...ABSTRACT Unions were formed because of the less than human treatment, implorable working conditions, and slave labor maneuvers that employers used to run their company and handle their employees. Labor unions have been considered by many to be an organization that defends and helps the working class people in America. Introduction A Union is constituted by a group of workers who link together to create a strong partnership against the company they currently are employed by. These partnership are created so that these groups of workers will have the requirements to quietly negotiate with their employers for better and safer working conditions, equal opportunity in the place of work regarding salaries and health benefits, and outstanding rights regarding discrimination due to religion, race, disability, sexual orientation, and other discrimination. Late in the 1800’s unions originated and took shape, nevertheless Unions became influential in the early 19th century. Unions had a significant influence on passing laws protecting children that had to work. These laws made sure that children would not be able to work with any type of machinery (heavy), would not work long hours, and that at least they got paid minimum wage. Additionally, unions worked to have workers reduced their demanding 12 hour shifts and reduce them to an 8 hour shifts. Every influential union, permits workers to negotiate in opposition to the company they worked for and use the following tools for...
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...collectively.” “Theoretically, the rationale for unionisation appears sound. However, in practice, ensuring the solidarity of workers and controlling the supply of labour is problematic.” (Finnemore, 2013). Based on the statements above, present a detailed discussion on trade unions. Your discussion should include reasons why employees join trade unions, goals on trade unions, trade union structure and organisational effectiveness and closed shop and agency shop agreements. Darryl John Iyaloo Human Resource Management 311 (BBA) 28 April 2016 ABSTRACT This paper provides a detailed discussion on the South African Trade Union Movement. Using the case study of The Marikana Fallout, this paper will attempt to unpack why employees join trade unions, goals of the trade unions, trade union structure and organisational effectiveness, closed shop and agency shop agreements. 1. Introduction 2. The South African Trade Union Movement: A Brief History 3. The Case of The Marikana Fallout 4. The Reasons Why Employees Join Trade Unions 5. Goals Of The Trade Unions 6. Trade Unions Structure and Organisational Effectiveness 7. Closed Shop and Agency Shop Agreements 8.1 Closed Shop Agreements 8.2 Agency Shop Agreements 8. Conclusion 9. References 1. Introduction As an upper middle-income country within Africa and the continent’s largest economy, South...
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...Name of the Organization: United Auto Workers Union Brief background information Aside from the union that employs almost half the employees of the company I’m currently employed by, the only other union I am aware of that is still unionized is the International Union, United Automobile, Aerospace and Agricultural Implement Workers of America (UAW). The UAW website classifies the Union as "one of the largest and most diverse unions in North America, with members in virtually every sector of the economy. It represented workplaces ranging from multinational corporations, small manufacturers and state and local governments to colleges and universities, hospitals and private non-profit organizations". What's more, the Union "has more than 390,000 active members and more than 600,000 retired members are in the United States, Canada and Puerto Rico". (UAW, 2012) Legal issues and obstacles that this organization could encounter In the beginning years of the union, the union was faced with work stoppages and strikes. These occurrences affected the output of a company, the worker’s salary and the economy in general. Determine which federal, state, or local laws could be broken because of these legal issues and why. Laws violated by wildcat strikes and work stoppages: The Norris–La Guardia Act (also known as the Anti-Injunction Bill) was a 1932 United States federal law that banned yellow-dog contracts, prevented federal courts from issuing injunctions against...
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...chapter provides a brief background of the Zambia National Union of Teachers (ZNUT) and the genesis of teachers’ education on the effectiveness of grievance handling procedure in ZNUT. It begins by looking at the history of the Zambia National Union of Teachers and later it discusses the beginnings of teachers’ education of grievance handling procedure in the teacher union. Other items covered are the statement of the problem, the purpose of the study and the significance of the study. Lastly, the chapter further covers limitations of the study, delimitation of the study, operational definitions of terms and finally the organisation of the study. 1.1 Brief Background of Zambia National Union of Teachers (ZNUT). ZNUT was formed in 1950 when it was then called Northern Rhodesia African Teachers Association (NORATA). There is dearth of information on workers’ education training programmes for teachers during the period of (NORATA). In 1962, the name then changed to Northern Rhodesia Africa Teachers Union (NORATU). Similarly, there is dearth of information regarding workers’ education during the period of (NORATU). In 1964 again the name changed to Zambia National Union of Teachers (ZNUT) and the recognition agreement was signed between ZNUT and the Ministry of Education (ZNUT 2006). ZNUT is affiliated to the largest Teachers’ and Educational Personnel Union in the world. In 1995, as an affiliate to the Educational Personnel Union, ZNUT sent representatives to attend an educational seminar...
