Labor Organizer - Safety Violation - Is this a set up for an Unfair Labor Practice?

Unfair Labor Practice
Student's Name
Institution
Unfair Labor Practice
The key players in the welfare and coordination of a company's employees may vary from one company to the other, but the Human Resource Manager and labor organizers play a critical role. Oftentimes, the two have contrasting interests, where the HRM acts in the best interest of the company while the labor organizer leans toward the employee. The contrasting interests may lead to divergent views in such a scenario where an associate has been found culpable of violating safety precautions. Such an issue may lead to unfair labor practices. Any form of intimidation, coercion, and even retaliation towards an employee amounts to unfair labor practice (McDowell & Huhn, 2017), and the labor organizer ought to take some steps to deter the employer from utilizing the safety violation as a loophole for an unfair labor practice.
The most immediate action to be taken by the labor organizer is to assess the circumstances under which the associate committed the safety violation. The associate might have committed the offense as a result of his or her negligence or due to the disregard for safety precautions by the organization. After establishing the main cause of the problem at hand, the next course of action is to rally behind the associate if the company is liable for the cause of the violation. If the employee is found culpable for the offense, the labor organizer should then remind the employee of the impending consequences, both from the union and the employer. Preparation in defense of the employee should then follow, perhaps to seek less stiff penalties that would not result in the termination of the associate's contract with the company. Unfair labor practice from the employer is something to look o...