The Landrum-Griffin Act Case Study

In 1947 it was revised to help better protect employees as well as employers. The revision stated that employees and managers must bargain “in good faith” with each other, and illegalized wild cat strikes, (refusing to work under a valid contract). These rights help employees as well as employers to be treated fairly. Forcing employees and employers to work together as a team can increase their understanding of where each side is coming from, as well as making it easier to compromise. The act also prevented businesses from becoming “closed shops,” (places where only union members were hired.) and prevented members from forcing others to join a union. Employees were also given the option to hold elections to certify and decertify unions. Employers were given the freedom to voice any concerns they had over unions so long as they did not interfere with the organization of unions. The revised act also gives the president the power to call off strikes in the event that it becomes a national emergency. A board may be hired to examine the situation of the strike so that the president may better understand why the situation has not been resolved. The president can then put an injunction on the strike; if a decision is not reached, the injunction can be extended.

Labor unions represent workers interests and the collective bargaining process provides a way to manage the conflict (Noe, 2003). More than ever, union employees have come to see unionizing as a way to achieve an

What can union help with? Wages, if the employee feels as if what they produce for the company needs more compensation than what they currently have, unions can bargain wages. Working conditions? If employees are feel unsafe/ at risk in their workplace they can bring up these issues

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.

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.,

“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”.

Unions do provide a lot of good services to its members, such as higher wages, better hours, more benefits, and safer working conditions. There is a price to pay for these services, though. Every union requires its members to pay dues, whether they are in the form of a percentage of each paycheck, or a flat rate. The money form dues goes towards lobbying politicians to pass union-friendly legislation, or better labor laws. The money also finances officers in the union organization, who are the ones calling the shots, as far as labor negotiations are concerned.

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.

Working is a necessity for life. Everyone has to work in some way to get money so they can live. With work being such a universal thing, there are bound to be some issues with it. Unions have come into question about whether they are necessary or not. In my opinion, unions should stay a part of the workplace. They tend to bring workers together to make their lives better at work. Unions have many ways to get what they want from companies, and negotiating is the most common practice. The main functions of unions are to help organize workers and bargain. With organization, workers can fight for better wages, hours, and conditions.

Workers would not be able to successfully accomplish the established goals without the help of the union.

Labor Unions have become an important factor in our industries. For many years, labor unions have served as the main voice of the workers to their employers. The continuous effort of labor unions in helping the laborers ensure their rights in their jobs, acquire all the benefits they need and to eliminate the injustice experienced by workers in their workplace is still an ongoing process. In order to understand labor unions in general, knowing the roots of it is the best way to start. In this paper, the progress of the labor unions throughout history, the issues faced the developments it achieved, laws passed and the problem faced by today’s unions will be tackled.

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

The union systems are different in different countries.in most of the countries, there is a single ,dominant system for industrial relation that is applicable to nearly all workers.in Canada and United States there are two systems an organized and unorganized systems. Both of them have their own rights and duties of the parties, employment terms and conditions and processes and structures for making decisions.in North America there is an agent who acts as a representative to the employees who are unionized. On the other hand the unorganized employees are able to bargain on their own but they normally have little capability that can affect strategic decisions, policies and employment conditions.

In terms of a business community, it is the responsibility of the leaders to promote an environment that focuses on establishing a worker's strength, discovering his or her potential, and then developing that potential in order to fulfill that person's purpose. In the business world, we see people all the time who feel their work is not fulfilling and lacking in purpose. These are also the kinds of people we see that show up to work and complete the bare minimum necessary for obtaining their paycheck. An employer who wants to have a successful company needs to promote the kind of work that is in their employees' best interests and allows them to feel useful each and every day. A happy employee will be more invested in the business's day to day operations, as well as the overall success of the organization.

The relationship between unions and organization is a touchy one. Dating back to the start of unionization in the 19th century, the two bodies have held opposing viewpoints. Unionization was formed from the opinion that organizations took advantage of workers and some form of a negotiating agreement was needed. There were documented events of workers working long taxing hours for insignificant pay; no healthcare coverage; dangerous working conditions; and gender and or racial discrimination. Companies believed that unionization caused less productivity which endangered profits. Companies also believed that unions interfere in daily processes, and limits the employer’s say over compensation and benefits. The