助理人力资源管理师英语阅读理解.docVIP

助理人力资源管理师 英语阅读理解 阅读理解,每题3分～共30分,--第一套 (一) Bargaining in good faith is the cornerstone of effective labor management relations. It means that both parties communicate and negotiate. It means that proposals are matched with counterproposals and that both parties make every reasonable effort to arrive at an agreement. It does not mean that either party is compelled to agree to a proposal. Nor does it require that either party make any specific concessions. When is bargaining not in good faith? As interpreted by the NLRB and the courts, a violation of the requirement for good faith bargaining may include the following: 1. Surface bargaining. This involves merely going through the motions of bargaining without any real intention of completing a formal agreement. 2. Concession. Although no one is required to make a concession, the court’s and NLRB’s definitions of good faith suggest that a willingness to compromise is an essential ingredient in good faith bargaining. 3. Proposals and demands. The NLRB considers the advancement of proposals as a positive factor in determining overall good faith. 1 4. Dilatory tactics. The law requires that the parties meet and “confer at reasonable times and intervals”. Obviously, refusal to meet at all with the union does not satisfy the positive duty imposed on the employer. 5. Imposing conditions. Attempts to impose conditions that are so onerous or unreasonable as to indicate bad faith will be scrutinized by the board. 6. Unilateral changes in conditions. This is viewed as a strong indication that the employer is not bargaining with the required intent of reaching an agreement. 7. Bypassing the representative. An employer violates its duty to bargain when it refuses to negotiate with the union representative. The duty of management to bargain in good faith involves, at a minimum, recognition that this statutory representative is the one with whom the employer must deal in conducting bargaining negotiations. 8. C