Approaches of HR Manager When Hiring a Union Organizer

Labor Practices
Student’s Name
Institution
Labor Practices
Hiring a Union Organizer
The ultimate goal for conducting an interview is to get the best employee who best suits the job offer. The first action to take even before commencing the interview is to assess the interviewee's skill set and the job description. To get the best out of the interview process, a rating scale would be ideal for every aspect that is demanded in the job description. Presumably, the interviewee introduced the idea about the union in the introductory part of the interview, and the most immediate action to take is to try and figure out the applicant's motive for championing the unions. If at all the applicant has the intention of disregarding the organizational policies on working with labor unions, that should be a red flag. The applicant should be asked how he would be able to balance between the work he is expected to be performing and work with the union concurrently without interfering or affecting their performance for the organization. If the applicant fails to demonstrate their effectiveness in working for the union and the company and also fails to show good intention with the introduction of a labor union, the applicant will most certainly lose the job offer.
Workers union directly impacts on the political inclination of the workers and the policies governing an organization (Kim & Margalit, 2017). Enquiring the applicant's conversance with the policies relating to workers union and their motive on introducing the workers union would be essential. Dismissing an applicant simply because of their perception about labor unions without laying down the facts and following the protocols will amount to discrimination, a very serious unfair labor practice. The dismissal of the applicants should be entirely based on the fact that they are likely to compromise the efficiency of the entire workforce and also breed conflicts with the organization’s policies.
ULP Response – Sumter Hospital
Introduction
The National Labor Relations Act (NLRA) enacted by Congress in 1935 serves to instill mutual coexistence between the employee, the employers, and the labor unions that have become very popular in recent years. Under the NLRA Act, employees are entitled to some basic rights such as the right to form, join, or partake in labor organization, and engage in concerted activities for the benefit of collective bargaining (NLRB, n.d.). Section 8 of the NLRA outlines the Unfair Labor Practices (ULP) both by the employer and the labor organizer. Subsection 1 bars the employer from any kind of coercion and interference of the employee while exercising their rights as stipulated in section 7 of the NLRA (NLRB, n.d.). The National Labor Relations Board (NLRB) is the independent federal agency mandated with the task of ensuring that employers, employees, and unions abide by the policies stipulated in the NLRA (NLRB, n.d.). Any acts by the employer that impedes the employee's enjoyment of the rights outlined in subsection 7 of NLRA amounts to unfair labor practice, and the employee has the right to press charges through the NLRB.
Case Background
Sumter County Hospital of address 31709 GA, Hospital Drive, is a medical care fac...