Introduction - Lecture notes 1 PDF

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Wallyville Correctional Facility currently employees three hundred employees, of these employees one hundred and fifty are included in the bargaining unit. In past negotiations management and union have been unable to come to an agreement. In 2006 after the expiration of the collective agreement and unsuccessful attempts to negotiate a settlement, the Union called a legal strike and all members of the bargaining unit withdrew from the workplace. The strike lasted several weeks and the picket line turned pessimistic and aggressive, soon after this behaviour started the Union made some minor concessions to reach an agreement and promptly called off the strike. Management would like to avoid seeing a repeat of these incidents and come to a mutually beneficial agreement with the bargaining unit. Since 2003 the Saskatchewan economy has grown at a faster pace than the rest of Canada and in almost half those years it grew twice as fast. Due to the rising demand for potash in international markets such as China, greater investment has been focused on petroleum products. With such an intense focus on the mining and farming industries a budget deficit for other organizations, such as Wallyville Correctional Facility has arisen. Under the leadership of the Saskatchewan party the province endured the largest single-year income tax reduction in the province’s history while also making the largest investment in infrastructure. The Saskatchewan party has promised to reduce taxes and is determined not to increase the budget revenue for Wallyville Correctional Facility. Following the conservative flow in the province, Management believes the best option for themselves and their employees to reinvent the workplace. Taking this step to restructure Wallyville Correctional Facility ensures the organization will continue to thrive with the efficiency and flexibility needed to sustain in the present day. Faced with a budget deficit and need for lower taxes containing costs is important to Management while keeping the employee in mind. Introducing a new model of employment that increases

numerical flexibility and offers a more cost effective alternative than the existing employment model ensures management, employees and the organization will continue to thrive in today’s economy. Management is aware of the workplace control issues faced on a day to day basis and believes that restructuring as well as recognizing superior performance will help with this issue. Management believes the workplace control issue is a direct result of the binge drinking, illegal drugs, prostitution and incidents of domestic violence that appear engrained in the employees off duty culture. A merit based evaluation system will establish a chance for high caliber employees to be recognized and rewarded with promotions, pay raises and access to training. Low caliber employees will be offered additional training and if needed be disciplined. This performance based system allows the employees to be in charge of their own earnings, as well as creating an environment with equal opportunity to all employees. Management is concerned with the increasing problem of mental wellness with attention to the high levels of stress and anxiety faced by employees in the workplace. Internal data shows that the bargaining unit takes nearly three times as many sick days as other public sector workers, has a twenty percent higher incidence in mental health and stress leaves as well as a thirty percent higher turnover rate. As an employer who cares about the wellbeing of all employees, Management has deemed it essential for a wellness plan to be offered to the bargaining unit. Management would like to work with the employer on creating a wellness plan that will be beneficial to each employee’s health, mentally and physically. Something about Salary

Due to the issues that have arisen in the workplace and the environment that management has found themselves four priorities have been listed for the organization to thrive in the future while maintaining a positive, collaborative and ultimately superior workplace. The four priorities are: 

New Temporary Status Guards

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Merit Based Evaluations

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Wellness Plan

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Salary...