I need adjustmeny

Samsondeen, I would suggest that you view the video on Blackboard under Week 2 that explains the IRAC structure. The issue is a one sentence question that states what you will address in the analysis. The rule is the laws you will apply to answer the question. We went over the rule in class and the rules are contained in the materials provided for the exam. The analysis explains how the rules apply to the facts to answer the issue (question). The conclusion is a summary of what you think based on the arguments presented for both sides. There are facts provided here but the issue and the rule are missing. Also, there are many sentence structure issues. I would suggest that you consult with the Writing Center to discuss how to address the writing problems. I will be in my office tomorrow from 11:00 a.m-12:00p.m., if you are on campus and wish to discuss.

SAMSONDEEN OLAYIWOLA

Prof MARY ROGAN

BBA 329 (UNION EMPLOYER RELATIONS)

DEC 7th 2018

STARLA ROLLINS V. SEIU-UHW

Issue:

Starla Rollins, an employee at the San Bernardo hospital, with a 20-year relationship. Starla Rollins worked for more than 20 years at the San Bernardino Community Hospital. In 2002, Rollins became a hospital, Accused SEIU-UHW. Rollin was a dynamic in the Union, as an individual in the exchange group and as an associate administrator.

Rule

In 2007, Rollins worked as a "secretary secretary" to the hospital, who had previously offered Mum and Children or Maternal Child Health ("MCH") to complete the Calculator. Rollins had the opportunity to exchange his trades and admit his attitude, and he would lose the situation he had accumulated. He then arranged the association that Rollins organized with a hospital ("contract position"). In the 2007 work contract, it is planned, based on the MCH calculator coordinator's location to reduce power, Rollins may "return" as its previous position in the District secretary. The elderly age refers to the agreement between the director of the Human Resources Hospital, Elizabeth Sanchez, and Jill King.

Moreover, in 2008, the hospital and the Union approved a new collective agreement ("CBA"). The organizers of the 2008 CBA were improving, while Sanchez, representative of the treatment

center and representative of King Rollins, joined the antiquarian activity. Article 3 of the 2008 CBA states: "There shall be no representation of salaries, commissions or other commercial conditions and situations, subsidies or other restrictions in accordance with this agreement." The ACB also agreed to a quota sharing agreement under which the Union and employers can accept the power cut program. "

Analysis

Hospitalization in 2012 decreased in 2012. A "notification" was presented at the hospital and in the Union for the autumn update. According to the 2012 MOU, RIF eliminated several positions, including the position of the MCH account coordinator. The OI has granted a large number of rights to delegate the flu, including interruptions, the opening of preparations and the possibility of offering other positions in the hospital. The motivation behind this case is crucial; the MOU has not denied and denied the position of the "ward secretary" that Rollins could "suck" according to the seniority contract.

In October 2012, Rollins was informed that she was fired during the REF. Rollins raised his seniority agreement with the Syndicate in 2007 and the ideal to "return" to his previous position as an employee of the ward. The representative of the association Susan Lucio replied "that the e-mail was not an executive request and that the Union could not count on e-mail to demonstrate the diminution of power". The Rollins are finished without being able to "return" to their previous position. The union rejected a subsequent class activity report that challenged the REF, presented in the interest of Rollins and some other workers. Rollins has sued both the hospital and the Union under the national labor relations law. Rollins said that the inability of the hospital to allow her to "return" to her previous position as an archivist did not take into consideration the

)2007 Antiquities Agreement or the 2008 ACB. She also fought against the fact that the Union has not respected the reasonable representation obligation by not seeking your complaint on this topic. As a result, Rollins filed his case against the hospital.

Conclusion:

Mrs. Rollins is testifying that the Union has damaged its duty of reasonable representation . The National Labor Relations Board clarifies the requirement for reasonable representation, since it pursues: "You have the privilege of having your association speak in a decent way, in accordance with the common decency and without segregation. Your association has the obligation to speak to all workers, regardless of whether or not they are individuals of the association, reasonably, in accordance with the common decency and without separation. This obligation applies to all the effects and activities that an association can undertake to manage a company as its delegate, including collective bargaining, taking into consideration complaints and working on the selection of lobbyists, for example, an association that communicates with you cannot refuse to file a complaint because it has scolded the authorities of the association or because it is not an individual of the association., the obligation normally does not apply to the rights that a specialist can implement for example, the registration for the payment guarantee of a worker - or for the companies of the internal association - for example, the right of the association to train people not to respect their guidelines ".