Collective bargaining agreements contain a grievance-arbitration procedure whereby the parties can settle any disputes that may arise under the collective bargaining agreement without resorting to the courts. An arbitrator is chosen by both parties and paid for by both parties. Advantages of arbitration include choosing an individual who is knowledgeable about labor relations and has the confidence of the parties, more expeditious and less expensive. For the final exam, you will be provided a labor arbitration transcript regarding a twenty-day suspension given to a public school librarian. The transcript is a verbatim account of an arbitration hearing. Please be advised that all names, towns, schools, etc. have been changed. Before any arbitration hearing, the parties decide on the issue that the arbitrator must decide. For this arbitration hearing, the issue you will be deciding is: ISSUE: DID THE SCHOOL COMMITTEE HAVE JUST CAUSE TO SUSPEND ANN MARIE SWENSON FOR TWENTY (20) DAYS? IF NOT, WHAT SHALL BE THE REMEDY? As an arbitrator, the assignment is to read through the transcript, and using the principles of just cause, decide whether to uphold the twenty day suspension, or, decide on an alternative discipline (lower suspension, written warning), or no discipline. In no more than five (5) pages, no less than 1.5 spacing, you must explain your decision. Please be advised that an arbitrator cannot give greater discipline, therefore, you cannot terminate Ms. Swenson or decide on a suspension greater than twenty days.Also, you must provide one (1) human resources recommendation to the School Committee that would improve their policies or practices, as described in the transcript, that will help them avoid this situation in the future. Even if you decide that the School Committee acted appropriately, and the twenty day suspension was just, there may still be areas to improve from a human resources management standpoint.Ready the attached file below...

Instructions Scenario Workforce planning is a complex research and design problem. Decisions made during this process have broad financial, legal, and operational implications. Decisions made in the job analysis and job design phases also have a significant impact on motivation, satisfaction, and retention. Your Task In your third rotation, you are reporting to the firm's Chief Human Resources Officer, who is also the Workforce Planning consulting lead. The CHRO is interested in reality (market) testing the job description template used for client firms and evaluating technology adoption and hiring trends. Your task is to use the Summary Report for a Human Resource Manager on O*Net to answer the CHRO's questions and develop a reference job description. Based on O*Net, what is the career outlook for a Human Resource Manager? Under Technology Skills, what software was cited as "Hot Technology" or a frequently cited job requirement? Cite two "Work Context" factors that would contribute to job satisfaction and motivation based on job design theories. Convert the Summary Report into a job description, with reference to the following elements: Job Title Reporting Relationships Job Summary Essential Functions Job Specifications What is the legal significance of the Essential Functions section?

1.Now that the difference between job order and process costing has been established, do you think both types of systems are necessary to accurately reflect the costs of products? Why, or why not? Answer in couple sentences  2.  After reading and reviewing the material about job order and process costing, , I can now see the similarities but differences between the two costing methods.  I believe that both types can be necessary to reflect the cost of products accurately, but depending on a few factors.  The first one being the type of business, industry, product, or manufacturing that needs to be assessed.