...Pros and Cons of Unions Today GB 541: Employment Law Unit 6: Research Paper Assignment (Final) June 12, 2014 Prof. K. Rauch Unions in America Currently, there is are over 60 unions representing over 14 million workers throughout the country. A labor union is defined as an organization intended to represent the collective interests of workers in negotiations with employers over wages, hours and working conditions. Labor unions are often industry-specific and tend to be more common in manufacturing, mining, construction, transportation and the public sector (Labor Unions, 2014). Congress enacted the National Labor Relations Act ("NLRA") in 1935 to protect the rights of employees and employers, to encourage collective bargaining, and to curtail certain private sector labor and management practices, which can harm the general welfare of workers, businesses and the U.S. economy (National Labor Relations Act, 2014). Labor union s are mostly associated with Democratic Party and supports them during election. When unions are powerful, they boost the incomes of not only their members but also of nonunion workers in their sector or region. Labor unions strive to improve the lives of all working families by bringing economic justice to the workplace and social justice to our nation. Also, it is important because most corporations focus on creating profits at the expense of employees. History Unions are very prevalent in the United States presently and has a long history...
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...Research Assignment (Your name) (Date of submission) Instructor’s Name February 21, 2016 1. Define the term “collective bargaining” and list and describe four issues that are mandatory components of collective bargaining agreement. Collective bargaining is the act of negotiating employment conditions such as wages and roles between the employer and the employees. I researched collective bargaining and Funk & Wagnails New World Encyclopedia states, “The bargaining process is concerned with wages, working hours, fringe benefits, job security, and other matters relating to working conditions.”(2015) There are four issues that are mandatory components of collective bargaining agreement. The first issue is compensation. Compensation includes wages, fringe benefits, vacations, and holidays, shift premiums, and profit sharing. The second issue is personnel, policies, and procedures, which are layoffs, promotion, transfer policies, overtime, and vacation rules. The third issue is employee rights and responsibilities such as seniority rights, job standards, and workplace rules. Employer rights and responsibilities is the fourth issue and that includes management rights, just cause discipline and discharge subcontracting , and safety standards. Collective bargaining is needed and happening all over the world. An example of current events/acts of collective bargaining is what’s going on is Wisconsin right now. Wisconsin’s governor Scott Walker signed a bill on Friday, February 12...
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...reflect intrinsic type of rewards. Extrinsic rewards are tangible and take both monetary and nonmonetary forms. * Role of the HR unit in compensation * Internal equity * External equity * Meet/lag/lead strategies * FLSA * Exempt / nonexempt * 5 categories of exempt employees * Overtime * Training & travel time * Independent contractors * How to classify * Tax implications for employers / employees * Market pricing and pros/cons * Pay grades * Red/green circle employees * Pay adjustments (e.g. seniority) Chapter 12 – Incentives * Variable pay philosophy * How variable pay motivates employees * 3 categories of variable pay * Types of individual incentives * Gainsharing and how different from profit sharing * 3 types of commission pay plans and which is the most common * Examples of performance incentives * Why incentives should be tied to organizational goals * Pros/cons of bonuses vs. merit pay Chapter 13 – Benefits * why employers offer benefits * flexible benefits * adverse selection * employee choice in benefits selection * personal statement of benefits * legally required benefits and discretionary benefits * workers’ compensation / unemployment / severance * recent trends in healthcare insurance * HMO / PPO / POS * Health savings...
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...number of people working in the nonprofit sector has soared in America within the past 20 years. Even though memberships in unions have become stagnated, unions are increasingly targeting nonprofit employees to unionize. Unions are targeting nonprofits organization because sentiments about unions runs very strong in the for profit arena, and nonprofit employees are more in line with seeking what is fair and just. As the union tries to unionize We Care, as the Executive Director it is my responsibility to asset whether are not a union is the right thing for the organization. This paper will discuss the information that will be presented to the board based on my research on the whether or not We Care should unionize. In this paper the pros and cons of unionize will be discussed and ending with a recommendation on the whether or not to allow We Care to become a union shop to the Board. Unionize Yes or No? Introduction A considerable number of nonprofit staff members work in the field because they want to bring about change in their community and city. Many nonprofit workers coach and mentor the participants in seeking union jobs. It is through these avenues that they learn how unions can help increase wages and begin to wonder if a union would be a good thing in their organization. Some union such as the American Federation of State, County and Municipal and Service Employees international Union view recruiting nonprofit organizations to unionize as a key to their survival...
