1 (A).

a. Actors:
i. Alliance of Canadian Cinema, Television and Radio Artists (ACTRA)
ii. Screen Actors Guild–American Federation of Television and Radio Artists
(SAG-AFTRA)
b. Shared ideology:
i. To seek higher pay, protections and benefits for its members.
ii. For protection from the use of artificial intelligence (AI), among other
things.
iii. To equally seek a fair and equitable agreement appropriate to today which
expands the benefits to all parties and increases the volume of work for all.
c. Context:
i. Corporate greed
d. Web of Rules:
i. Canada Labour Code

1 (B).

The 4 actors are pursuant to Craig’s Model are present. The four factors are represented
by the union, their shared ideology, the current issue they faced, and the law that governs the
state.

1(C).

Collective Bargaining. Collective bargaining is defined as the synthesis by which people

in the working class negotiate contracts with their employers through their respective unions in
determining the terms of their employment which includes the compensation, benefits, time,
leave, job health and safety policies, work-life balance, among other things. In the
aforementioned news, Actors through their unions: The Alliance of Canadian Cinema, Television
and Radio Artists (ACTRA), in seeking higher compensation, protections and benefits for its
members negotiated in a fractitious manner in renewing the National Commercial Agreement
with the Institute of Canadian Agencies (ICA).
2.
a. Canadian Labour Congress. Canadian Labour Congress is a national trade union
center in which the central labour body in Canada, and most Canadian labour
unions are affiliated. It both comprises wholly Canadian “national” unions, and
“international” unions that are Canadian in the branches of unions which are
based in the United States.
b. United Food and Commercial Workers Canada. The United Food and Commercial
Workers International Union (UFCW) is a labor union comprised of of 1.3 million
people across the U.S. and Canada. Across the Canada, the UFCW stands for the
hard-working Canadians in the private sector, including the grocery, , food
service, restaurant, and health care industries, food processing, hotel and
hospitality among other things.
c. Canadian Union of Public Employees. Canadian Union of Public Employees is
Canada's largest union who represents workers in the health industry which
provides early learning and child care, municipalities, social services, libraries,
utilities, transportation, airlines, health care, emergency services, education,
among other things.
d. Unifor. Unifor is a general trade union in Canada which was founded in 2013 as a
merger of the Canadian Auto Workers and Communications, Energy and
Paperworkers unions.
e. National Union of Public and General Employees. National Union of Public and
General is a trade union in Canada. It is also known as the second largest union in
Canada. It represents its members who work in the public service sector of
provinces.
 3.
4.

The positive effects of a union is that first of all, it provides protection to the employees.
Nowadays, discrimination without a just cause is prevalent and workers are being subsidized for
unjust fees. Unions help prevent that. Second, Unions promote higher wages. Through the
collective bargain as we defined earlier as the synthesis by which people in the working class
negotiate contracts with their employers through their respective unions in determining the terms
of their employment which includes the compensation, benefits, time, leave, job health and
safety policies, work-life balance, among other things. Unions help for workers to achieve the
proper compensation for their hardwork. Lastly, Union makes workers more organized.

On the other hand, there are drawbacks too. Unions can drive up costs. A worker who is a
member of a union may demand a higher compensation and might be expensive compared to a
non-unionized worker. Unions also discourage individuality. A member of a union is always
bounded to the decision of the majority. Lastly, Unions require some dues and fees that some
workers do not want to pay.

As an HRM, the aforementioned positive and negative effects of unions are designed to
have equal and unbiased perspective about being a member of such. To conclude:

1. Unions whom HRMs are members thereof may ask for better compensation, benefits,
among other things.
2. An HRM being a member of a union, is bounded to the implementing rules and
regulations, policies, among other bylaws set by the Union affecting the indivuality of
the HRM’s decision.
3. Being a member of a Union, an HRM must expect fees and dues to the Union.
4. Being a member of the Union makes the HRM more organized with other workers of
the same profession.
5. The HRMs concerns will be voiced out by the Union and they will be guided
accordingly with the contracts through collective bargain.