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...Unions Fay Stewart Human Capital Management HRM/531 February 28, 2012 Dennis Heins Unions Unions began to form in the United States in the mid-19th century. During this time unions were seen as criminal that engaged in violence and vandalism. Two centuries later, unions are seen as a force for employees receiving what is just due. In 2011 Wisconsin Governor Scott Walker introduced a bill that became law to strip public workers of some or all of their collective bargaining rights. Unions have many benefits and the process to become unionized is long. Once a union is established they will use collective bargaining to assist their members in receiving a labor contract. The relationship between the union and employer is a continuous process. Wisconsin Public Workers The State of Wisconsin public workers unions came in to fire when Governor Scott Walker took office. Walker campaigned on fighting for the everyday normal residents; the people who do not have a taxpayer supplied union mechanism. Governor Walker took notice that Wisconsin and other states have public employee pension plans that have escalated out of control and the disruptions to the governments it has and will cause in the form of fiscal damage. Wisconsin’s budget problems started when a series of tax cuts began in 2003 and in 2011 bills passed to provide additional tax cuts and deductions for businesses. Tax cuts have led to a budget shortfall, which led to the Governor introducing the Budget Repair...
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...Legislations That Shaped Labor Unions For centuries, the divide between laborers and their controllers have come with a high price. From wealthy farmers to corporate presidents, their subordinates have had to work hard to achieve their personal goals and that of employers. At times, employees have been exploited by working outrageous hours under horrible conditions for a measly pay. Such abuse was absorbed by the needy and continued for years, until the government stepped in and demanded labors to be implemented. Such laws gave the rights and freedom that many were looking for in order to work stable hours and for reasonable pay. Like many laws, it took time and effort but such laws came to fruition by legislations such as The Wagner Act, The Taft-Hartley Act, and the Civil Rights Act of 1964. The Wagner Act, also known as The National Labor Relations Act of 1935, is the foundation for all unions that are now in existence in the United States. Prior to The Wagner Act, employees had no say as to whether or not they wanted to come together and agree on proposals for better and healthier work environments by being represented by unions. The Wagner Act gave employees the ability to work together, unionize and designate employee representatives that would be the voice of the employees when it came to collective bargaining (Department of Labor (DOL), 2014). This act specifically required employers to bargain in good faith over mandatory bargaining issues such as wages, hours,...
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...creation of Unions……………………………………………………………….…………6-7 Pros and Cons of Union Membership…………………………………………..…………….....7-9 Today’s need for Unions ……………..…………………………………………………..…...9-10 Conclusion ……………………………………………………………………………………....10 References ……………………………………………………………………………………….11 Abstract This paper will examine whether or not there exist a current need for labor unions. ? During the 1700’s to early 1800’s, men, women, and children were treated to unbearable working conditions, low wages, and long hours. Over time the workers became fed up of the abuse and decide to unite and make changes. This change resulted in the creation of labor unions. Through, the creation and use of these unions, workers have enjoyed perks such as 40 hour work days, certain benefits and better working conditions. Over the years, the labor force has undergone multiple changes. Laws were enacted to protect employees and hold employers accountable for their abuse of personnel. With the creation and passing of the multiply employment laws, one must ask, does the need for unions still exist? Do they still serve a function or have they out served their purpose? You may associate the names Ronald Reagan, Susan B. Anthony, and Melissa Gilbert with acting, the Civil Rights movement and the presidency of the United States. However, all three individuals had one thing in common. At one point in their lives, they were union presidents...
