Unions frequently implement Grievance System to settle dispute between worker and management. Hence, these system is only seen as an advantage to the worker. According to the researchers Richard Freeman and James Medoff the union grievance system was equivalent to a 2% wages increase in lowering the rate at which employees left a company.
There is sufficient evidence that a union worker are more dissatisfied with their jobs than a non-union workers. This is seems to be the problem that due to which unionization have more dissatisfied workers. As a result, the data recorded indicates that after an organization or industry is unionized, a measurable dissatisfaction.
Work rules: unions bargain on work rules into the contract as they bargain with management. These work rules when employee’s collectivity bargain. This limits company’s ability to limit subcontract work to other firms, for example restrict the amount of weight an employee can lift or specify what work non- union employees may not perform. According to the researcher Robert Kaufman found that union company typically had at least some restriction on worker’s performing one another’s jobs and prevent supervisor from production work for purposes other than demonstration. Whereas, non-union companies doesn’t have similar prohibitions.
Seniority: In union firms the worker with seniority receives preference in decision about promotion and layoff. Due to this policy there is a sense of job security for the senior employees, but this security may come at junior worker’s expense. Male union workers ages 19 to 24 are more likely than their nonunion counterparts to face temporary or permanent layoff. One-quarter of managers in union companies said a junior employee would be promoted over a senior one if the junior employee were better; 43 percent said the junior worker would have to be “significantly better” and