Labor relations Strategy for Coca Cola Company

Labor relations Strategy for Coca Cola Company

            Coca-cola company is an American multinational business, manufacturers, a retailer, and a marker of alcoholic beverage concentrates and syrups. A pharmacist by the name Johnstith invented a coca-cola company in 1886 in Atlanta, Georgia. It is the single largest plastic polluter in the entire world which produces more than 3 million tonnes of plastic which are packaged every year; it also produce110 billions of plastic bottles. The headquarter of the coca-cola is in Atlanta, Georgia, although it is incorporated in Delaware, where it has been operating a franchised distribution system since 1889. It produces a syrup concentrate, which is later sold in various bottlers across the world. The company owns an anchor bottler located in North America. The company manufactures and sells other soft drinks and beverages of citrus. It has more than 2800 products which are available in over 200 countries.

The company is known to be the largest beverage manufacturing and a distributing company in the world, and it is among the largest corporations which are located in the USA. The trademark of coca-cola was registered in a patent of the United States in  1893. Under the leadership of candler, the sales of the role we’re about 9000 gallons of syrup. In 1899, the company signed on its first agreement to be an independent bottle company, and it was permitted to be buying sugar as well as producing bottle and distribute the drinks of coca-cola. Coca-cola company is among the most significant company with many employees all over the world. It has also branched in many countries, which creates more job opportunities as well as creating the right name for the company.

The essay aims to discuss the labor relation strategy used in Coca Cola Company. Among the

important topics to be covered in the article includes. First, the primary legal principle and the rules

which apply to the union and non-union parts of the business. Second, is to present the

recommendations which can be used to maintain union-free where there is no union. Third, give

the suggestions of responding to the activities organization unions. Forth, ideas which can

be used to manage both union relationship of the company and the administration of

the current agreement which relate specifically to first-line supervisors, labor relation strategy as

well as outsourcing, which create grievance in handling. Fifth,discussing the ideas that

negotiate the future agreement. Finally, the essay will discuss the consideration of labor relation

that is used in evaluating potentials acquisition in the future.

Labor relation strategy used in Coca Cola Company

The relationship between employees and the employers of the coca-cola company is very

good. This is confirmed by the results they produce and the number of employees the company has

employed. The company is exceptional and unique it the way it conducts its business. Labor

the relation has made both employees and the employers to work closely as well as ensuring them to

have a little time towards meeting th goals of the organization.Employees can express

themselves, the challenges they are undergoing, and the possible measures they would like the

company to take upon their issues. As a result of having a good relationship in

the workplace, employers can understand their employees well; they can

interact with them freely as well as leading as a good example of them employes to

follow. Through labor relations, workers can bargain their salary, their working

conditions, safety ness of their job. However not all the organization can fulfill the needs of

employees hence leaving them to go through a hard time while working, and sometimes they  end

up retrenching themes such situation where their employees are able willing to assist them the

Union of workers cheap in and ensures that the demand for employees is fulled.

Major regal principles and rules that apply in both union and non-union part of business

Association in business is an organization that negotiates with companies on behalf of members. The union fight for the rights of employees as well as ensuring that employees are fully satisfied in areas where they are working. On the other hand,non-union workers do not belong to a trade union or in labor unions. It does not offer jobs to employees who belong to any labor union. It aims to operate a business with a worker who belongs to any association.However, working in the non-union industry can be a challenge because the employer can fire you anytime. After all, any association does not protect you. The following are the principles and rules that govern both members of non-union and union members.

The Norries –LaGuardia act (1932)

This act was passed at the time when workers had virtually no rights to organize. The court

routinely issued injunctions against striking as well as picketing by employees. The injections

were to be used merely based on giving out testimony by the employer. Workers who

were found not to be cooperative they were fined without trial or due process. The protect the

rights to strike, and it strictly forbids courts from violating the rights of workers to strike, organizing

in the union, peaceful picketing as well as making peaceable assembly. The act declared that

individuals who are not held turn out to be helpless upon exercising actual liberty

, which takes place in a modern capitalist economy. The law was created to allow employees

both in union and in non-union to be involved in organizing as well as participating in all the

activities that are happening in an organization. Employees should not be discriminated in any way because they play a more significant role in ensuring that the goals of the business are met.

