Comments for MADI http://www.madicorp.com Business Continuity Planning Consultants Services, BCP Management Consulting Planning and Training Wed, 17 Aug 2011 11:17:26 +0000 hourly 1 http://wordpress.org/?v=3.0.5 Comment on Labor Dispute Management Services or Union Busting – A Pragmatic Perspective to Protecting U.S. Jobs by Mike Esposito http://www.madicorp.com/2011/08/labor-dispute-management-services-or-union-busting-a-pragmatic-perspective-to-protecting-u-s-jobs/#comment-114 Mike Esposito Wed, 17 Aug 2011 11:17:26 +0000 http://www.madicorp.com/?p=1672#comment-114 How ironic is it that again the "blame" gets laid at the feet of management for "poor forecasting". Look I know everyone out there believes CEO's and managers need to just give up bonus and the like, but it bears noting that part of the problem with organized labor is the elevation of jobs that require no greater than a high school eduction and mediocre skill sets into pay ranges that are obsolete. Is that management's fault for giving when the times are good, sure. However, the simple fact is that the global marketplace won't allow such luxuries to be sustained. We need to look no further to the auto industry to see what needs to happen....hit reset....bring wages and benefits back to what the labor market actually can bear in a global economy. I certainly will not defend the CEO compensation practices of big business. They are appalling. However, claiming that someone else's compensation package needs to be adjusted to justify the maintenance of a status quo that is obsolete misses the point. It's that type of adolescent logic that creates these types of standoff's in the first place and eventually breaks businesses or drives them oversees. As for whether or not using stike management services is union busting or job protection, I'd have to soundly disagree with the previous post. If a union destroys a company via a work stoppage, then how does that possibly benefit job maintanence or growth in the Country? It doesn't. The company has a right to hire people to get work done, just like the the union has the ability to CHOOSE o engage in a work stoppage. The assumption that this dynamic somehow tilts the playing field in favor of the Company ignores the legal analysis that goes into a bad faith bargaining case. More importantly, it was the union's choice to leave the bargaining table and strike, in order to coerce a settlement. Would the previous poster feel the same way if management had shuttered its doors and locked the union out because it wouldn't agree? How ironic is it that again the “blame” gets laid at the feet of management for “poor forecasting”. Look I know everyone out there believes CEO’s and managers need to just give up bonus and the like, but it bears noting that part of the problem with organized labor is the elevation of jobs that require no greater than a high school eduction and mediocre skill sets into pay ranges that are obsolete. Is that management’s fault for giving when the times are good, sure. However, the simple fact is that the global marketplace won’t allow such luxuries to be sustained. We need to look no further to the auto industry to see what needs to happen….hit reset….bring wages and benefits back to what the labor market actually can bear in a global economy.

I certainly will not defend the CEO compensation practices of big business. They are appalling. However, claiming that someone else’s compensation package needs to be adjusted to justify the maintenance of a status quo that is obsolete misses the point. It’s that type of adolescent logic that creates these types of standoff’s in the first place and eventually breaks businesses or drives them oversees.

As for whether or not using stike management services is union busting or job protection, I’d have to soundly disagree with the previous post. If a union destroys a company via a work stoppage, then how does that possibly benefit job maintanence or growth in the Country? It doesn’t. The company has a right to hire people to get work done, just like the the union has the ability to CHOOSE o engage in a work stoppage.

The assumption that this dynamic somehow tilts the playing field in favor of the Company ignores the legal analysis that goes into a bad faith bargaining case. More importantly, it was the union’s choice to leave the bargaining table and strike, in order to coerce a settlement. Would the previous poster feel the same way if management had shuttered its doors and locked the union out because it wouldn’t agree?

]]> Comment on Labor Dispute Management Services or Union Busting – A Pragmatic Perspective to Protecting U.S. Jobs by Linda http://www.madicorp.com/2011/08/labor-dispute-management-services-or-union-busting-a-pragmatic-perspective-to-protecting-u-s-jobs/#comment-101 Linda Mon, 15 Aug 2011 14:38:24 +0000 http://www.madicorp.com/?p=1672#comment-101 I would suggest Union busting is the more appropriate term to use, I would put forward the position if the gains are not sustainable then there has been poor forecasting on the side of management, so the union members have to bear the brunt of managers not doing their job. Possibly if CEO's had to first forego all bonuses then the sustainability of legally achieved gains would not need to be taken away ( most times illegally). By providing replacement workers you are eliminating the impact to the employer thus providing them with an excuse not to attempt to bargaini in good faith to seek resolution to a strike. Try to justify your "service" anyway that lets you sleep at night but do not try and fool yourself into believeing that it is not Union Busting I would suggest Union busting is the more appropriate term to use,
I would put forward the position if the gains are not sustainable then there has been poor forecasting on the side of management, so the union members have to bear the brunt of managers not doing their job. Possibly if CEO’s had to first forego all bonuses then the sustainability of legally achieved gains would not need to be taken away ( most times illegally).
By providing replacement workers you are eliminating the impact to the employer thus providing them with an excuse not to attempt to bargaini in good faith to seek resolution to a strike.
Try to justify your “service” anyway that lets you sleep at night but do not try and fool yourself into believeing that it is not Union Busting

]]> Comment on Poll: NLRB Files Complaint Against Boeing – Will the NLRB Prevail? by Michael Soriano http://www.madicorp.com/2011/05/poll-nlrb-files-complaint-against-boeing-will-the-nlrb-prevail/#comment-21 Michael Soriano Fri, 05 Aug 2011 20:13:29 +0000 http://www.madicorp.com/?p=1091#comment-21 Based on the limited reading of the case facts as presented, I would have to believe that Boeing will prevail in this case. There does not appear to be any unfair labor practice involved in the case in spite of the NLRB's broad discretionary authority. Based on the limited reading of the case facts as presented, I would have to believe that Boeing will prevail in this case. There does not appear to be any unfair labor practice involved in the case in spite of the NLRB’s broad discretionary authority.

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