What should union officials and management protect when anticipating potential downsizing and restructuring?Selected answer will be automatically saved. For keyboard navigation, press up/down arrow keys to select an answer.ahuman rights of employeesbpositive labour relations programscwage and benefit concessionsdlabour-management climate
Question
What should union officials and management protect when anticipating potential downsizing and restructuring?Selected answer will be automatically saved. For keyboard navigation, press up/down arrow keys to select an answer.ahuman rights of employeesbpositive labour relations programscwage and benefit concessionsdlabour-management climate
Solution
When anticipating potential downsizing and restructuring, union officials and management should protect:
a) Human rights of employees: This includes ensuring that any downsizing or restructuring is done in a fair and non-discriminatory manner. It also involves providing adequate notice and severance pay, as well as support for those who are losing their jobs.
b) Positive labour relations programs: These programs are designed to foster good relationships between management and employees. They can include things like collective bargaining, dispute resolution mechanisms, and employee involvement initiatives. Maintaining these programs during downsizing and restructuring can help to minimize conflict and ensure a smoother transition.
c) Wage and benefit concessions: In some cases, management may ask employees to accept wage and benefit concessions in order to avoid layoffs. Union officials should protect the interests of their members by negotiating the best possible terms.
d) Labour-management climate: The way in which downsizing and restructuring is handled can have a significant impact on the labour-management climate. Union officials and management should strive to maintain a positive climate by communicating openly and honestly, treating employees with respect, and working together to find solutions.
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