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...Running Head: Labor Laws and Unions One Labor Laws and Unions By Amanda Garcia August 14, 2011 HRM/531 Instructor: Scott Beck Labor Laws and Unions Two Labor Laws and Unions The United Parcel Service is a well-known logistics company with a long history of union involvement. The UPS strike in 1997 was a result of part-time employees working for years at the same starting wage and on almost a decade long waiting list for full-time positions. For 15 days the employees of United Parcel Service went on strike and the company was dealt millions of dollars in lost revenue. The United Parcel Service made the decision to significantly increase full-time jobs by adding an additional 10,000 positions. The company also made an increase in part-time to full-time ratios by implementing a significant increase in job advancement opportunities. Since union involvement, UPS has become a company with more to...
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...Nightingale started demanding respect for the profession of nursing that the field was recognized as one of importance. Florence Nightingale laid the groundwork for the profession of nursing. Eventually, nursing began to demand more respect in the medical community. Nursing degrees were more difficult to obtain and required high standards for admission into the schools of nursing. In approximately 1980, there began a shortage of nurses. This began for many reasons. Lack of nursing educators, long hours and the physical demand of the work are some of the most apparent reasons. Even though nursing had used collective bargaining for longer than 60 years, nursing unions did not really begin to surface until management refused to involve nurses in negotiations regarding nursing conditions and pay. Initially in the beginning, the primary reason for the bargaining process was for negotiating pay increases. This has evolved now to include several issues regarding nursing practice. “The downsizings of nursing staffs, systems redesign and oppressive management practices have created such poor nursing practice environments that improvement in wages no longer is...
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...------------------------------------------------- Employment relations essay “Management should have the right to determine whether a union should operate within their workplace” Discuss. Due April 27, 9AM By cassidy Eastabrook 2171192 Due April 27, 9AM By cassidy Eastabrook 2171192 Introduction Unions have been a heavily debated topic in Australian workplaces for decades. Some see unions as unnecessary evils, interfering with employee obedience and trustworthiness, the overall employment relationship and an organisation’s practices. On the contrary, many other employers and employees see unions as a channel for collective bargaining and better employee representation. Throughout the years of debates one question has remained prominent, “Should management be able to dictate whether or not a union should function within their workplace?”. This question is, of course, controversial resulting in their being no clear cut answer. On one hand, some may argue that should management have this right, organisations may experience increased managerial prerogative, boosted productivity and performance and decreased levels of conflict. However, on the other hand, critics disagree, stating that whilst this may be the case, the overall wellbeing of employees will suffer as they are taken advantage of through individual contracting. This essay aims to delve into both perspectives; the perspective of management and the perspective of the employee and identify more clearly the benefits...
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...Background of Labor Relations Labor relations can refer broadly to any dealings between management and workers about employment conditions. Most commonly, however, labor relations refers to dealings between management and a workforce that is already unionized, or has the potential to become unionized. Labor relation is the field that emphasizes skill managers and union leaders can use to minimize costly forms of conflict and seek win-win solutions with labor force. The decision for management involves whether the organization will work with unions or develop non-union operations. The decision is influenced by outside forces such as competition, public opinions etc. while there are several advantages of unionism to both the members and the employers, negative consequences on profitability and productivity have also been found by researcher. The best labor relation strategy is dependent on the tradeoffs between the positive and negative consequences and external legal environment. The term ‘Labor management Relations’ comprises of two terms: ‘Labor’ and ‘Relations’. “Labor” refers to “any productive activity in which an individual (or a group of individuals) is (are) engaged”. By “relations” we mean “the relationships that exist within the industry between the employer and his workmen.” The term labor management relations explains the relationship between employees and management which stem directly or indirectly from union-employer relationship...
