Who can be designated as a Voluntary Arbitrator?

Who can be designated as a Voluntary Arbitrator?

• A. Any person recommended by employees
• B. Any person accredited by the Board or named in the Collective Bargaining Agreement
• C. Only legal representatives of the union
• D. Employees with managerial experience

Answer: (B)

A Voluntary Arbitrator is typically someone who has been designated to resolve disputes arising from labor agreements. The correct choice emphasizes the importance of accreditation and formal recognition in this role. A person accredited by the Board possesses the necessary qualifications and expertise to handle arbitration cases effectively, ensuring that they understand labor laws and practices thoroughly. Furthermore, being named in the Collective Bargaining Agreement provides legitimacy and mutual acceptance by both parties involved in the negotiations. This mutual agreement is crucial for the credibility of the arbitration process, as it ensures that the arbitrator is seen by both the employer and the employees as an impartial and knowledgeable authority. In contrast, the other choices do not align with the formal requirements for serving as a Voluntary Arbitrator. Recommendations made by employees might not guarantee the necessary qualifications or neutrality required for the role. Legal representatives of the union may have specific expertise in legal matters, but they are not inherently qualified as arbitrators unless they meet accreditation criteria. Finally, while employees with managerial experience could have valuable insights, they do not necessarily have the defined qualifications required to serve in a voluntary capacity without formal accreditation.

A Voluntary Arbitrator is typically someone who has been designated to resolve disputes arising from labor agreements. The correct choice emphasizes the importance of accreditation and formal recognition in this role. A person accredited by the Board possesses the necessary qualifications and expertise to handle arbitration cases effectively, ensuring that they understand labor laws and practices thoroughly.

Furthermore, being named in the Collective Bargaining Agreement provides legitimacy and mutual acceptance by both parties involved in the negotiations. This mutual agreement is crucial for the credibility of the arbitration process, as it ensures that the arbitrator is seen by both the employer and the employees as an impartial and knowledgeable authority.

In contrast, the other choices do not align with the formal requirements for serving as a Voluntary Arbitrator. Recommendations made by employees might not guarantee the necessary qualifications or neutrality required for the role. Legal representatives of the union may have specific expertise in legal matters, but they are not inherently qualified as arbitrators unless they meet accreditation criteria. Finally, while employees with managerial experience could have valuable insights, they do not necessarily have the defined qualifications required to serve in a voluntary capacity without formal accreditation.