Employees At Macy's

It is so hard to leave until you leave. Realizing that it is the easiest thing in the world. Or is it? Considering to quit my job as a collections representative at Macy's was a tough risk-taking decision to make since it came with prestige communication skills and had numerous benefits that really benefited my life. A few people in my family and a few of my co-workers had their sayings that I would regret making that unreal decision. They told me that I was in the right place and leaving will take away from the recognition of my hard work I had received while working there. While a part of me wanted to stay at a job that I had started at as a young hungry high school student. I felt that it was the right time to switch gears and leave for a position as a Service Provider at Molina Healthcare. Making the decision of quitting my job at Macy's wasn't made because I didn’t feel I was treated unfair or I no longer enjoyed it, but it was made out of being financially happy. Once I had asked my dad on several occasions to quit his job

The act also created the National Labor Relations Board (NLBR) which monitors the collective bargaining process. It’s made up of five members, who run offices all over the United States.

Macy’s Inc. is one of the oldest enterprises in the United States, belonging to the department stores industry. (Hoovers.com) It is a national brand, owning 850 department stores. During the development of the company, there had several key decisions that were beneficial for the company. However, in recent years, the competitions in department stores industry become more and more serious.

The National Labor Relations Act (NLRA), also known as the Wagner Act, was enacted in Congress in 1935 and became one of the most important legacies of the New Deal. Prior to the passage of the NLRA, employers had been free to spy on, interrogate, discipline, discharge, and blacklist union members. Reversing years of federal opposition, the statute guaranteed the right of employees to organize labor unions, to engage in collective bargaining, and to take part in strikes. The act also created a National Labor Relations Board (NLRB) to arbitrate deadlocked labor-management disputes, guarantee democratic union elections, and penalize unfair labor practices by employers. The law applied to all employees involved in the interstate

29 U.S.C. §§ 151-169 (2015). The NLRA enables workers to engage in concerted action free from employer coercion, retaliation, and to bargain collectively with their employer. Id. See also Richard B. Freeman, What Can We Learn from the NLRA to Create Labor Law for the Twenty-First Century? 26 ABA J. LAB. & EMP. L. 327, 327 (2010). Freeman notes that “[t]he NLRA intended to replace the costly organizational fights that historically marred U.S. labor relations with a ‘laboratory conditions’ electoral process . . . .” Id. It also was meant to bolster the economy, facilitate labor peace, and create more jobs. Id.

Of the many laws and regulations that affect labor relations in the United States, few have had a greater impact than the National Labor Relations Act (NLRA). This law, passed in 1935, was designed to protect the rights of both employers and employees, while also discouraging certain workplace practices. But what did this law actually do, and how does it affect your company today? Our workforce specialists at Industrial Relations Consultants have your answers.

To help bring about congressional change, the National Labor Union was created in 1866 “to pressure Congress to make labor law reforms” (Library of Congress). It was composed of “national associations of unions” with “trade-printers, machinists, stone cutters” and others (American Federationist).

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

After the Stock Market Crash of 1929, life for Americans changed dramatically as the nation’s economy came to a halt. With unemployment rates reaching historic levels, politicians scrambled to find a fix for the Great Depression; but President Hoover’s attempts to mediate the issue with charity and negotiation were unsuccessful at best. In the end, what had the greatest impact at the time was President Roosevelt’s New Deal. Roosevelt’s New Deal, focusing on the goals of direct relief, economic recovery, and financial form, had limited effectiveness in its time, but expanded the long-term role of the federal government profoundly. Roosevelt’s primary concern was to provide direct relief to the poor by providing jobs and financial assistance.

With the WAGE Act, instead of or in addition to filing a complaint with the NLRB, employees or unions would be allowed to file a private right of action in courts and be entitled to any remedies available under the NLRA and if successful also receive reasonable attorneys’ fees. One of the criticisms with a failed predecessor of the WAGE Act, the Labor Law Reform Act in 1978, was that it would create increased filings of complaints, therefore allowing employees to harass employers costing time, money, and energy. With employees and unions being able to file suit for violations of the NLRA this same argument could be leveled here, that employees and unions will be extremely litigious and the number of cases filed against employers will increase thereby increasing costs, time spent on litigation, and flood the court systems with endless litigation that could make the courts run less efficiently. Therefore, it is likely that this argument against the WAGE Act will surface once debate on the bill picks up and knowledge of the act becomes more

The National Labor Union (NLU) was formed in 1866 by William H. Sylvis to help protect the working conditions of workers. The organization was formed in a convention in Baltimore, where skilled and unskilled labours, farmers, and reformers came together to pressure the Congress to pass laws to limit workday hours to eight hours. Furthermore, the organization not only helped workers, but fought for other rights such legislation banning prison labor, land reform laws to keep public holdings out of the hands of speculators, and national currency reform to raise farm prices.The NLU handled situations differently than all the other unions, the union would only improve the working conditions of workers through the process of the law rather than collective bargaining, which is a process of negotiation between representatives of workers and

The history of the American labor movement coincides with the development of labor unions in the United States, from the initial local craft unions like the Federal Society of Journeyman Cordwainers (shoemakers), to the formation of national unions such as the National Labor Union (NLU) and the Knights of Labor, creation of the American Federation of Labor (AFL), and the Congress of International Organizations (CIO), the merger of the AFL-CIO, and its breakup through the defection of the national unions that formed the Change to Win (CTW) coalition (Fossum, 2012, pp. 27-34, 53-54). Paralleling the union development was a series of national labor legislation: Railway Labor Act (1926),

Levitt (2014) defines culture as the coherent, learned, shared views of a group of people and about life’s concerns that ranks what is important, furnishes attitudes about what things are appropriate, and dictates behavior. Macy’s corporate culture possesses a diverse leadership team to target their diverse customers and locations. Diversity, based on experiences and passion, gives the Macy’s leadership team new perspectives to promote successful business. Levitt (2014) suggests organizational diversity can be considered as a mixture of people with different group identities working in the same social system. A multi-cultural team of Americans, Italians, Germans and Swiss would adapt well in the rich bouquet of culture in Zurich, Switzerland. As a new team leader, the biggest concern would be establishing integrations between the different cultures working together at Macys.

The AFL-CIO is a federation of international labor unions that has little authority over the affairs of its member unions except in extremely limited cases. Formed in 1955 and becoming the largest federation of unions in the US represents more than 12 million active and retired workers all over the world. AFL-CIO was designed to ensure all needs of employees such as benefits, paychecks, and safe job environments and fair treatment (AFLCIO, 2016). Labor Management Employment Relations Association (LERA) was founded in 1947 it is a singular organization in the country where professionals interested in all aspects of labor and employment relations network share ideas and learn about new developments, issues and practices in the field (LERA, 2016).

The following article expands on Macy’s plans to push its best stores upscale, due to a slowing department store business dropping an astonishing 0.7% to $6.23 billion in 3 months. Consequently Macy’s is looking to get out of the middle of the retailing road with a plan to add more upscale merchandise at its top 150 stores. According to The Wall Street Journal, some analysts have been predicting that pent up demand from shoppers would lift retail sales. It says that Macy’s has already started making changes at its Herald Square store (SUZZANE KASPNER).