Campaign Threats or Implied Promise of Benefits Essay

An employer may not interfere with its employee’s ability to communicate union messages or discriminate between union communications and non-union communications. Barry Marcks violated Section 8(a)(1) of the Act by barring union employees from using the employer’s e-mail system for union business.

They also fired four workers who joined the union in Texas. “They have zero tolerance,” exclaimed management consultant Martin Levitt. There’s nothing that the workers can do, even a lawsuit can not help unless you want to spend years in court. “It’s a long process,” McLaughlin concedes. The success of the organizations depends on the worker’s ability to influence more than just the stores employees, to join unions and help fight for their rights.

The company after realizing that there was union organization in progress increased employee workload while reducing the workweek (called a stretch out). This is an implied financial threat by management that they controlled the workers, their income and their ability to have a job and their time off from the job. As long as employees showed sympathy to the union that management would make it hard on them. This is another potential violation of the ULP

For a union to be organized the employees must represent an appropriate bargaining unit. The appropriate bargaining unit must have a mutuality of interest among the workers. This interest is determined by job duties, job similarity, skill levels, work site proximity and no management employees.

They were not willing to make any concessions. They wanted them to continue with the long hours as mandated by them. If the workers didn’t agree to these terms they would be fired. Employers knew that people needed jobs and were not concerned about filling vacant positions. In today’s age, if you’re working that many hours we believe that we should get paid for what we worked. They felt they same way, but because of the union they didn’t receive those rights.

Issues: Does the NLRB have to show that an employer knew of union activity of all employees targeted in a mass layoff to show that the mass layoff was conducted to discourage unionization? What does the Court consider when determining whether terminations were prohibited anti-union activity? Reasoning: The National Labor Relations Acts (NLRA) protects employees' rights to organize for the purposes of collective bargaining. Under the NLRA, employees have the right to "organize a union to negotiate with your

     The past of Unions is indisputable; however, the outlook can be altered to form a promising future. The reversal of history can be done through reconstruction and restatement of workers rights. A reestablishment of worker liberties should be considered in order to clarify any confusion in which present and prospective employees are faced with. Unions are notorious for being tyrannical and inconsiderate towards employees and thus union heads should confront this issue head on and give workers a voice (i.e. vote). In order to regain union strength in today’s society I believe Unions must give workers honorable rights and a democratic right to be heard.

The union will need to engage in intra-organizational bargaining in order to reach a greater consensus as to what is essential to our workers. By going through this process away from the bargaining table, we can come to the table with a firm and unified stance. We indent to do this in a number of ways. First, we can educate workers about how in actuality, their interests are aligned because a victory for the union is a victory for all members. For example, an improved pension plan does not only benefit older workers, but also younger workers because of the precedent that this proposed pension plan will set for their future pension plans. The same is true for job security. We will ensure the workers that we as their union are their agents in their desire to improve their wages and working conditions. This emphasis on unity will increase our relative power and aid us when it comes time for zero-sum bargaining.

It amazes me how the ones in charge didn't know anything about their own workers, not even how much they were getting paid. If I was in charge that would be one of the most important things to know but the owners didn't care enough to keep track. I am glad that everybody became fed up with being treated that way and started a general strike. The strike eventually led to a grievance system that was put into place but most still didn't follow

Employees started to exchange their frustration about Cruz-Moore’s criticism. A director of HUB soon followed up with the Facebook post. Cruz-Moore commented on Cole-Rivera’s post “stop with your lies about me”, She then brought the entire Facebook exchange to the executive director’s attention (O'Brien, C. N. 2013). The employees who were involved were terminated for bulling and harassment of Cruz-Moore. Cruz-Moore had suffered a heart attack as a result of this incident. The NLRB ruled that HUB violated the NLRA by discharging the five employees, because the employees were engaged in protected concerted activities for the “purpose of mutual aid or protection” under Section 7.167 (O'Brien, C. N. 2013). Employers were ordered to reinstate employees with back pay because the discharges were motivated by the employee’s protected concerted activity.

The labor union movement over the years has shaped the way individuals work and live for both the nicest and unpleasant. Some would think the unions influence has created a power struggle between management and union leaders. In today’s time, some citizens insist the existence of unions are a must to aid in employee freedom, while others view the labor unions as just another problem in the line of progress. The purpose of labor unions was for employed workers to come together and collectively agree on fundamental workplace objectives. The rise of the union came about after the Civil War- responding to the industrial economy. Surprisingly at the least unions became popular within the 1930-50’s and began to slowly decrease,

Being part of a union gives members the benefit of negotiating with their employer collectively, as part of a group; giving them more power than if they were to negotiate as individuals (Silverman, n.d.). Overall, unions demand fairness which can lead to the unions influencing and changing ‘managerial decision-making at the workplace level’ for decisions in which employees are affected (Verma 2005). Unions are also beneficial to have present in the workplace because their bargaining of better condition will often benefit non-members as the conditions negotiated with management are implemented across the organization with no regard to membership status. Management is also able to avoid union disagreement by benchmarking conditions to that of an already unionized workplace.

Individuals have been at work for thousands and thousands of years. Over the last century there have been many changes in the United States that protects workers in their positions and the duties they perform. There has been many changes for employers as well that protects companies and organization and offers beneficial information to keep them in compliance with changes and away from any from and form of discrimination. Over the last century there has been the organization of Unions (Bargaining Unit) in which are to protect workers in their positions, give them fair marketable pay and be the liaison between the employer and employee. Union organizations represent employees and negotiate contracts that

The role of management and unions in society today is to protect the employee. The management team needs to make sure she/he is treating the employee fairly, needs to provide a good work environment. If management fails to do a good job and the employee feels discriminated, treated unfairly, feels discontent for different reason, management does not want the union to get involved, they feel respect for unions and will do whatever it takes to make their team happy. This is why so many companies have employee parties, employee recognitions, etc.

The National Labor Relations Act (NLRA) started in July 1935 to protect the rights of employees, rather, they be union or nor-union employees (Pozgar, 2012). The employees are protected under the Act or may employ in bubble-like, rigorous goings-on in situations other than the customary union organizations and cooperative bargaining. The National Labor Relations Board regulates the employers from interfering with the rights of the employees to implement or organize and join with a groups that offers assists with collective bargaining purposes like organization union or joining one (Pozgar, 2012). The employer may not restrain, coerce or stop employees