...provide the reader with an overview of how unions operate in the United States. Trade or labor unions work to provide the best work atmosphere and conditions for employees of public and private agencies. Through processes of negotiations with employers and other management personnel, unions prove to be an effective mediator between the labor and executive officials. The paper analyzes three major unions: American Federation of Teachers (AFT), National Postal Mail Handlers Union, and the National Basketball Players Association. The reader is becomes oriented with the unions as this writing explains how they function in the best interests of its clients…the workers! The paper goes on to evaluate their roles in maintaining and increasing employee relations through matters of collective bargaining. From then it is does on to discuss obstacles or “challenges” that may arise when union officials and management personnel undergo the process of collective bargaining. In conclusion, there is an evaluation of measures such as privatization or contracting as an effective means of disbanding public employee unions. “Where trade unions are most firmly organized, there are the rights of the people most respected.” Samuel Gompers American Federation of Teachers (AFT): The American Federation of Teachers was founded in 1916 and now enjoys a membership of approximately 1.5 million persons. This union falls under the AFL-CIO umbrella and represents...
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...The Enforcement of Rights under Collective Agreement Introduction Historically, the relations between employers and employees were accompanied by numerous conflicts which were determined by natural factors. In fact, the conflicts between the management and employees were and still are inevitable since, even thought they work in the same organizations, they still have different purposes. It is obvious that the major goal of employees is to get the maximum payment for their labor and to have guarantees of social protection in case of some accidents, illnesses, retirement, etc. while managers and the owners of companies attempt to get the maximum profit from their organizations exploiting employees possibly reducing the cost of the labor force and increasing the effectiveness and productivity of labor. As a result, the functioning of both parties within the same organizations is based on different approaches to the job each of the parties does. No wonder such a difference leads to the numerous conflicts when one of the parties or both want to protect their own interests since this inevitably affects the interests of the opposing party. In such a situation, the necessity to develop some common rules of the game is obvious. This is why in the course of the development of relationships between employers and employees the legal basis of their relations was created. In this respect, it is necessary to underline that employees, being initially in a deprived position, attempt to protect...
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...Collective Bargaining My Name here February 24, 2013 The University Collective Bargaining It is common to define collective bargaining as a negotiation between an employer and trade union. Collective bargaining, however simple that short definition may be, is a complex labor process defined by several discussion topics; collective bargaining is governed by strict definitions and rules, extensive long-standing laws that support it, and specific methods and people to administer agreements reached in the collective bargaining process. The best way to discuss collective bargaining is to approach each of these topics in order to round out the full spectrum of knowledge required to full understand and define collective bargaining with ease. In this paper, you will approach each of these complex topics with the intent of learning more about collective bargaining. The best approach is to begin by defining collective bargaining. Defining Collective Bargaining Collective bargaining is the process by which employers and a group of employees negotiate and agree upon the scope of employment relationships (wages, hours, working conditions, benefits, other employment terms). The employees are typically represented by a labor union in collective bargaining. In the US labor system, when collective bargaining leads to mutual agreement of the sides, the agreement terms become the basis of a Collective Bargaining Agreement (CBA) or union contract that is a legally enforceable...
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...PC World has been extinguished by the passage of time; b) that PC World did violate the obligation to bargain in good faith and to make every reasonable effort to reach a collective agreement; c) that PC World’s proposal of April 18, 1997, appears to have been designed to be rejected by the Union and its members; d) the parties are directed to return to bargaining forthwith to bargain in good faith and to make every reasonable effort that reach a collective agreement. a) PC World was stating that their January 8th proposal was removed off the table, where the Union stated that the offer was still valid and it was never removed. So PC World, due to a lengthy strike, the offer should be considered to have elapsed. In the Board’s decisions after reviewing the evidence decided that PC World never told the Union on January 8th that if a strike commenced that the last offer was off the table. That if the offer had been withdrawn and they did not notify the Union, then the employer had failed to bargain in good faith because both sides never met again until April 16, 1997. b) From the commencement of the strike the Union persistently asked and pleaded to meet with the employer to recommence bargaining. The employer refused to do so until early March. At this time the employer had to meet with the Union because it was only after the...
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...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, 2016. Signing the bill will redo Wisconsin’s hiring and firing practices. The new civil service...
