Labor Relations Between Business X And A Union

Wages: The act determines methods of wage payment and establishes the right for you to not suffer from unauthorised wage reductions.

Labor unions are lawfully recognized as envoys of employees in many companies in the United States. Activities of labor unions are centered on collective bargaining over workers’ benefits, working conditions, and salaries. They also stand in for their members in disagreements with management over the contract provisions violation. There are also larger unions that engage in activities of lobbying and electioneering at the federal or state level. In America, most unions are associated with one or two wider umbrella organizations. These unions stand to advocate legislation and policies on the workers’ behalf. They are also actively involved in workers politics, as well as issues of global trade but as times generations changed have they out lived their purpose. This paper examines labor unions, labor laws, NLRB and, the different generations represented in the workforce and how they affect the future of the Union.

When speaking of unfair labor practices, it is imperative to note that, according to the provisions of the National Labor Relations Act, they include any attempts of an employer to prevent employees from organizing or creating their unions, restrain or interfere with their rights to support the existing union, affect their intentions and perceptions of union activities, threatening an employee with firing them or taking away their benefits predetermined by their competence if they choose to support the union (Legal Information Institute, n.d.; Noe et al.,

The NLRB and the courts have interpreted this statutory provision to mean that employees ( both union and non-unions members ) have the right to act together and discuss the terms and conditions of employment with fellow employees, to

“Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for collective bargaining or other mutual aid and protection”.

Historically, unions have made major improvements in workers’ conditions and wages. There has been legislation in favor of support to unions and worker needs and there has been legislation to restrict union power. The Wagner Act, commonly referred to as the National Labor Relations Act, and the Taft-Hartley Act are two of the many laws created to balance union power. This paper will look at both Acts, the impacts they have had, and what changes could be made to make them more relevant to today’s society.

“Robert Tobias (2010) argues that to be effective, human resource managers need to embrace the possibility of positive and productive relations with labor unions.” (Riccucci pg. 10-11)

While labor relation laws have provided legal stability for employers and employees to exercise and pursue their respective rights and interests, not all conflicts and disputes are resolved based on precedence of law. The National Labor Relations Board (NLRB) enforces the right of employees to engage in concerted activities for mutual aid or protection and takes the position that class and collective action waivers in employment and other agreements are unlawful. Although the National Labor Relations Act (NLRA) provides employees certain rights, some labor relation issues decided by the NLRB have been challenged in some cases and supported in others by the Supreme Court and the United States Courts of Appeals.

This is when a group of staff or workers is formed into a labor union. These unions play a big role in the firm as they can talk about issues between each other. An example is when there is a problem with the staffs pay amount of even the working conditions.

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

Fifth, the unions work on almost everything concerning workers and also the organization thus facilitating a well formed bridge of communication. Lastly, unions monitor hours of work, incentives, overtime pay, insurance, provident fees, maternity leaves, compensation for loss and holidays among

Unions help workers to attain their goals through guarding their interests. These unions are governed by the Labor Management Reporting and Disclosure Act of 1959. The union under consideration in this paper is The National Education Association of the Unite States.

A union is an organization of workers who join together in order to have a voice in improving their jobs and the quality of work within the organization. In many occasions, unions help employees of an organization negotiate pay, benefits, flexible hours and other work conditions that may arise. Unions have a role because some degree of conflict is inevitable between workers and management (Noe, 2003). In this paper, I will be discussing the impact of unions and labor relations within an organization.

“Robert Tobias (2010) argues that to be effective, human resource managers need to embrace the possibility of positive and productive relations with labor unions.” (Riccucci pg. 10-11)

The labour relations are a method to interact with the employees which are characterized by trade unions. Trade unions is the voice of a group of employees which are together when they have to take decisions about salaries, compensations, working hours or working conditions and other methods or characteristics of working.Recoord keeping is the duty that involves recording ,conserving ,and repossessing employees similar information’s for difference motivations.(Human Resources Management Functions )