Essay About National Labor Relations Board And Blue Collar Union

Collective Bargaining
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Introduction
Collective bargaining is an economic procedure that is connected with the manager and
the agent of the workers, normally a blue collar union, to discuss pay, operation hours, operation
environment, and other situations of important matter. The normal end outcome of collective
bargaining is manager and union come to a compromise. The terms on this agreement and enter
the agreement and terms into a printed contract, which will preside over the regular management
of the operational partnerships between administration and workers. The written agreement
needs to entail article that presides over debatable promise.
National Labor Relations Board
The National Labor Relations Board is one entity of the U.S. government develop in
early 20th century to oversee and apply work associations-connected legislations like the Taft-
Hartley Act to sustain reasonable work and apply both by the employment union and manager.
The main objectives of the National Labor Relations Board are to confirm lawful and moral
behaviors of the employment union and the manager when dealing with working problems, and
to confirm an employment union anticipated by large amount of the workers in a company. The
board has a power to settle the labor disputes and to implement its decision in the federal courts.
It is governed by five member board and a General Counsel and all of them are appointed by the
president with consent. Members are appointed for the term of 5 years and the General Counsel
is appointed for 4 years. General Counsel acts as a prosecutor and the board acts as a judiciary
body for the decisions of the administrative body.
In the board, charges are filled by the parties against unions with the appropriate regional
office. The regional office investigates the complaint. Boards decisions are reviewable by US
court of appeal. Decisions of Board are not self-executing. The value of E-GOV is recognized by
NLRB, and is committed to continue to enhance all stakeholder services through the use of the
Internet.
Taft-Hartley Act
The Taft-Hartley Act preserve many features of the NLRB, also acknowledge as the
Wagner Act, but prohibited barred and union departments and allowed the leader power to obtain
an 80-day injunction when the president believed that a strike would endanger national health or
safety. Historically the Taft-Hartley Act has only been successfully invoked twice because
normally the eighty-day “cooling off” period has been enough time to settle the disputes between
the parties.
Union Membership
The Right-to-Work doctrine guarantees that every working man and womans free will
about labor union. In essence, employee may freely choose to become unionized or non-
unionized; if they decide to join the union, they shall pay union dues, and if they choose to be a
free agent, they are not obligate to pay union dues mostly labor unions, argue that unless workers
have a union contract, they are at the mercy of company policies. International Union mentioned
that workers who do not have a union contract are and which means employer may hire or fire
them at any time or at any cause. In contrary, workers who have a union contract are protected
under union contract in term of disciplinary action. These workers go through a grievance
procedure and binding arbitration before an employer may terminate them.
Roles of Human Resources
Human resources are the most valuable resources of a business. To maintain good
relations, it is necessary for the people to look forward