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...JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS Collective Bargaining and Its Implementation “A case study of HBFC in Pakistan” Rana Adeel Luqman MS Scholar and Lecturer Commerce Department The Islamia University of Bahawalpur, Punjab, Pakistan Fakhar Shahzad (Corresponding author) MS Scholar and Visiting Lecturer The Islamia University of Bahawalpur, Punjab, Pakistan Sundus Shaheen (Corresponding author) Lecturer, Commerce Department The Islamia University of Bahawalpur, Punjab, Pakistan Tabinda Kiran (Corresponding author) Lecturer, Management Sciences The Islamia University of Bahawalpur, Punjab, Pakistan ABSTRACT The main intention of writing this paper is to develop understanding about the concept of collective bargaining, its scope and implementation issues in HBFC Pakistan and in light of problems that they face in collective bargaining suggest some factors for effective collective bargaining. Simple random sampling was used for collecting data from population. In-depth interviews are conducted formally and informally. Based on the analysis of data gathered in HBFC it was found that there is no proper communication between union and management. They have misconception between them and the management does not properly recognize the union. And there is also the involvement of politics in collective bargaining. So there is need of some improvement in collective bargaining process and also realize the importance of union and collective bargaining. The type of this research study...
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...Relations Research Assignment 1. Define and discuss the term "collective bargaining." 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. Write a succinct and complete summary on the contents of the article you've provided along with your critical comments about that article. Support your findings with referenced research. (5 points) Collective Bargaining allows employees and union workers to negotiate certain terms and conditions of the workforce such as (compensation) salary benefits, hours, vacations and holidays; (policies and procedures) layoff, promotions, overtime, medical ,safety, etc) and (employee rights) seniority rights, job standards, workplace rules. Other collective bargaining compensation items will generally include employer rights and responsibilities, union rights and responsibilities and dispute resolution. Thereby allowing employees an opportunity to address negotiation terms in their own behalf gives working people a voice in bettering their quality of live for themselves and their family. “Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection” (Wagner Act...
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...1. Define and Discuss the Term “Collective Bargaining” 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 States the negotiations that happen between concerning parties are written into legally binding contracts and usually last from one to five years (Budd). As a member of the United States Air Force for over 20-years, military members cannot unionize to enact or demand a collective bargaining agreement be voted. This has the potential to undermine the authority of leadership. The military is built on ethics above the normal with customs that spark a sense of pride and belonging. A collective bargaining agreement would destroy military leadership’s ability to deploy members when needed. When employers and a group of employees negotiate to reach an agreement that regulates working conditions, it is called collective bargaining. The group of employees is usually the union. When collective bargaining is taking place there are four issues that are mandatory components. They are compensation, personnel policies, and employee and employer rights and responsibilities. Compensation has to do with the wages, benefits, vacations, holidays, shift premiums, and profit sharing of the employee. Personnel policies and procedures involve layoff, promotion, transfer policies, overtime and vacation rules. Seniority rights, job standards and workplace...
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...Labor Laws and Unions Marla Pardue HRM/531 February 11, 2013 Kathy Butler Labor Laws and Unions The profession of nursing has been around since 1866 in America. The profession began as one not so highly regarded in society. Initially prostitutes were hired as nurses. Then nursing developed into a handmaiden role where women who had joined a convent tended to the sick. No matter who assumed the role as a nurse, it was seen as a menial role in society. The nurses were at the mercy of the physicians. They were not seen as a valuable part of the medical community. Their primary purpose was to sit with the ill, bathe them and clean their linens when dirty. It wasn’t until nurses like Florence 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...
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...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. Write succinct and complete [individual] summaries on the contents of each of the articles you've provided along with your critical comments about each article. Support your findings with referenced research. (40 points) Collective bargaining is the process in which unions and employers negotiate the terms and conditions of a collective bargaining agreement in which both parties agree to conditions of employment including hours, wages and working conditions (Budd, 229). Phelps Dodge is cited in the course text to engage in collective negotiations with Morenci Miners. Phelps declares that the recession and prices of copper dropping as lower their profit margins and they requested employees take a $2 wage cut, along with cost of living benefits removed along with benefit reductions (Budd, 258). In this instance, the union had been...
