Discussion: View Thread

Re Doug Kalish's query on Weingarten Rights (the right to request the
assistance of another employee at a disciplinary meeting) For Nonunion
Employees, I comment as follows.

The concept of "due process" need not be in conflict with management
rights. In fact if managers are wise they will establish good due
process procedures whether there is a union or not. Such processes serve
fairness and justice interests of all, and build mutual trust and
respect. With that premise the next question is whether the particular
proposal is good or appropriate... & it does not appear unreasonable to
me. Also, recall the early resistance to grievance procedures and their
broad acceptance today. Tyrants and authoritarian managers usually fear
any moves toward democracy and power equalization. Of course their are
legitimate differences in rights and roles, but if you want maximum
commitment from your employees you wont get it by exerting management
rights over due process procedures which give emloyees more confidence
in the fairness of the organization. Please do not inject words like
liberal or conservative to confuse the issue, due process is a common
sense concept. If there is an underlying ideology it is simply a value
in pragmatism, democracy, fair play, & justice. If that is
liberalism...so be it.






Is there anyone else as excited about this new infringement on
management prerogative as I am? Let's hear from both sides

Doug Kalish, PHRC

<bold>P</bold>ositive <bold>E</bold>mployee <bold>R</bold>elations
<bold>C</bold>ouncil

E-mail address: dkalish@perc.net

Homepage: <<http://www.perc.net>
Raymond W. Vegso Ph.D.
Management & Marketing Dept.
Canisius College
2001 Main Street
Buffalo, NY, USA 14208
Telephone: 716 888 2643FAX 716 888 3215

VEGSOR@CCMAC.CANISIUS.EDU wrote:

> The concept of "due process" need not be in conflict with management
> rights. In fact if managers are wise they will establish good due
> process procedures whether there is a union or not. Such processes serve
> fairness and justice interests of all, and build mutual trust and
> respect.

I think most managers and scholars would agree with the need for "due
process" in the organization. That's what specific steps in a written
and published progressive discipline procedure or process are all about;
employee handbooks would spell out the specifics.

With that premise the next question is whether the particular
> proposal is good or appropriate... & it does not appear unreasonable to
> me.

To involve another employee in what should be a matter between a
supervisor and a subordinate seems inappropriate to me - sounds like an
attempt to call upon a fellow employee to act as a shop steward except
we're talking about a nonunion environment.

Why shouldn't this procedure be subject to collective bargaining rather
than legislated? Could it be that organized labor isn't strong enough to
win a representation election, so instead they win over a few
politicians and legislate an employee "right" which couldn't be obtained
legitimately?

John P. Trebnik, Assistant Professor
Department of Business & Economics
Marian College
3200 Cold Spring Road
Indianapolis, IN 46222-1997
(office) 317-929-0345 (fax) 317-929-0263
http://maclab.marian.edu/Business/home.html