Working Time and Agreement Essay

The history of unions in the US is based on a time line that represents workers struggling to organize unions. In the United States, the history of unions played an important part in the independence process for trade unions and everyday workers. Labor unions have played a tremendous part in molding the workforce as we know it since the passing of the National Labor Relations Act (NLRA) in 1935. However, not long ago, collective bargaining and unions opened the eyes of many Americans by negotiating with management about working conditions and pay wages. Whether they are still perceived as important today is still a major question. As noted in the text, union favorability ratings have declined from 35% to 7% over a thirty-year span. A questionnaire was distributed to a non-random sample (N = 50) to ascertain their attitudes and perceptions on labor unions. Sixty-seven percent of respondents believe that unions should be in every state with 60% of those in a non- Right to Work

Unions are the biggest threat to the O.P. Henley factory because they give workers more control over their pay and working conditions. If a union treats all members as equals, there is less chance for arguments among workers that might give managers more power over a divided work force. The more power workers have through their union, the less control the managers have over the labor process (215). Norma Rae is the O. P. Henley company’s worst nightmare. She has never been a silent, accommodating worker, always complaining for worker privileges and safety, whether it be a Kotex machine in the restroom or her mother’s temporary loss of hearing. A tactic which companies use to control workers like Norma Rae is bureaucratic control; the company promotes Norma Rae to a less strenuous, better paying job in order to quiet her down, and by assigning this job, where Norma Rae is a speed up supervisor, the company actually makes more profits because Norma Rae’s position requires her to generate more work from the other employees (207).

GMFC and Local 384 have been unsuccessful in negotiations and the current contract has just expired. This impasse has caused the first lapse of contract between the organization and the union in fifteen years. It is imperative to both the health of the company and to the job security of the employees to resolve these negotiations quickly. In order to move forward we must fully understand and evaluate the positions of both Local 384, and GMFC. What are the major barriers stopping us from reaching an agreement and what are the underlying issues to these barriers? We must fully evaluate the issues in order to

I visited the Communications Workers of America (CWA) website, https://www.cwa-union.org/ to find out some more information. What I discovered were statements about how the union will help with negotiating wages, benefits, and safety. The CWA states that they will not only handle the basic employment negotiations, but they also provide services to help with further education, and employee

In the case of Bellagio v. National Labor Relations Board, The United States Court of Appeals was asked to rule on whether a ruling made by the NLRB was appropriate. The case concerned a bellman at the Bellagio Hotel who solicited a tip from a customer, which was against company policy. The customer complained to management, and the bellman was summoned to a meeting regarding the complaint. When asked about the complaint, the bellman requested a union representative; however, he declined to contact one by his own effort. The Bellagio tried to find a union rep, but was unable to locate one at that time, so they informed the Bellman that he could fill out a statement without a rep, or the meeting would be postponed and he would be put on “suspension pending investigation” until the matter was cleared up. It was clearly indicated that the SPI was not disciplinary and the SPI would not stay in his employee file, but that he could not work until the investigation was completed. As he

Legislation though out the last century have affected the labor conflicts and have either helped or tested the ILWU. One of the most important pieces of legislation to the ILWU would be the National Industrial Recovery Act (NIRA) section 7a. As Deborah Sonis, an editor, observes that section 7a “gave employees the right to organize and bargain collectively” (n pag.). This act made it possible for the ILWU to bargain collectively, which is one of the main points of the solidarity of the union on the west coast and not just in specific ports. While the NIRA was a help to unions, other legislation was a deterrent to unions. The Taft-Hartley act was created after gains by labor unions in the wake of World War II to benefit the employers. As the author Peter Onley claims “that giving the President the power to stop worker strikes-under threat of financial penalties and imprisonment-could radically shift the balance of power in favor of employers” (n pag.). In 2002, Peter Onley informs that “President Bush acted on October 8 and went to Federal District Court in San Francisco to enjoin the lock-out and open up the ports” (n pag.). The use of the Taft-Hartley could have negatively affected the union but the solidarity was what help the union survive. Other unions should see know what legislation affects them, and have strategies of how to deal with the legislation.