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...Responding to an Employee Grievance: As you know, company policy requires that employees smile at customers and make eye contact with them. In the past nine months, 12 employees have filed grievances over this rule. They say they are being harassed by customers who think they are flirting with them. A produce clerk claims customers have propositioned her and followed her to her car. Another says, “Let me decide who I am going to say hello to with a big smile.” The union wants us to change the policy to let workers not make eye contact with customers, and to allow workers to refuse to carry groceries to a customer’s car at night. My own feeling is that we want to maintain our image as a friendly store that cares about customers, but that we also don’t want to require behavior that leads to harassment. Let’s find a creative solution. As you know, company policy requires that employees smile at customers and make eye contact with them. In the past nine months, 12 employees have filed grievances over this rule. They say they are being harassed by customers who think they are flirting with them. A produce clerk claims customers have propositioned her and followed her to her car. Another says, “Let me decide who I am going to say hello to with a big smile.” The union wants us to change the policy to let workers not make eye contact with customers, and to allow workers to refuse to carry groceries to a customer’s car at night. My own feeling is that we want to maintain our image...
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...Pros & Cons of Union Representation from Individual, Organizational and Society Perspective The rise of unions from the 1930s through the early 1950s was due to the convergence of a number of events, an economic policy that attempted to restrict competition beginning in the 1930s, the belief that labor markets were noncompetitive and that individual workplaces were unfair and union premiums were low. The passage of favorable legislation, in the form of the Wagner Act, was a reflection of the idea that unions could actually improve the functioning of labor markets and serve as a countervailing power to big business. Over the past several decades, union membership has declined because government policy became pro-competitive, it became clearer that labor markets were relatively competitive, HR practices developed that reduced the amount of opportunistic behavior of employers, and unions increased the percentage premium they enjoyed in industries where rents were available. In this environment, the public-good aspect of labor unions and their ability to improve the functioning of labor markets was being questioned. The passage of amendments to the NLRA that were unfavorable to unions was a reflection of this changed sentiment as to the public good aspect of unions as well as to the adoption of pro-competitive market policies in general. Consequently the future trend in union mass will depend on the competitiveness of the economy and on the related question of the number of...
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...Collective Bargaining DeVry University HRM330/Labor Relations Professor TITLE PAGE Introduction…………………………………………………………………………………………………………… What is Collective Bargaining....................................................................................................................... History of Collective Bargaining…………………………………………………………………………………….. Importance of Collective Bargaining……………………………………………………………………………….. a. Importance to Employee b. Importance to Employer The Collective Bargaining 5 Step Process……………………………………………………………………….. a. Prepare b. Discuss c. Propose d. Bargain e. Settlement The Collective Bargaining Tactics………………………………………………………………………………… a. Intra-Organizational Bargaining b. Attitudinal Restructuring c. Integrative Bargaining d. Distributive Bargaining Issues of Collective Bargaining……………………………………………………………………………………. a. Wages b. Benefits c. Work Conditions Bargaining Deadlocks ……………………………………………………………………………………………… a. Strikes 1. Economic Strikes 2. Sympathetic Strikes 3. General Strikes 4. Wild Cat Strikes Conclusion …………………………………………………………………………………………………………….. Introduction Collective Bargaining has been used as a tool for improving working condition; increasing workers income and making sure the employees are being treated fairly. It is the process of negotiating between the employers and employee to reach an agreement that regulates working conditions and it...
