The Right Of Work Laws

Throughout the Twentieth Century, the evolution of workers’ rights in the workplace has drastically evolved. Through the utilization of constitutional freedoms, workers across the nation came together to support the goal of receiving fair treatment from employers when it came to wages, work conditions, and benefits. However, this wasn’t achieved without great sacrifice from the average man as standing up for their rights was a brave act that usually resulted in consequences.

The labor relations movement has been one of the most successful driving forces behind such efforts as: providing aid to workers who were injured or retired, better health benefits and to stop the practice of child labor in the workforce. Ostensibly, unions in the United States arose out of the need to better protect the “common interests” of laborers. Today, many of the social movements and alliances forged are created under the guise to better protect the employer from a plethora of interests made against the organization, rather than, increasing wages, improving reasonable employment hours and/or enhancing work conditions.

In labor as in all things there is strength in numbers it is this strength that American labor unions provide. Labor unions provide a collective voice for those who had not previously been heard. As the professor in the “Frustrated Labor Historian” Dr. Horace P. Karastan is left with the dilemma what are the three most important events in American labor union history it would be difficult to choose with so many important moments. There are however several events that stand out as being turning points in giving employees unquestionable protections. The Norris-LaGuardia Act of 1932 allowing employees the right to organize. Further the Wagner Act protecting employees from reprisal from employers for organizing spurring the growth of unionization. The Landrum-Griffin Act of 1959 building on the Wagner Act as well as the Taft-Hartley Act of 1947 which granted protections from the unions. It is these Acts that have changed the landscape of American labor union history and leave us with the unions that we have today.

The changes brought up labor unions in the United States over recent history has brought about a movement. This specific movement has shaped the way that employees and workers are treated in the workforce,and how they maintain their quality of life through this employment. Many people think that the labor unions’ influence has created a power struggle between management and union leaders. In many cases this can be considered true, as there have been countless feuds between management teams and labor unions, especially in recent history. In today’s times, on the one hand, some people believe the existence of unions are a necessity in order to ensure and promote employee freedom; while on the other hand some people view labor unions as just another problem in the line of employee success.

Throughout American history, labor unions have served to facilitate mediation between workers and employers. Workers seek to negotiate with employers for more control over their labor and its fruits. “A labor union can best be defined as an organization that exists for the purpose of representing its members to their employers regarding wages and terms and conditions of employment” (Hunter). Labor unions’ principal objectives are to increase wages, shorten work days, achieve greater benefits, and improve working conditions. Despite these goals, the early years of union formation were characterized by difficulties (Hunter).

Today, millions of American workers are denied their rights to consider forming a union since the process of voting on union formation has been corrupted. This has become an urgent crisis and a barrier to workers’ rights because they are frequently intimidated, harassed and even fired by their companies, which is blocking their freedoms and abilities to bargain for a better future. Therefore, the Organized Labour has made the Employee Free Choice Act, which helps workers remedy those problems from their employers. For further detail, a brief review of what the Employee Free Choice Act is and why it is important for workers’ rights follows.

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,

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).

Q1 – Understand the purpose of employment regulation and the way it is enforced in practice.

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

Audience hook: On the surface “right to work” sounds like this is a bill to protect workers, in fact it does no such thing. The Right to work Bill being proposed in Missouri has no guarantee of work, or protection for workers in the state. This bill is targeted at breaking down Unions. Currently if you’re employed in a union shop you also are required to be a dues paying member of that union in exchange for the protections and bargaining a union provides. Under right to work no one would be required to be part of the union that forged the way to the job they are currently in. It seems like a simple fair enough idea that you shouldn’t be required to be a part of the union, but what happens when the union falls apart and there is no collective bargaining to protect

State Department of Labor as a direct result of pressure from organized labor (MacLaury). Shortly after the creation of the Department of Labor, the Great Recession hit the nation. With the depression came an increased unemployment and lesser wages however significant legislation was also created during that time that impacted union membership. The most significant law was the Fair Labor Standards Act. Following shortly after this FLSA, the United States amended the Equal Pay Act and the Civil Rights Act of 1964 and the Occupations Health and Safety Act of 1970. Although these acts were supported by the power of unions, these acts in particular impact union membership which will be discussed later in the paper. It was at this time in the nation’s history that unions began to see a decline in membership. Unions today cast a wide umbrella of membership and consist of trade unions such as the International Brotherhood of Electrical Workers and the Laborers International Union of North America to service unions such as the United Food and Commercial Workers. Although their membership has declined, unions that were once affiliated with a defined group skilled labor employees now can be found in almost any industry representing any group of employees.

In the U.S. labor relations, a group of employees who desire to bargain collectively rather than individually, are those who typically form a union (Dooley, 1957). This demonstrates to the employer that the majority of its employees support the union and the organizing process begins. First, employees cannot form a union without abiding by certain basic procedural steps and legal standards that are required. Decisions to vote against or for a union are based on factors such as satisfaction with their job, beliefs of the effectiveness of the union, and the culture or social environment in which the employee works. Next, when an employer exerts undue punishment to an employee who the employer suspects as being an illegal alien, this may be poor public policy. From a legal perspective, a recent federal court case, Singh v. Jutla & C.D. & R. Oil, Inc., 214 F. Supp. 2d 1056 (N.D. Cal. 2002) spoke to this issue. In this case, when the plaintiff Singh filed a wage claim under the Fair Labor Standards Act (FLSA), the employer fired him and reported him to INS as an illegal alien (Labor Law, 1969). Likewise, the union certification process which was established by the National Labor Relations Act (NLRA) in 1935 was a victory for workers waning union representation upon its initial implementation. Workers could petition the National Labor Relations Board (NLRB) for a determination made democratically of whether a majority of workers favored unionization (Labor Law, 1969). This effort

With globalization,many changes have been brought up in the workplaces that are leading towards more flexibility and enrollment of the employees (Tong Fay and Anil Verma,2002). “According to a survey -unionized workers across Canada earned$5- 28/hour more than non-union workers; Women with unions earned more too and got paid more fairly (Why unions? ,2015)”. Thus ,it gives us an idea what changes are being brought about by the unions in comparison to non-union when it comes to the wage sector. The union workplaces give a chance to the members to bargain for their benefits which includes not only social well being but also the say,the right to speak up about their own views therefore giving them the chance to talk about their problems. The union have been progressed to give a fair wage

The aim of this Assessment is to demonstrate an understanding of employment regulation and how it is enforced. Other areas covered include; how to manage recruitment, manage issues relating to pay and working time lawfully and how to ensure that staff are treated lawfully when they at work. Finally it will cover managing performance and disciplinary matters lawfully.