...1. What specific arguments would a company want to try to use to convince employees not to unionize? When a company decides to discuss with employees about the effects of unionization pertaining to the employee and the well being of the company, they must be very careful with their words. There are many things that they can discuss, but it should be limited to the direct relation of the employee and the adverse effects of the human resources changes it may require. First it should be discussed that upon unionization that there will be “Union dues” and possible “initiation fees”. These are the costs of doing business with the union. Union Dues are generally taken every paycheck and with some unions there is an additional monthly fee. Some unions will also enforce employees to pay an additional monthly fee for a “Work Card” so they have proof of valid “up-to-date” membership with the union. It’s also fairly common for Union dues to increase as your rate of pay increases. On average it ends up approximately 1-2% of your months wages. So it’s always good to remember that when you get a raise in the next year of your contract, you will be giving a good portion of the money back to the union hall. When you sign a contract with the union, your wages will be fixed and your co-workers will have identical wages. All bonus’s will be regulated based on entire collective performance, not individual workmanship. Therefore, the harder you work; will not get you anywhere faster...
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...Allowed To Unionize.”). They have a schedule like this while maintaining school work, classes, and test. They also have to train for countless hours and watch film which also can take hours. College athletes display their amazing talents on TV in big events. Sometimes the sports takes them out of class. Even though that their college is paid for, they still pay a price on sleep and a social life. March Madness is a good example of of college athletes missing their classes. It takes the whole month of basketball and a lot of traveling in and out of states throughout the country. Which brings me to another point that the NCAA makes profits off of the college athletes with events like March Madness and other sporting events. March Madness brings in about one billion dollars in revenue and not a single college athlete gets a paycheck. The NCAA actually makes a mean profit “NCAA currently produces nearly $11 Billion in annual revenue”(Edelman, Marc. “21 Reasons Why Student-Athletes Are Employees And Should Be Allowed To Unionize.) and yet not a single cent goes to these players. It’s the players that have put on the performance through their hard work not the NCAA. The NCAA pulls in more money than other professional leagues. Even the colleges use the athletes as a market source to get more admissions into there school “ they are core members of their university’s marketing team”( Edelman, Marc. “21 Reasons Why Student-Athletes Are Employees And Should Be Allowed To Unionize.). Hard...
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...RESOURCE MANAGEMENT CHAPTER 13 Working with Unions and Resolving Disputes * THE LABOR MOVEMENT * In U.S, while union membership is down, about 14.8 million of their workers still belong to unions * Many of them are still blue-collar workers, but many are professionals and even fashion models. * Union membership also ranges widely by state, from over 20% in New York to about 4% in North Carolina * Support for unions has always ebbed and flowed in America, and today pressures are building against unions. * Why do Workers Organize? * People have spent much time analyzing why workers unionize, and they’ve proposed many theories, but there is still no simple answers * It’s clear that workers don’t unionize just to get more pay, although the pay issue is important. * But pay isn’t always the issue * Often, the urge to unionize seems to boil down to the workers’ belief that it’s only through unity that they can protect themselves from management. * In sum, employees turn to unions at least partly because they seek protection against the employer’s whims. * What do Unions Want? * We can generalize by saying that unions have two sets of aims * One for union security, while the other is for improved wages, hours, working conditions, and benefits for their members. * There are 5 types of union security: 1. Closed Shop 2. Union Shop 3. Agency Shop 4. Preferential Shop 5. Maintenance of membership arrangement ...
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...Jazzelynn Daigle January 27, 2013 LEG 500 Assignment 1 While the Employment-At-Will Doctrine allowed employers to terminate an employee for any reason or no reason at all, every situation between employees and employers is not so cut and dry that this may take place automatically. The following scenarios discuss situations where exceptions may apply and steps before termination may need to be taken. Skills, Competence, and Abilities In a situation where the employee is unable to learn basic job functions, it is easy to understand how termination would be the very first course of action. The most basic understanding of the Employment-At-Will Doctrine would allow for the employee to be terminated without any other preventative or disciplinary steps being taken. There are, however, a couple of widely accepted exceptions to the Employment-At-Will Doctrine that may prevent termination of this particular employee from being as imminent and automatic as it may seem. One such exception is the “Implied Contract” exception which enforces any implied oral or written statements made by the employer regarding job security. One major case to bring up this exception was Toussaint v. Blue Cross Blue Shield of Michigan when an employee was told that his employment would continue “as long as [he] did [his] job.” The court ruled that this caused the employee to have legitimate expectations of job security and that his claim for wrongful discharge was a valid one. This exception...
