Legislators Argue That Employees Are Losing Out, Even Though

Firstly, it will seem that the management and the labor union of any organization have a stake in the success or failure of that organization. The success of the organization has to be the priority or the number one goal of any member or members of the organization. As such, the entire organization has to work as a team in order to succeed, thrive and survive. In the real world, that is not what is happening. As a matter of fact, the labor unions and the management of some organizations see each other as adversaries.

Two years ago the United Steel Workers organized the 400 workers at Maple Grove Foods, a food processing company in Western Ontario. Previously the company had been in operation for over thirty years as a non-union shop. Management had tried to convince employees not to join the union. The employees were paid quite well, in the view of the company.

Weingarten, Randi. "Why unions must keep up the fight." American Educator, vol. 39, no. 22015, p. 1. Opposing Viewpoints In Context,

Supreme Court, repeatedly found unions in violation of the Sherman Antitrust Act, even though that act had been intended to control corporations, not unions” (Murrin et al. 2002:701).

If a union represents only a portion of the shop, any agreements cover the entire shop. All of the employees benefit from the collective bargaining agreements and any grievance policies in place under the same agreements. This means that employees not part of the union get a "free ride" for the benefits. They do not have to pay or support the union through dues, but gain from the process the union brings. It is considered unfair to the workers who do pay union

32.The federal government now supports the rights of workers to join a union and to engage in collective bargaining with employers.

Before the 1930s, labor unions had little to no voice in the contracts of industrialized companies. Labor Unions “are organizations of workers whose primary objectives are to improve the pecuniary and nonpecuniary conditions or employment among their members” (Ehrenberg & Smith, pg. 451). The Christian Labour Association of Canada (CLAC) and the United Automobiles Workers (UAW) are different unions in Canada and the Unites States. Even though they have some similarities, the two groups have many differences as well. Some similarities include how they bargain and negotiate. However, they differ in the type of union, what they stand for, how large they are, why and when they started, and what they negotiate for.

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

Initially, the intent of labor unions was for employed workers to meet together and collectively agree on fundamental workplace objectives and goals. The rise of the union came about after the Civil War, in the United States- responding to the industrial economy boom. Following the war, labor unions finally reached public popularity within the 1930-1950’s, and then again began to slowly decrease, through the 1960’s and on to today’s times. Although, the popularity of labor unions has decreased, its importance remains to be evident with politics, journalism, auto, and the public education industries.

once the candidate gets into office. This also leads to mistrust of the union. While some are

“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”.

LEWIN, D., KEEFE, J. H., & KOCHAN, T. A. (2012). THE NEW GREAT DEBATE ABOUT UNIONISM AND COLLECTIVE BARGAINING IN U.S. STATE AND LOCAL GOVERNMENTS. ILR Review, 65(4), 749-778 Retrieved from https://web-b-ebscohost-com.bethelu.idm.oclc.org/ehost/pdfviewer/pdfviewer?vid=4&sid=71a03270-ad95-41f9-a574-414b59891617%40sessionmgr103&hid=101

Employers initially resisted unions as they were seen as a ‘tool of worker power’, and some countries even banned the groups all together (Baoill 2011). Although these restraints have been lifted, restrictions and guidelines have been put in place by government bodies to govern union activity; and employees internationally have the right to form unions (Baoill 2011).

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.,

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.