Bargaining Vs Collective Bargaining

Once these criteria are met an election occurs to determine if employees want to unionize. The National Labor Relations Board oversees the election to make sure that a true secret vote is secured. If a majority of employees, which is one vote over 50%, agree to join the union then the NLRB certifies the union as the bargaining representative.

NLRA was considered to be the law that affected the relationship among the federal government and private enterprise; this measure considerably increased the government’s powers to arbitrate in labor relations. Prior to this law, employers had the emancipation to chastise, spy on, question for no reason and fire union members. Work stoppages commenced in the mid 1930’s (Gould, 1986), which included striking by factory and industrial occupational workers. By the time the strikes came to a halt, America had a more conservative Congress. This Congress led to balance the power between employers and unions. While the Wagner Act addressed only unfair labor practices by employers, it was added to the enactment of

Obviously, a complete refusal to meet and to bargain violates the act. Scheduling meetings infrequently or canceling scheduled meetings can also evidence bad faith. (Carrell, 2010) So selecting campaign tactics permitted under the national labor relations act is very important for employers, Needless to say, at this point the union is striving to persuade a majority of the employees to vote "Union," and management is attempting to persuade a majority to vote "No Union." A multitude of tactics' can be employed by both sides to obtain their objectives. (JOHN D. FRISBY,

Bargaining is a main point in the success of a contract in a labor union. The ILWU has

The National Labor Relations Act (NLRA), (main aspect of law for the collective bargaining) is

The NLRA requires management and the union to bargain over certain issues if they are introduced in negotiations. The issues are referred to as mandatory bargaining items and include anything that falls into the category of wages, hours, and working conditions such as health insurance, safety standards, and flexible work hours. To begin, labor law affects what is discussed at the bargaining table, specifically the NLRA requires good faith bargaining over wages, hours, and other terms and conditions of employment. The NLRA also allows the parties to negotiate over certain issues if they are mutually amenable to doing so. For example, if the parties involved choose to negotiate over the treatment of retirees or job applicants, they have the

National Labor Relations Act in section 7 give all employees protection of concercted activities the employee is a member of a union or not (Prozzi, 1986). Employee can actively engage in concerted activities to bargain collectively or for mutual protection. Even though employees have protections under section 7 and 8 of the National Labor Relations Act, those protections are not without limits. If employee organize a strike or a walk out, these are actions that protected under NLRA (Landry, 2016). The goal of a strike or a walk out is to apply pressure to an employer to correct some unfair employment practices under the current labor relations laws. A strike also gives the employee leverage against any form of retaliation for acted in

Section 7 of the National Labor Relations Act states that employees have the right to form, join, or assist in labor organizations, in an attempt to reach an agreement. Employees have the right to bargain together through representatives of their choice and engage in coordinated activities for the purpose of bargaining. They also have the right to abstain from any or all activities except those that may be affected by an agreement that requires membership in a labor organization as a condition of employment (“National Labor Relations Act,”

Collective bargaining statutes provide critical and necessary protection for workers who exercise basic civil rights, specifically the rights of speech, association, and petition. Efforts to strip workers of these protections have no place in our democracy. I am a firm believer that our men & women need these rights especially in todays workforce. This protection is

I believe that when management is threatened by a union coming, they are desperate at that moment and would try anything to avoid it from happening. Therefore they are willing to try to negotiate with nurses to help make them feel as though they are empowered (Huston, 2010, p. 293). However, this may only be a momentarily gain for the nurse, because if they don’t unionize management will go back to their old practices. An article called “The impact of collective bargaining” published by the American Federation of State, County and Municipal Employees (AFSCME) states “decision-making authority with staff nurses without a union is exceedingly rare” (2011).

An article in the New York Times shared light to some opinions of the case. “Under California law, public employees who choose not to join unions must pay a “fair share service fee,” also known as an “agency fee,” typically equivalent to members’ dues. The fees, the law says, are meant to pay for collective bargaining activities, including “the cost of lobbying activities.” More than 20 states have similar laws.” Workers decided to make the claim that unions were using their dues for activities beside collective bargaining. A claim was made that dues are being used to help fund the union’s speech and that it violated non members first amendment rights. However, the article continued to claim “Unions say the teachers’ First Amendment argument is a ruse. Non-members are already entitled to refunds of payments spent on political activities like advertising to support a political candidate.

The National Labor Relations Act was enacted to correct the labor relations unrest in the United States in the mid 1930’s (Vogel, 1998). The NLRA protects a firm’s employees from unfair employment practices. The law secures the rights of employees to unionization and elect leadership to represent their interests to management (Cameron, 2009). If an employer is found to have unlawful terminated an employee, an organization can be compelled to reinstate the employment for the affected employee. The employment reinstatement often times includes back pay for lost wage for the time the employee was off work. The NLRA protects employee from employer retaliation when they are engaged in lawful union or organizing activities. When an employee is hired

The National Labor Relations Acts was created in 1935 by Robert F. Wagner, a New York Senator. Also known as The Wagner Act, the law gave employees a say in collective bargaining in order to improve conditions in the workplace, and the rights to strike. (“National Labor Relation Act, 2015) Employees had the ability to participate in concerted activity without coercion, interference

Employees have the right to start a union if they are dissatisfied with certain situations within their organization. Joining together to defend their mutual interest will improve their working environment. A union is an organization form by working people to improve their working conditions through higher wages, more benefits greater job security. Sometimes union members have trouble getting their first contract, but there are steps that must be implemented in order to get that first contract just decide what kind of contract you want. Of the 8.7 million workers currently under major collective bargaining agreements, about 3.4 million will see their agreements expire or be reopened and bargaining activity will be lighter than previous years in state and local governments, but will be relatively heavy in private industry; where negotiations will be carried out in an environment marked by comparative industrial peace and by concern over an uncertain economy.

The National Labor Relations Act was enacted by congress in 1935 in order to define and defend the rights of the employment relationship. The act allows employees of a company the right to form a union and have the union organization represent them through collective bargaining. Collective bargaining is the process of negotiation between both parties; Union representatives and a corporation, with the purpose of reaching an agreement for the best interests of employees and the corporation. In the negotiation process the attempt is to establish primary factors of importance which are advantages the union fights for and ultimately provide for its stakeholders that would otherwise not have