The AFL-CIO is a federation of international labor unions that has little authority over the affairs of its member unions except in extremely limited cases. Formed in 1955 and becoming the largest federation of unions in the US represents more than 12 million active and retired workers all over the world. AFL-CIO was designed to ensure all needs of employees such as benefits, paychecks, and safe job environments and fair treatment (AFLCIO, 2016). Labor Management Employment Relations Association (LERA) was founded in 1947 it is a singular organization in the country where professionals interested in all aspects of labor and employment relations network share ideas and learn about new developments, issues and practices in the field (LERA, 2016).

Support for the decision of Case 02-RC-143012, The Trustees of Columbia University in the City of New York and Graduate Workers of Columbia– GWC, UAW

WFR South conducted the second bargaining session with the recently organized PSCo Administrative Assistants in Transmission Construction and System Protection where the union provided a number of proposals to the Company for consideration. The union’s contention that these employees are automatically entitled to move into the defined benefits pension is a source of contention as the Company disagrees that a letter of agreement from 1999 is applicable to newly organized employees. They also disagree that these employees should automatically move into the “Associate” title and receive a raise of up to $5.00/hour.

Union benefits the employee by negotiating with their employer as a group to get a higher pays, benefits, better hours, etc. Unionization process is done with employee agreement to agree to use union in representing them in negotiation with employers. The Legal Basis to engage in union activities can be found in the Wagner Act, or National Labor Relations Act, of 1935 (Cascio, 2010). For a company to get unionize, at least signatures from 30 percent of the employees are needed (Lee Smith, 2011).

of the unions. Support for the union programs is not enforced. It 's agreed upon

Collective bargaining is the cornerstone of labor relations in America today and allows workers of various backgrounds to effectively negotiate fair employment. Beginning in the summer of 2015, contract negotiations began between Verizon, and employees affiliated with the Communication Workers of America (CWA) and the International Brotherhood of Electrical Workers (IBEW) unions. This dispute affected thousands of workers, and both sides remained steadfast in their efforts for close to a year (Richardson, 2016). The collective bargaining process for Verizon, CWA, and IBEW resulted in one of the largest and longest strikes in the last decade, and Verizon also holds the spot for the second largest strike in last decade which occurred in 2011 (Pressman, 2016). These large strikes in response to failed or drawn out negotiations can affect many areas of labor relations including workers, businesses, and consumers.

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 grievance presented has significant relations with some provisions and regulations that have been pre-established in the union contract between the United Machine Workers Union, which represents our production personnel, and the management of Acme Manufacturing Company. However, this matter is specifically a case about opposing opinions and the legal perception of Mrs. Kyla Martin and her manufacturing supervisor Mr. Joe Jackson in regards to their authority and subordination. For our

IKEA continues to be a force in the U.S. furniture market, second only to Ashley Furniture Home Stores, however, the organization is not without its issues. In 2012, it was reported that IKEA and several international organizations were working with a Turkish supplier whose working conditions were deemed to be unacceptable. This allegation was particularly surprising for a company that boasts about its dedication to its own employees. The human rights whistleblowers claimed factory workers complained of hazardous working conditions. Watchdog organizations demanded IKEA, “the factory’s largest customer”, spearhead the movement towards improving working conditions (The Local SE, 2009). IKEA representatives released a statement explaining the company’s commitment to the factory workers stating “Workers’ safety is a cornerstone in the IKEA code of conduct” (The Local SE, 2009). IKEA has also been charged with misrepresenting employees about their right to refrain from union membership and failing to pay its employees a living wage. In 2014, IKEA announced it was “raising its average minimum pay by 17 percent, to $10.76 at the beginning of 2015” (McGregor, 2014). Peter Agnefjäll, IKEA’s CEO, was quoted as saying “We want to have a positive impact. We want to grow in a way that is people and planet positive” (Figueres, 2014). The forward thinking CEO has been described as a transformational leader; one interested in generating necessary change