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...Employees of The Verge parent company Vox Media are among those in the digital media industry now in the process of trying to unionize. Our brothers and sisters in France are striking because it took a year and a half to reach agreement that their employers didn’t take in good faith, so they had to take the nuclear option,” Kaplan told the crowd, referring to the ongoing game developer strike at French studio Eugen Systems, “Negotiations rarely are one-sided, both parties have to agree.” Kaplan, easily one of the most experienced and knowledgeable in the room about unionization, had reasoned and pragmatic advice for developers. “It’s an important thing to unionize the industry, but it starts with a small step,” Kaplan said, adding it was very unlikely the entire industry would be unionized without first starting at specific studios. It also feels painfully unlikely that companies as large as Electronic Arts, Ubisoft, and Take-Two Interactive will be supportive of any attempt of its employees to...
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...that unions and employers bargain in good faith • identification of unfair labour practices • right of unions to strike and right of employers to lock-out workers Administration Of Legislation • Canada Industrial Relations Board administers and enforces Canada Labour Code • each province has a labour relations board that administers and enforces provincial legislation • Quebec has a labour court and commissioners Duties Of Labour Relations Board • develop administrative regulations that describe how people unionize • hear complaints related to unfair labour practices • determine if bargaining is done in good faith • remedy violations of legislation Labour Relations Process 1 Workers desire collective 2 Unions begin organizing 3 Collective negotiations 4 Contract is administered Management Labour (unions) objectives and goals affect daily HR activities carried out by Laws and Regulations Why Employees Unionize • economic needs • dissatisfaction with management • social and status concerns • requirement of collective agreement union shop closed shop...
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...Union Expansion Issues for US Employers Micro Units, Employee Free Choice Act, and Armour Globe Key Rulings of the NLRB and Their Effects Timothy M McDonald Webster University Abstract There are three major areas of recent changes to unionization. These changes are making unionization efforts easier expanding the burden of employers to defend against these efforts. National Labor Relations Board (NLRB) rulings and congressional actions in both the House and Senate have eased the way you collect signatures for election of unionization. Additional NLRB rulings have made it much easier and cheaper for unions to unionize with much faster elections and easing of rules regarding who should be included in a unionization vote. The Employees Free Choice Act has the potential to remove the secret vote portion of election to join or form a union. In addition to leveling fines on employers found to have committed unfair labor practices, it would impose binding federal arbitration in the contract negotiations after a short period of days. Micro Unit defined bargaining units have eased the way for unions to pinpoint very small pro union portions of a population where the percentage of yes votes is easier to obtain. This smaller unit can then “salt” the larger population waiting for the opportune time to expand. From this waiting position they can seek further micro units within the same store with a horizontal strategy of the population type but a different location. Lastly the expanded...
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...overtime of their staff and have let go of their registered nurses. When the registered nurses left Happy Trails, they were replaced by Licensed Practical Nurses who don't get paid as much and get fewer benefits. These nurses are now thinking of joining a union that is also representing other independent living homes in the city. As members of a consulting firm, the LPN's and Happy Trails are now asking for advice. The Licensed Practical Nurses (LPNs) at Happy Trails, LLC seem a little uncomfortable with them doing the same job in the suburbs as all the other companies, from the same industry, located within the city, yet Happy Trail’s LPNs receive less pay, and less benefits. It is not recommended for Happy Trails’ employees to unionize, because it is a company that because of the demographical location that it currently is in, cannot afford to pay, or compensate, more to the employees. The LPNs at Happy Trails need to investigate the advantages and disadvantages of bringing the union to their place of work. The advantages that come from unionizing are mainly for the employee’s benefit, and include: acquisition of better wages, a bigger and better access to employee benefits, better job security, and the strength that come when many people get together (Occupytheory,...
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...Cody Hearing CIS 146 Mr. Miller 11-19-14 College athletes should be paid In today’s world many up roaring arguments light a fire in society as a whole. One of these arguments is whether college athletes should be paid or should not be paid to play the sport they love. Time and time again this argument turns into a national heated debate. Many agree that college athletes have been given enough to go to school for free, but there are also many that believe that college athletes should receive much more. College athletes should be paid for their effort, time, and passion they put into the sport they love on a daily basis to provide entertainment for the general public. When becoming a college athlete one realizes the effort they will have to...