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...past three years saw the problem of unemployment brought about the chaotic and uncertain industrial conditions in the country. Almost majority of establishment suffered because of the massive strikes mounted by the workers in almost all fields of endeavor. Now more than ever, the strength of the workers is felt because they are now organized. Workers join labor unions because they have grievances may concern wages, sick and vacation leaves, overtime payment, security of tenure and other terms and conditions of employment. All industries are affected by labor unrest, and the garment industry is among business establishments whose workers have mounting grievances and protests. Most garment factories either closed their shop or gave in to the demand of their workers. Statement of the Problem Specifically, this research aims at finding the labor problems in a small establishment. It aims at finding the answer to the following questions: 1. What are the problems of the workers in this establishment? 2. How do these workers worked on their problems? 3. What are their reasons in joining their present unions? Importance of the Study Undoubtedly, we are all aware of the current economic problems of our country. One of the major causes of this problem is that there is no Industrial Peace. The workers are restless and...
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...Chapter 5 COLLECTIVE BARGAINING: LEVELS AND COVERAGE* A. INTRODUCTION AND MAIN FINDINGS Industrial relations systems, operating at national, sectoral and local levels, play an important role in determining economic and labour market performance. They constitute a “web of rules” relating economic agents who, while pursuing their self-interests, generally find it beneficial to reach a degree of consent and some form of (more or less conflictual) co-operation. In providing procedures for consensus-building and conflict resolution, these arrangcments are shaped by specific national legislation and labour market conditions, and by each country’s prevailing attitudes towards work, conflict and co-operation. There are many ways to analyse systems of labour relations in OECD countries. For example, Chapter 4 of the 1991 Employment Outlook examined trade union density (the proportion of workers who are union members), and noted widely differing rates of unionisation across countries, ranging from around 10 per cent in France to over 80 per cent in Sweden. Union density is just one indicator of the character of a country’s industrial relations system. The extent to which employees are covered by collectivc agrccments concluded at various levels - national, regional, sectoral or company - is another important feature of the system by which wages and other employment conditions are set. In many countriec, workers who are not union members are in fact - through extension and enlargement...
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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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...pointed out that some employees join unions because of the union shop provisions of the collective agreement that require employees to join as a condition of their employment. Others join because the employer is a closed shop—only members of a union will hire—or because they choose to under an open shop provision. Even when forced to join, many employees eventually accept the concept of unionism. The sections that follow look at some of the more specific reasons people unionize and what role and/or organization plays in the unionization process. Whether or not, a union can become the bargaining agent for a group of employees will be influenced by the employees’ degree of dissatisfaction, if any, with their overall employment conditions. For example, employees may feel their concerns about health and safety are ignored or they may be required to wear uniforms without being reimbursed for the cost. It will also depend on whether the employees perceive the unions as likely to be effective in improving these conditions. Employee may seek unionization when they perceive that managerial practices regarding promotion, transfer, shift assignment, or other job-related policies are decidedly unfair. Employee cites favouritism shown by managers as a major reason for joining unions. This is particularly true when the favouritism concern discipline, promotion, and wage increase. Unions will describe the structured complaint process in the collective agreement as a formal way in which employees...
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...Meaning of Industrial Relations Means an Employer-employee relationships that are covered specifically under collective bargaining and industrial relation laws. It refers to all types of relationships between employer and employee, trade union and management, workers and union and between employee and employee. It also includes all sorts of relationships at both formal and informal levels in the organization. In broader sense industrial relations means all such relationships that a business enterprise maintains with various sections of society including employee, state, customers and public in industries contact. Parties in Industrial Relation Three main parties are directly involved in industrial relations: Employers: Employers possess certain rights vis-à-vis labors. They have the right to hire and fire them. Management can also affect workers’ interests by exercising their right to relocate, close or merge the factory or to introduce technological changes. Employees: Workers seek to improve the terms and conditions of their employment. They exchange views with management and voice their grievances. They also want to share decision making powers of management. Workers generally unite to form unions against the management and get support from these unions. Government: The central and state government influences and regulates industrial relations through laws, rules, agreements, awards of court and the like. It also includes third parties and labor and tribunal courts. SCOPE: The...
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