreements can be resolved by bargaining or by evaluating the merits of a given issue. Team-based environments can lead to proactive grievance procedures. In the processing of grievances, the union owes individual members the right to a uniform grievance process.
What are the advantages and disadvantages of having the workplace governed by a legally enforceable contract supported by rights arbitration?
Is this a good model for the workplace for the 21st century?
The post 1. “Designing Impasse Procedures in Public Sector Bargaining Laws: Balancing Workers’ Rights and Third-Party Dispute Resolution”
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