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...Legal issues and obstacles Kroger operates over 3,000 stores and 38 warehouse or manufacturing plants in the US. Safety is always a issues when having employees who deal with pulling pallets, working high loaders, forklifts and just working in the warehouse. Kroger could face legal issues from the Occupational Safety and Health Administration or (OSHA). The Occupational Safety and Health Act of 1970 help insure employers have standards and programs in place to provide safe and healthful workplaces for their employees. (Safety And Health Standards: Occupational Safety And Health, 2009). Kroger like many other union organizations can run into legal issues with the Civil rights act of 1964, which makes illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex According to "Employment Discrimination/eeoc" (2011),(para. 3). Since job compensation is contracted between unions promotion discrimination will always be an issue with union organization. “Kroger has many issues when it comes to employee discrimination, from race issues to gender issues Kroger has problem with discrimination” (Brain Biles, personal communication, June 27, 2012). State Laws Since Kroger conducts business in 32 states, Kroger could be breaking laws in all 32 states at any given time. In the state of Kansas Kroger could break law concerning safety in their stores and warehouses. Kansas Department of Labor (KDOL) protects local employees in the work...
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...(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 bargaining rights (Fossum 2005; Taft, 1976). Wagner...
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...hasn’t had any major issues to cause the TSA to take over. A second alternative action is to de-unionize the TSA. Not only does keeping solely the TSA slow down lines, but because it is unionized many people who should be fired are not because of the extensive process. Many employees that are late to work or have committed violations in protocol remain employed by the TSA because the union makes it harder to fire them. As Brian Sprenger, director of Bozeman Yellowstone International Airport in Montana, has said “Contractors provide a more flexible workforce for my airport, and on top of that, it’s easier to show people the door” (Harnett, 2016). Because the TSA essentially makes the rules for themselves there is really no strive to be better. “TSA managers themselves have little professional incentive to fix problems. The resulting culture of mediocrity has real safety consequences. The TSA’s own studies found 25,000 security breaches at U.S. airports between 2001 and 2011. (Rappaport, 2016). V. Recommendations I recommend that the TSA and the Department of Homeland security change their policies and certification process so that more airports can migrate to privatized security. This will greatly reduce the number of delays or missed flights and will provide an expedited and overall better flying experience for customers of the airlines. I also greatly suggest that the TSA de-unionize to prevent mediocrity and enable employees that do not live up to those standards of the TSA...
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...Hopefully this will change in the future and college athletes will be paid and make things fair and right for college athletes. Works Cited Alessi, Dominic. “5 Reasons Why NCAA Athletes Should Be Paid - TheRichest.” TheRichest - the World’s Most Entertaining Site, 2017, www.therichest.com/sports/5-reasons-why-ncaa-athletes-should-be-paid/. Accessed 13 Feb. 2017. Anderson, Dave. “Top 10 Reasons College Athletes Should Be Paid.” Top 10 Lists - ListLand, 22 Sept. 2015, www.listland.com/top-10-reasons-college-athletes-should-be-paid/. Accessed 8 Feb. 2017. Edelman, Marc. “21 Reasons Why Student-Athletes Are Employees and Should Be Allowed to Unionize.” Forbes, 2017, www.forbes.com/sites/marcedelman/2014/01/30/21-reasons-why-student-athletes-are-employees-and-should-be-allowed-to-unionize/#215a5f9b2991. Accessed 13 Feb. 2017. Peebles, Maurice. “7 Common Sense Reasons Why College Athletes Should Be Paid (According to Jay Bilas).” Complex, 2017, www.complex.com/sports/2015/12/jay-bilas-interview/. Accessed 13 Feb. 2017. Wilson, Michael. “College Athletes Deserve to Be Paid.” ESPN, 2017, www.espn.com/college-sports/story/_/id/6778847/college-athletes-deserve-paid. Accessed 13 Feb....
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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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...Labor Laws and Unions HRM/531 September 13, 2011 Professor Michael Weinsenberg, MBA. Labor Laws and Unions At a general level, the purpose of a union is to improve financial and other conditions of employment. Unions have flourished over the years in accomplishing these goals. More recently, they have experienced many challenges leading to membership losses. Currently unions are trying to reverse decline by placing workers in various industries such as casinos, museums, services. Several of positions include white-collar workers, physicians, nuclear engineers’ psychologists, and immigration judges (Cascio, p., 537, 2010). In 1943, TWU organized employees of the former Philadelphia Transit company. Local 234 won their first major victory for TWU outside of New York City. The local union was formed during the time of racial strife and the TWU stood by its record and strong dedication to racial equality to represent African American trolley operators. However, TWU local 234 represents more than 5,000 workers at the Southeastern Pennsylvania Transportation (SEPTA). Upper Darby Municipal and Eden’s Paratranist employees are included. Local 234 established a name for themselves by getting the job done at contact time. Therefore, the members show pride for the indispensable service they provide to their communities (www.twu234.org). One union that has proven its presence in the City of Philadelphia as well as nationwide branch is the Transport Worker Union...
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