Reply To respond to this discussion, I will use a real example in which i experienced this past week during work. I am an assistant manager at a NYC hotel and I have direct authority over our 160+ union workers. This past week there was a conflict where two seperate employees did not want to be scheduled at the same time as the other due to negative feelings about each other. As manager, it is important to handle all situations such as this professionally. To begin to resolve the issue, I met with both employees seperatley to understand both of their reasonings behind the scheduling conflict. I then proposed compromises to the problem such as scheduling both employees on the same day though I would have them come in at different times. Both parties came to an agreement to the comprimise that I proposed. Since I am still within my first month on the job dealing with these types of issues is fairly new to me in my professional career. In particular, this conflict was definetley overwhelming because both parties where very adiment about not wanting to work with each other and I knew I would have to resolve the issue in accordance with the plethora of regulations and policy's that the New York City Union applies to its members. Overall, these types of conflicts are fairly common within my company due to the fact that most of our employees are assigned to us from the union and it has definetley changed the way on how I typically