National labor relations act 1935

The act was presented in 1935; the law in this act dictates the terms of labor relations within the

private sectors.NLRA establishes specific rights for the employees showing how organization

should have self-organization to join a labor organization, to bargain collectively as well

as engaging themselves in other activities of collective bargaining or mutual

protection. The act also establishes the prohibitions concerning how an employer is allowed to

interfere with these rights. It prohibits company unions and unfair rules set to practice

discrimination against workers who engage themselves in collective bargaining. If the rights of

workers are violated it means that the workers can file the charges with regional National labor

Board officers in six months of the violation of employers. This act was created to

ensure that employers do not take advantage of their employees; it was also to show

employees that if they are violated in the workplace, they have the bord which is there to help

them fight for their rights.

Fair Labor Standards act (1938)

The bill was created as a result of the long struggle of the employees, and it shows the hours that

employees are supposed to work as well as prohibiting child labor.The act does not allow

children under the age of sixteen to be working because, at this age, they are supposed to be in

school. So anyone found employing them or using them for the financial benefits the act is

there to impose substantial charges on him. The law also shows the minimum wage that a low

working-class employee should be paid, and it ensures that every employee is paid well to enable

them to be able to meet their basic needs as well as having something to save for future use.

Taft –Hartley act 1947

It is known as a series of amendments NLRA; the law intends to forbid unfair labor practices

unions. The provision of secondary boycott and right to work are the primary two aspects discussed in

the act. The act allows employees to the boy the areas they feel it is not working well for them or

else in areas they feel they are discriminated.The law protects people from working in all

organizations as long they meet the expectation and the qualification needed. It discourages the

organization that denies people jobs because of their color,background, and other difference hence

encouraging that at least they should allow people from different locations to work together to

enable them to exchange ideas as well as learning new things from other cultures.

Labor-Management Reporting and Disclosure act 1959

The law was passed in response to corruption and racketeering within the labor unions. The bill gives an assurance on equality right for every union and non –union member upon nominating and voting for union leadership, attending meetings as well as taking parts in discussions. The law protects all employees from being disciplined for suing union. The act also regulates election in the organization in ensuring that they are conducted rigorously.The action was created to ensures that no corruption is exceeded in any organization, and in case any election is held, everyone is satisfied with the results provided.

Recommendations for maintaining union-free status where there currently is no union.

For the coca-cola company to maintain union-free status where there is no union, it needs to do the following:

First, starting from the beginning, the company should ensure that at the beginning, when it is offering the job to employees, they should be able to know the opinion of the unions and why the association may not be needed in the organization.The management should include union statements with orientation materials as well as providing notebooks to the employees to enable them to write down important information communicated to them.

Be pro-worker and not anti-union: Company should allow employees to talk and express their feelings towards the performance of the business and the areas they feel they are not conducted well. This is because if the company does not allow them to talk, they will look for the union, which will help to fight for them, and this might bring adverse effects to the business. Managers and supervisors should have an open door where employees can express themselves to enable them to feel they are much appreciated in the organization.

The organization should always remember the golden rule, which shows that employees’ performance will be based on the payment they get and how they are treated in the company. Therefore management has the responsibility of ensuring that they pay them a fair salary; they treat them well as well as recognizing them. This makes employees feel much valued hence ensuring that they are also producing the best for the organization to be able to meet its goal nd objectives.

Choose the best means of communicating with employees: Communication is the key to any operating company, the management should create time where they interact with employees freely get to learn and hear from them as well as listening to how they would like the company to be managed.

Ensure there are security and right working place: To make the company a non-free union, the management needs to ensure there is enough security; employees feel safe anytime they are working as well as ensuring that they are working in a safe working environment. When employees have this, they luck reason to call for the union because the organization has provided with them everything they may require hence creating smoothing working conditions for both employees and employers.

Recommendations on how to respond to the union’s organization activities

Building a culture that is union proof: To react to union organization activities, it needs first to create union –a proof culture which will be done successfully through monitoring as well as measuring the risks of the organization and the vulnerability of being unionized at the time when employees are engaged while they are proactive.

Stay informed: As soon as one gets the vulnerability of the company, one needs to proactively gain an understanding of the issues of law and labor relations by keeping up to date with the current developments. It enables one to have an excellent foundation to design a protocol that includes producing strategies and tools used in conducting the campaign, which is ready to be used anytime they are needed other than keep waiting hence reacting under pressure.Staying informed helps individuals to predict the potentials activities used in organizing through alerting one on what the unions are planning.

