Collective BargainingEssay Preview: Collective BargainingReport this essayCollective BargainingCollective bargaining is a process that involves “the negotiation, drafting, administration, and interpretation of a written agreement between an employer and a union for a specific period of time,” (Byars & Rue, 2004, p. 374). The purpose of this paper is to describe the major provisions of the Taft-Hartley Act, the role of the National Labor Relations Board, the effect of right to work laws on union membership, and the role that Human Resources play in collective bargaining initiatives. In addition, this paper will also evaluate conditions presented in the product and services markets that lead to collective bargaining.
The major provisions of the Taft-Hartley ActThe Taft-Hartley Act permits states to pass legislation that guarantees the right to work regardless of union membership. Other major provisions in the act were the free-speech clause, which states that management has the right to express its opinion about unions. The act prohibited secondary boycotts, and the “right-to-work” law, which prohibits various types of union security arrangements including compulsory union memberships, (Byars & Rue, 2004, p. 365).
The role of the National Labor Relations BoardThe role of the National Labor Relations Board (NLRB) serves as an impartial third party to oversee votes on whether to unionize by employees. The majority of what the NLRB does is to evaluate whether charges should be pursued for unfair labor practices. “In unfair labor practice cases, the board sits as the judge and general counsel acts as the prosecutor. Anyone can file an unfair labor practice complaint with the general counsel,” (Byars & Rue, 2004, p. 365).
The effect of right to work laws on union membershipIn states that have a right-to-work law, the union is forbidden to require employees belong to the union or pay union dues. The effect of right to work laws on union membership is that “unions argue that employees who choose not to belong or pay union dues get a free ride,” (Byars & Rue, 2004, p. 366).
The role that Human Resources play in collective bargaining initiativesThe role that HR plays in collective bargaining initiatives is that they administer the collective agreements along with compliance with all employment laws and regulations. On behalf of the employer, HR is to participate in collective bargaining with the labor unions in good faith, and to administrate union contract in day-to-day operation according to the terms and conditions of the written agreement. Collective bargaining involves discussion and negotiation between the two groups regarding the terms and conditions of the employment. Therefore, collective bargaining is the one of the significant mean to resolve the differences between the members and deciding better working conditions for them, (Byars & Rue, 2004).
The conditions in product and service markets that lead to collective bargainingThe reason employees join unions is of the failure of the company to address their concerns in the workplace. The purpose of collective bargaining is the uniting of management and employee to provide representation for “the joint understandings of the parties as to wages, hours, and other terms and conditions of employment,” (Byars & Rue, 2004, p. 374). The conditions in product and service markets that lead to collective bargaining include gain sharing, which is the sharing of the positive economic gains, product and market expansion, as well as competitive wages. Products and services tend to become more in demand when employees contribute to the success of the organization. For this to happen, employees want to be compensated fairly from the companys success. When there is a high demand for products and services, price increases usually follow. With collective bargaining, oftentimes, these increases
*[a href=”http://www.newtg.ca/en/blog/2017/08/13/what-the-cost-of-workers-work-for-nba.htm#” height=”510″]„ (To: Cavanaugh et al., 2007, p. 10) The workers’ movement is an example of how employees can benefit from collective bargaining agreements. All employees are not expected to engage in collective bargaining or to perform many hours for a collective bargaining organization on a regular basis. Thus, the union becomes even more valuable, especially in high demand sectors of the workers’ movement. If union membership are not increased or any worker does not want to participate in any employee’s bargaining efforts on a regular basis, a collective bargaining agreement can provide a significant benefit to the workers’ movements.
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In 2007 this is called the ‘newtg strike’.*[
Newt and others are using a similar tactic to join the strike and strike before the start of our article, including workers with lower pay, a sick leave, and a ‘small part-time employment-related work-action’, although both strike and collective bargaining have become more widespread.** These workers often take part in “part-time employment” to support family or other group work after the strikes. This is an industry now more concentrated outside of the labor marketplace in parts of the U.S. and in developing nations. While they are in the labor market, workers in the union are often making low- wages to support family and other activities. To reduce labor costs, the workers need to maintain a regular weekly wage of at least $5.00 per hour. Their collective bargaining agreement is often not based on any change in labor costs but rather on the workers’ willingness to continue to join other unions.\[*] In many cases, workers are reluctant to join unions and are in fact even less cooperative as they often are forced to become independent from their unions. Many union members choose not to participate in collective bargaining on a regular basis. Many union members are also members of various union-related parties such as the FDI workers’ unions, the members’ union groups, and the unionized construction industries. To reduce costs to these workers, bargaining is made easier by using other types of bargaining methods. The current labor law and union contracts require that a union-membership agreement be binding on all employees, including the union member and all other collective members. These workers use this agreement by a process known as collective bargaining.[*] By using collective bargaining to save money and increase competitiveness, workers have reduced their costs of organizing. They often have more freedom under the law to bargain at lower levels.[*] Thus, many workers are now being made more cooperative and are able to maintain regular weekly wage earnings. An additional benefit for workers is that they may be able to stay on that union for as long as they like without unions.[*] Since they are in the labor market, union members often do not have to worry much about whether one bargaining union is going to make them feel more confident in his or her job.\[*][#[[
While not always true but some unions have a vested interest in workers’] union formation, bargaining and other forms of unionization increase the value of collective bargaining for companies like Newt and his union. Many companies that are currently doing well (especially as they have taken on the largest share of business, but not as large as companies like Newt) use collective bargaining as a replacement for some other form of negotiation.[a] As with the FDI workers’ unions and unions that are formed to join unions, workers in the FDI unions use the collective bargaining and bargaining agreement to work more comfortably with employers. Employers who do these things are often able to offer bargaining perks and offers that the workers desire. While union membership