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For this assignment you will consider the following scenario: In the non-union facility where you work in a human resources (HR) role, there have been rumors of union-organizing MHR 6401, Employment Law 3 activity. There are numerous reports of e-mails to hourly employees at their work e-mail addresses seeking support for union representation. Pamphlets detailing Ã¢â‚¬Å“workersÃ¢â‚¬â„¢ rightsÃ¢â‚¬Â and suggesting that voting in a union will increase pay and benefits have been distributed in various areas of the facility and in the parking areas. As the human resources (HR) representative, the companyÃ¢â‚¬â„¢s management asks for your advice and guidance on whether a union has the right to contact workers through their work e-mail addresses and distribute pamphlets on company property. They want to know what the company can do to respond to these tactics and to the unionÃ¢â‚¬â„¢s message that it can enhance workersÃ¢â‚¬â„¢ pay and benefits. Prepare a proposal that includes your analysis and evidence-supported argument for the proper actions the company should take. Include the following in your paper: Identify any governing labor laws as well as any historical influences, legal precedents, or decisions that apply to this situation. Conduct an analysis of legality of the union-organizing actions, including communications using employer e-mail and distributing literature at the employerÃ¢â‚¬â„¢s facility. Propose a strategy that outlines the actions the company can and cannot take to limit or combat union-organizing actions. Provide guidance on the messages and information employers can and cannot communicate in response to union organizing activity and legal risks associated with common tactics. Your paper should be written in APA style and must be a minimum of two pages, not including the title and reference pages. You must use a minimum of three sources, one of which may be your textbook. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations.
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