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...While there are no federal laws that outline a specified maternity leave for expectant mothers in the United States, the Family and Medical Leave Act applies to all 50 states. Under FMLA, a covered employer must allow an eligible employee a maximum of 12 weeks of unpaid leave during a 12 month period of time. FMLA eligibility would apply in the following situations: * Birth and care of a newborn child of the employee * In cases of a foster child or an adoption by the employee * To take care of an ill member of the immediate family (spouse, child, or parent) * Personal medical leave if an employee is disabled and cannot work The Pregnancy Discrimination Act of 1978 This amendment to the Civil Rights Act of 1964 was the first piece of federal legislation that stated clearly you cannot be fired for being pregnant. Maternity/Paternity Leave: Maternity/Paternity leave shall be granted to qualified employees upon request and shall not exceed a total of three months of continuous duration. Current Bargaining Unit Agreements and DPA regulations allow an employee to request an unpaid leave of absence of up to one year for parental leave to care for a newborn child. During this unpaid leave, you can elect to continue your health, dental, or vision coverage by direct payment to your carrier or let your coverage suspend until you return to work. Pregnancy Disability Leave (PDL) is an unpaid leave for a period of actual disability caused by pregnancy, childbirth, or related...
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...Union vs Non Union Brian Largent I have worked for a lot of places over the years but none of them have been a union employer. I have however been through a union election, and the election that is a part of that. I am not a fan of those processes because they can take away from productivity, and cause a low morale at the workplace. In this paper I will explain the differences between the two types of shops, including the different things in management, and compensation. I will also look at the legislation that pertains to unions, and the laws that pertains to each part of a collective bargaining agreement. I will begin with the differences in management from a union employer to a non-union employer. Management in a non- union shop typically has a strong hierarchy in power, from the CEO all the way down to the common employee. Management in a non-union shop can have what is known as an open door policy, meaning that it is acceptable for employees to come to the managers with their problems. This is beneficial to keep morale in the workplace and open communication across the board. Union employers are different in a few ways when it comes to management. Management will still have the hierarchy of power, however there are more positions in that latter. In a union workplace employees do not have the chance to talk to management. A union representative must talk “for” the employee, instead of them talking on their own. While a lot of times this is not a big deal, because...
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...Abstract The goal of unions is to band together and protect employee rights. The paper begins with an introduction as to the purpose of the labor union. The question is also posed if labor unions are a necessity in today’s society. The paper begins with an interesting look at the history of labor unions. The paper explores how the Industrial Revolution and Haymaker Riot were instrumental in the formation of labor unions. The history of the two largest labor unions is explored. Next some basic information is given on labor unions such as who can join and the benefits associated with joining a labor union. The paper then shifts to look at legislation that governs the formation and policies in a labor union. More specifically, the National Labor Relations Act, National Labor Relations Board, Taft-Hartley Act, and the Labor Management Reporting and Disclosure Act of 1959 are explored in detail. The paper will then examine the most common ways an HR employee will interact with the union. This is discussed through grievances and collective bargaining agreement. The process for both of these is examined in detail including which parts of the collective bargaining agreement are mandatory and permissive issues. Next, the paper explores the process a HR manager would go through in order to keep a healthy, happy, and productive relationship with the union. Finally the paper reexamines whether labor unions are necessary in today’s society. A conclusion is drawn based...
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...Labor Laws and Unions: Oshkosh Defense Today’s unions collectively see over $10 billion in revenue a year from dues payments. Most of the current workers in the unions have never voted to instate the union in the first place and yet they are forced [The passive voice is a form of "be" (are) and a participle (forced). Over-use of the passive voice can make paragraphs officious and tedious to read. Prefer the active voice. For example, passive voice = The paper was completed on time. Active voice = the student completed the paper on time. See Center for Writing Excellence > Tutorials & Guides > Grammar & Writing Guides > Active & passive voice] to become members at the expense of getting a job of his or her qualifications. This begs the question regarding whether or not unions are still as effective as they once were and whether or not these unions infringe on the employee’s rights at present. This discussion will determine what uses unions have in today’s business world. Oshkosh Defense Background Oshkosh Defense is a subsidiary of Oshkosh Corporation. They generate military vehicles for government bodies throughout the world. They have created more than 100,000 tactical vehicles for a full range of missions, and they proudly tout their full life [Use "their full lives"] -cycle sustainment and services plan included in the purchase of their vehicles. Oshkosh Defense employs nearly 4,000 workers in its Oshkosh, Wisconsin, facilities. Oshkosh Defense in 1938...