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...Compensation – The sum total of all forms of payments or rewards provided to employees for performing tasks to achieve organizational objectives Rs Compensation- Nature and scope • The complex process includes decisions regarding variable pay and benefits • It suggests an exchange relationship between the employee and the organization • It involves design, development, implementation, communication and the evaluation of reward strategy and process of the organization Compensation Objectives 1. 2. 3. 4. To reward employees’ past performance fairly, in line with efforts, skills and competencies To attract and retain competitive high performing employees To motivate the high performing employees and reinforce desirable employee behaviour To remain competitive in the labor market 5. 6. 7. To align employees’ future performance with organizational goals To communicate the employees their worth to the organization To provide employee social status • Strategic compensation – Using the compensation plan to support the company’s strategic aims. – Focuses employees’ attention on the values of winning, execution, and speed, and on being better, faster, and more competitive.. • IBM Strategic Compensation Planning • Strategic Compensation Planning – Links the compensation of employees to the mission, objectives, philosophies, and culture of the organization. – Serves to identify the net monetary payments made to employees with specific functions of...
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...any or all of these things. The NLRA forbids employers from interfering in any way with the employee’s participation of a union, coercing or threatening employees for engaging in union activity nor can they promise to keep employees from engaging in them (Employment Law Handbook, n.d.). Labor laws provide protection towards union employees who fight for wage inequalities, working conditions. As our textbook states on page 346, the National Labor Relations Act also known as Wagner Act requires employers to bargain in good faith over mandatory bargaining issues like working conditions, hours, wages, term and conditions of employment. Labor laws are authorized by the government to allow employees to not only join, but also to organize and/or create if they decide so. West University’s study shows that the Graduate Employee Organization (GEO) is affiliated with the United Auto Workers (UAW) union, and used it as the collective bargaining representative. Although the employees are in its majority unionized, the non-union employees are not required to join in because Arizona is one of the right-to-work states.my believe is that a union is as strong as the rights it fights for and the strength it utilizes to achieve its goals. Employers can decide to ignore the petitions of the unionists. 2. I do believe that teaching assistants should be considered employees, following the definition which is a person who assists teachers with instructions and responsibilities. In the case...
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...labor relations MG420 RESEARCH assignment pAPER MG420 Labor Relations July 2015 TABLE OF CONTENTS Topic Page 1. Collective Bargaining 2 * Four Components of a Collective Bargaining Agreement 2 2. Three U.S. Laws Supporting Collective Bargaining 5 * Three Examples of Employer Unfair Labor Practices 5 3. Establishing and Decertifying a Collective Bargaining Unit 9 * Part of the Process of Establishing a Union 9 * Part of the Process of Decertifying a Union 9 4. Administering a Collective Bargaining Agreement 12 * Role and Function of an Arbitrator 12 Conclusion 14 Works Cited 16 1. Define the term “collective bargaining” and list and describe four issues that are mandatory components of a collective bargaining agreement. Include and discuss [showing relevance or applicability] at least one reference found in our text, along with a current web-based news item/magazine article about a real life example of a collective bargaining action. Pick any two of the four mandatory components you've listed and include and discuss [showing relevance or applicability] at least one reference found in our text, along with a current web-based news item/magazine article about each of those [two] collective bargaining issues in action. Collective bargaining is the process of negotiations involving the representatives of the employer and employee for terms and conditions of employment that will apply to the employee. In the United...
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...insurance company to find out how they should compensate to retain employee. 8 Planned Exit 9 Why CEO feels HR plays small role in organization’s success. 10 Employee engagement and communication for rainy days 11 Glass ceiling 12 Find out the various strategies followed by the various companies during recession 13 Creating a leadership pipeline 14 Sustaining high performance teams 15 Challenges in Recruitment 16 Need of cross cultural negotiations 17 Effectiveness of variable pay packages 18 Golden Handshake :the need of an hour 19 Management Development programs and its benefits. 20 The See-Saw of work and life 21 Women Empowerment in corporate world 22 Whistle Blowing – an ethical dilemma in HRM 23 Collective bargaining in global business environment 24 Outbound Training-beyond fun 25 Impact of recession on HR practices 26 Succession Planning in Indian Organization 27 HR Management in 21st Century: Challenges for the future. 28 HRM in small and medium sized enterprises -A comparative analysis 29...
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