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This course focuses on the history of major labor unions, primary labor laws, and the general process of labor negotiations in a variety of work environments. Union certification, collective bargaining, and dispute resolution will be covered in detail. In order for students to gain a clearer understanding of labor relations, they will participate in mock contract negotiations and grievance resolutions.
180 Days
January 13, 2022
2
3
- To develop an understanding of the labor relations process that is used in U.S.-based organizations with exclusive bargaining agents for employees.
- To understand the differences in union and management organizational structure, strategies, and functions.
- To introduce students to the specific functional areas of negotiating a labor agreement (contract) setting forth work rules pertaining to wages, hours, terms and conditions of employment, and the rights and responsibilities of the parties governed by the contract’s terms.
- To provide students with an understanding of the social, political, and legal environment affecting the human resource management function.
- Understand the fundamental basic features of the contemporary U.S. labor relations system: exclusive representation, collective bargaining, detailed contracts, and private-sector union density decline. (Chapter 1 & 2)
- Study-specific ‘schools of thought’ attempting to explain the growth of the U.S. labor relations model. (Chapter 2 & 3)
- Investigate the question of ethics in studying, practicing, and reforming labor relations. (Chapter 3)
- Understand the historical record of U.S. labor and its impact on ‘how we do business today. (Chapter 4)
- Establish a command of the major provisions of U.S. labor law and its importance to our labor relations model. (Chapter 5)
- Study the range of management strategies toward labor unions and how they relate to human resources and corporate strategies. (Chapter 6)
- Understand the general outline of union organizing activities, legal strategies for unions and management, and the role of employee voting. (Chapter 7 & 8)
- Study the determinants and solutions to the impasse, strikes, and lockouts with attention given to third-party dispute resolution mechanisms such as mediation, arbitration, and fact-finding. (Chapter 8 & 9)
- Investigate the complex areas of contract clauses and their administration. (Chapter 10)
Course Curriculum
Guno Ritfeld is a retired Department of Defense Commissioned Officer. He has earned a B.A. in Psychology/Education, a Juris Doctorate (J.D.), and a Master of Laws (LL.M.) degree.
He is certified by the Florida Supreme Court as a Circuit Civil, Family, and County mediator and has served as a County mediator at the Orange County courthouse. He served as a member of the City of Orlando Certification Appeals Board and Chapter 57 Discrimination Board, and as a contract Human Rights Mediator and Administrative Investigator for various state and federal agencies. He is an experienced commercial, workplace, and family dispute mediator and arbitrator.