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...Why You Need a Union 1. Some reasons for supporting unions are that they pay better wages (30% higher), they have more healthcare insurance benefits (12% more), and they have more guaranteed pensions (54% more) than nonunions. I agree with the wage difference that occurs between union and nonunion workers. Union workers have to pay union dues, so naturally they should get higher pay. I also think they should get a higher pay because it sounds like they are more involved in their jobs, than nonunion workers. For example, they have a say on improving their jobs and they also create a more productive workforce. 2. Businesses and Communities Benefit When Workers have Unions Studies show that the world’s best performing economies have high union density and high levels of cooperation between labor and business. Employers with unions have a lower employee turnover and higher productivity than non unions, which results in lower training and a more experienced workforce. Partnerships with unions can help a business survive because the employees are heavily invested in the success and survival of the company. Unions also help local economies through community partnership. Union members are happier with their jobs, are provided stronger training, receive higher pay, and have more of a say in their workplace environment, which creates a better quality of service to Americans. 3. I think that this article indicated that unions not only help employees, but employers...
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...Oliver, D. 2010. Union membership among young graduate workers in Australia: using the experience good model to explain the role of student employment. Industrial Relations Journal. 41 (5): 505 – 519 The purpose of this article is to examine the relationship between student employment and attitude toward trade union membership in Australia. Oliver claims that” the level of trade union membership among young Australians has been falling for some time” (P.506). For instant, in 1990, 25 percent of workers aged 15-19 and 33 percent of 20-24-year-old workers were union members. By 2007, membership had fallen to 9 percent and 11 percent respectively. Moreover, Oliver discusses the reason of union decline among young workers from previous existing research data. It shows that similar trend have been observed in Western Europe and the rest of the Anglo-American world. The major question posed by the article is whether an individual’s participation in the student labour market has an impact on their trade union membership once they graduate and enter post-university employment. To answer this question Oliver outlines four major hypotheses (P.509). a. Higher than average levels of unionization among graduates working in the education, government administration and defence industries. b. The relationship between job duration and union membership is long established. c. Student employment provides young workers with an opportunity to sample trade union membership before commencing...
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...resolve conflicts between an employer and union members (Fossum, 2005). Federal and state laws and regulations govern the conduct of employers and unions in the administration of employee representation and collective bargaining. Prior to the 1930s few laws were in place to protect workers who were unionized or seeking to join or create a unionized work force. Instead, employers had the liberty to spy on, question, punish, black list and fire union members or workers seeking to unionize. However, with the enactment of the Wagner Act, also known as the National Labor Relations Act (NLRA), in 1933 the tide of opposition began to turn in favor of the unionization of workers. United States labor law consists primarily of the Norris-LaGuardia, Wagner, Taft-Hartley, Landrum-Griffin Acts, and Public Law 93-360. These laws enable collective bargaining, regulate labor and management activities, and limit intervention by the federal courts in lawful union activities. Norris-LaGuardia Act In 1932, the Norris-LaGuardia Act was passed. This act had several provisions. It established the law that workers should be free to unionize without employer interference. It removed the federal courts jurisdiction to issue injunctions in nonviolent labor disputes. It also stated a contract that requires a worker to agree not to join a union, as a condition of employment was unenforceable in federal court. However, the Act only governed established employer-union relations, and it did not guarantee collective...
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...Executive Summary In this paper, I argue that unions will still survive as an institution and play a significant role in the labor relations development, but for the purpose of better meeting the changing demands of new environment, after analyzing their strengths and weaknesses, I try to prove that unions must change in order to survive and further grow. Then the following part focuses on specific changes need to be made and the difficulties unions face in making such changes. Because the intensity of membership has fallen quickly since the 1980s, labor unions are forced to take measures to deal with this trend, but new changes of the labor force in the United States are barriers for unions’ expectation. Actually, for the purpose of regaining the vital role unions once did in American labor-management relations, they have made changes to create more communication and cooperation opportunities with the management to reach agreements and undoubtedly, this new approach has a positive effect on the total labor and management relations. Strengths and Weaknesses of Unions According to the definition of unions, they should be organizations of wage earners and are formed for the purpose of serving the members' interests with respect to wages and working conditions. By analyzing its history, it is obvious that labor unions were born out of necessity, to protect the health and well-being of American workers. Through the years, they have provided a unified voice...
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