Union In The Workplace: A Case Study

The first step in order to become unionized, an organizing committee needs to be formed that represents all the workers that want to be unionized. The committee needs to be educated enough to share the about the union and possible anti-union campaigns set by management. The organizing committee also has to know the different structures in the workplace, basic employee information and the employers’ information (UE 1). Step two, the organizing committee has to set up campaigns in which they will collectively determine what the “issues” are and what employees demand from the union (Carrell 136). Step three, is without a doubt the most crucial step, it determines whether a union can even come in to bargain with an employer. The employees are asked to join the union and support the union with a union recognition strategy. This is usually done with card-check also known as a card- campaign is held in which more than 50% (sizable majority) have to sign agreeing to the union being their legal bargaining unit (Carrell 136, UE 1). Step four, the union bargains with management and hopefully a union contract is

Once these criteria are met an election occurs to determine if employees want to unionize. The National Labor Relations Board oversees the election to make sure that a true secret vote is secured. If a majority of employees, which is one vote over 50%, agree to join the union then the NLRB certifies the union as the bargaining representative.

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).

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

There are many steps, rules and regulations that must occur in order to for an organized labor union. If employees of a company want to have a union represent them, they must sign authorization cards, petition for an election, hold hearings, determine the appropriate bargaining unit, and have an election to determine who will represent the employees (Holley, 2012). There are many rules to each one of these steps to be completed for the unionization to be

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).

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

The role of management and unions in society today is to protect the employee. The management team needs to make sure she/he is treating the employee fairly, needs to provide a good work environment. If management fails to do a good job and the employee feels discriminated, treated unfairly, feels discontent for different reason, management does not want the union to get involved, they feel respect for unions and will do whatever it takes to make their team happy. This is why so many companies have employee parties, employee recognitions, etc.

The National Labor Relations Act (NLRA) forbids employers from interfering with, restraining, or coercing employee in the exercise of rights to organizing, forming, joining or assisting a labor organization for collective bargaining purposes, or from working together to improve terms and conditions of employment, or refraining from any such activity. Similarly, labor organizations may not restrain or coerce employees in the exercise of these rights. “After employees choose a union as a bargaining representative, the employer and union are required to meet at reasonable times to bargain in good faith about wages, hours, vacation time, insurance, safety practices and other mandatory subjects” (Employer/Union Rights and Obligations/NLRB, 2016). Collective bargaining results in many positive benefits. The wages of union members are, on average, 30% higher than those of workers who do not have union representation.

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.

The United Auto Workers union will be representing 162 skilled-trades workers in Volkswagen's Chattanooga plant, reported CNBC. The UAW won by a vote of 108-44 that ended on Friday. However, Volkswagen said that it will make an appeal to the new ruling. The German carmaker also said that the rest of the plant's 1,400 blue collar workers should have the right to address union issues.

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 National Labor Relations Act was enacted by congress in 1935 in order to define and defend the rights of the employment relationship. The act allows employees of a company the right to form a union and have the union organization represent them through collective bargaining. Collective bargaining is the process of negotiation between both parties; Union representatives and a corporation, with the purpose of reaching an agreement for the best interests of employees and the corporation. In the negotiation process the attempt is to establish primary factors of importance which are advantages the union fights for and ultimately provide for its stakeholders that would otherwise not have

When employees are unhappy with their employer, they join together to form a union. The union’s goal is to ensure that workers are properly compensated for the work that they provide to their employers and it represents safety concerns and other issues of employees to employer (Brachmann. n.d). This is done through collective bargaining. Collective bargaining is when a union and management officials meet in order to resolve conflicts (e.g. pay, benefits and working terms and conditions) by way of exchanging commitments (Walsh. 2013. P243). Bargaining successfully strengthens the relationship between labor and management, reinforcing trust and honesty amongst the parties even though they may not agree one hundred percent on every issue. For example, a complaint was filed in 2010 against the Westin Providence Hotel, asserting discrimination against union supporting employees, failure to bargain with the Union, and establishing new terms and conditions of employment without bargaining with the Union (nlrb.org. 2011.). However, before going to trail, the firm and union collectively bargained and resolved all issues by way of contract agreement. The Labor Management Relations Act (LMRA) requires union and management groups to bargain in good faith- each party exhibiting an honest attempt to reach an agreement or settlement, and being reasonable in their positions and tactics, on issues the law require and the parties voluntarily decides to negotiate (Szczepanski. 2003). It is

We organized into small groups and began to affect small change, however, in order to affect real change, a change for me and my life as well as all my fellow workers, a national organization and a national voice is needed. I am concerned that the workers of the small organizations will not be heard due to the loud voices of the larger organizations. Consequently, it is necessary upon the national organization to develop a method to represent all of us equally. The larger the union representation, the more effective it