Wage and nonwage issues in bargaining have economic consequences to the employer. However, nonwage issues are of importance to both the employers and the members. The employers and the workers should engage and develop a bargaining agreement considering the specifications of the work and its productivity. Some of the bargaining agreements relating to hours of work, union security, seniority rewards, management rights, and the length of the contract. Significantly, the provision of wages and contracts depends on the work design. Work design involves determining the tasks, duties, and respective responsibilities assigned to a particular worker.
The specification of the employees, and in relation to various policies within the organization, relates to the consideration of employees’ welfare. For the case of alternative work schedule, employees would want jobs that are flexible. Flexibility allows for increased skills. In addition, it has a significant effect on the bargaining power on the employees’ wages. Besides, employees would want a job that is flexible because it has job security. In relation to transfers, the employees would want transfers rather than layoffs. Another policy sought by the employees is about overtime. Overtime should be promoted and developed as per the specifications of the employees. As a result, employees would want a contract that specifies the rules for overtime. Employees would wish to have overtime as they are paid well during overtime.
On the other hand, employees would want a policy that allows for collective bargaining and work schedules. At this point, employees can collectively bargain for their rights. For example, the employees would want a policy on collective bargaining as it would promote fewer working hours to the unionized workers. As a result, the employees are not in a full-time working schedule. However, the employees are at risk of job loss if the managers are willing to seek services with no contract arrangements.
The specifications and the needs of the management or the owner, usually, differ from those of the employees. At times, the demands of the employees are parallel to those of the management or the owner. For instance, the management would wish for a working plan that has a long workday. A long-workday schedule would facilitate increased work done for a given day.
On the issue of flexibility, employers are interested in the reduction of different job classifications in order to ensure flexibility. With this respect, the management tries to avoid idleness during maintenance. However, this approach by the management is a disadvantage to the employee as they are at risk of job loss. With respect to overtime policies, the management or the owner experiences loss because over time has been identified to be costly than hiring more employees.
There are a number of fair and reasonable agreements that would promote the specifications of both the employees and the management. A fair and reasonable agreement or resolutions were taken should promote the welfare of the employees, and also consider the desires of the management or the owner. They should allow for a collective agreement with affordable policies recognizing the needs of both parties. In addition, the working schedule should align with the achievement of the organization’s objective. The achievement of the organization’s objective can be done by setting favorable working hours. Besides, the best resolution for overtime is the employment of more workers to limit the strenuous relationship between the two parties. Moreover, the employees and the management should strategize on the issue of transfers and layoffs.