Embracing holistic and a more comprehensive company for labor relations training.

For an individual to respond to the union organization correctly,it means that he must provide the right training to both managers and leaders.The best practice of union –proof will ensure that bins are well prepared, and they can handle the situation in case the union authorization cards present them. For instance, the supervisor should be in a position of understanding that it is illegal to spy on the activities of the unions. Training of supervisors should include both skills reactive and proactive to ensures that supervisors are in a better position of keeping union-free.

Be transparent

For you to create a build trust and loyalty with the employees, there is a need to be open.When we acknowledge our mistakes, the company may not necessarily fire you, but they can create a room for improvement. For us to respond to the unions positively, we must first be willing to be transparent and always speak the truth to allow a comfortable working room.

Embracing early and frequent communication: Do not wait until the last minute to speak out with your employees concerning the issues or concerning the representation that employees do not feel slighted. There is a need to discuss matters as well as educating employees on the union which is trying to organize them. Also, by providing custom content using a website and an online video content upon demonstrating your rate of care and concern for employees’ interest.

Ideas for managing both the union relationship at the company and administration of the current agreement relating specifically to first-line supervisors, labor relations strategy, and outsourcing should refer to grievance handling.

Union relationship aims to bring together the two parties. To bring company and administration together, the union must first understand how the two works, the strategies they follow as well as being able to know how they like operating their departments. Putting into consideration that the union is meant to fight for the rights of employees, it must ensure that the goals of the company as met as well as ensuring that the rights of employees are observed. For the first line supervision, the union should be used to unite employees and supervisors to ensure that they can have an excellent working condition as well as having a quiet working time together. For the labor relations strategy, the union ensures that both employees and employers have maintained a good relationship, which allows them to work effectively in the organization. Finally, while making the right decision, the union plays a role of advising the organization and the management always to make the right decion as it is the primary tool of the organization.

Five (5) ideas for the negotiation of future agreements.

To negotiate  ideas for future agreement one requires to

First: by making multiple offers simultaneously. When one offer is placed on the table, one will learn new things as compared to when numerous offers are placed. Many offers make people have an argument and finally come up with the final agreement on how future negotiations should be made. Several offers give individuals and organizations a chance to have a variety of ideas on how future contracts should be made by eliminating the different concepts and trying to apply the positive thoughts.

Preparing and planning for negotiating future agreements

There is a need to make in advance the ideas that are likely to be arranged, which will result in a better deal in the future. For the plan to be successful, one needs first to identify what he or she requires, establish what you have prepared, clarifying of authority limit as well as for deciding on what techniques that one needs to use to get them the right agreements to be used in future.

Identifying of rules and regulations

Before any agreement is made, there is a need for the organization to consider the regulations that are used to enable it to have an idea of what to negotiate on future agreements. The organization is required to set standards that will be guiding its employees and management as long as businesses operating.

Searching for post-settlement

Imagine in a situation where you have reached an agreement; then, you are happy with the results only to realize that you could have done much better than what you provide. According to conventional wisdom, one is supposed to talk about the agreement with his counterpart and make a step on moving on other than spoiling the deal. In contrast to that, Bazerman suggests that asking another party whether they are willing to take another look at the agreement may sound much better. Therefore searching for post-settlement helps in generating new ideas that are essential in the future. The success of depending on the initial agreement that may have upon establishing the trust needed to explore the possibilities of an even big deal.

Labor relations considerations in evaluating potential acquisitions in the future

The acquisition of a company occurs when a company purchases most of the shares of the company for it to gain control of that company. The primary consideration to be made on a labor relation are as follows: The cost determines a lot on whether a company to acquire other company property depending on how they are selling their shares. The company may decide to buy less or more depending on the cost. Second, competition factor, any company will always desire to purchase the shares of other companies if it has the right name and if it’s able to compete with other companies as a way of making it be able to make more profits. Third, the goals and the duties that a company play, if the company is known to sell demanding products it means that its shares are likely to be bought ata high level, and if its products are not demanding, the number of shares will below.Generally, acquisition of the future will be determined by the way the organization is conducted, the relationship between employers and employees as well as considering the products that the company produces. Another consideration will be the nature of the economy. If the commercial will be favorable, it means that more shares of a particular company will be purchased, and the economy is not promising, the future acquisition may not be desirable.