Labor Relation Laws

 In forming unions, employees and organization should follow the following procedures;   first, there should an organizing campaign within the organization. Through campaign,  nonemployees should show interest  in forming a union  either through distributing literature, discussing  about union and more, and employees  within the organization should  show interest  by  joining hands  with others to sign petition and attend meetings (Griffin, 2013). After showing interest in forming a union, employees should collect petition signatures and forward it to the National Labor Relations Board (NLRB).  The lowest number of signature should 30% so that the NLRB can move forward to conduct an election. Before the election, employees who are under Federal Labor Relation Authority from different job position must be selected to vote during election (Griffin, 2013). Then, election is held in secret ballot supervised by NLRB representatives. After election, employee creates a discussion based on benefits needed and a negotiating committee. The latter holds a negotiation with the company to discuss the labor contract. The labor contract is signed and employers develop mobilizing techniques to ensure that employers fulfill the union’s demands. The union may use mobilizing techniques such as holding public meetings, conducting strike, filling grieves and more (Griffin, 2013). 

 Collective bargaining allows the labor contract and the organization to form an agreement on issues based on wages, benefits, grievances procedure, employment condition, and process of work termination, job security, work hours, promotion and more (Griffin, 2013). Collective bargaining leads to workers improvement and higher performance in that management relation allows employees to have the opportunity for training hence gains skills on how to utilize the valuable resources for high productivity. Improvements are also reinforced by employee-employer relation in solving problems while showing respect and dignity. Employees have freedom of association where they choose collective actions (Griffin, 2013). The probability of increasing performance is high since the labor contract allows employee and employers to have an agreement on issues which affects their life. In other words, employees    work in a friendly condition, enjoy benefits and more important the feels secured. Other point is that employee and employers collaborate in running business operations and this makes employees develop a sense of belonging (Griffin, 2013). What is important more in collective bargaining is that the union creates a positive interaction with employees and allows them to expresses their views and to have a choice. Collective bargaining is a path where employees get right-to-work, having all the resources they need, ensure that their desires are met and get support.  Generally, labor contract or the agreement on important issues increases morale hence increases performance (Griffin, 2013). 

Regarding to right-to-work laws, the first things that unions should know is that employee should not be forced to join the union. An employee may express his view as a single individual and thus both member and nonmember should receive the same right to work (Folsom & Boulware, 2004). In addition, the unions should not allow workers to pay dues.  In other word, unions should avoid creating a corrupt system in the labor organization. In agreeing on employment condition, there is not agreement where employee should pay dues (Folsom & Boulware, 2004). Other things that unions should consider  in the right-to work laws is to allow workers  resign and  still get  the benefits from the collective bargaining. On the same note, employees should not pay union fees to quit or to stay in the organization. In planning to deduct wages, unions should adhere to the ‘Fair Labor Standard Act’ to understand more about employee wages. Note that employer may deduct cost either due to meals, uniforms, transportation, child support and other legally authorized deducts and this should be done with employee consent (Folsom & Boulware, 2004). Apart from union dues and deducts, union should treat nonmember and member employees equally and fairly. Employees should be allowed to petition the union due to unlawful practices.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Reference

 

Folsom, W. D., & Boulware, R. (2004). Encyclopedia of American business. New York: Facts On File.

 

Griffin W. Ricky. (2013). Fundamentals of Management. Cengage Learning