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Challenges in collective bargaining
Challenges in collective bargaining
Collective bargaining past, present and future in the united states
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Collective bargaining is the process in which employers and unions undergo a series of negotiations that include terms and typical of collective bargaining where both parties concur to conditions of employment. These conditions may include wages, hours, and working conditions (Budd 229).
Collective bargaining may happen in several kinds of fields, ranging politics to sports. It allows appropriate settlement of disputes and issues that benefit both parties involved, producing a result that is not one-sided. Collective bargaining is “the negotiation of wages and other conditions of employment by an organized body of employees” (Beal, Wickersham, & Kienast 5). Four issues that are probable components of a collective bargaining agreement are:
1. Compensation- fringe benefits, wages, holidays, vacations, shift premiums, and also profit sharing.
2. Personnel Policies and Procedures-transfer policies, promotion, layoffs, vacation rules, and overtime.
3. Employee Duties and Rights-job standards, workplace rules, and seniority rights
4. Part 2 of Employer Duties and Rights- management rights, subcontracting, just-cause discipline and discharge, and safety standards.
TheCTMirror.org discussed House approving a contentious proposal that would give collective bargaining rights to home health aides and day care providers who perform services for adults and children at state aid wages. “By passing the measure 84-57 after six hours of debate, the House resurrected the substance of two proposals that died last month after Republican legislators prevented them from being voted on in the Labor and Public Employees Committee before the committee's deadline for taking action”(Becker 1). Passing of this proposal would grant the workers ability to u...
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...or and Employment Law, School Law, Lawyers, Attorneys, Franczek Radelet: Chicago. Franczek Radelet P.C, 12 July 2013. Web. 28 Nov. 2013. .
Holley, William H, Kenneth M. Jennings, and Roger S. Wolters. The Labor Relations Process. Mason, OH: South-Western Cengage Learning, 2012. Print.
Richmond, Todd. "Wis. officials decide to continue union votes | sheboyganpress.com."Sheboygan Press Media. Associated Press, 25 Nov. 2013. Web. 29 Nov. 2013. .
Schaumber, Peter. "Big Labor is co-opting worker centers to avoid federal law." TheHill. N.p., 26 Nov. 2013. Web. 29 Nov. 2013. .
Moran, J. J. (2008). Employment law: New challenges in the business environment. New Jersey: Pearson Prentice Hall.
David Brody argues that the rise of contractual or collective bargaining relationships during the post WWII era formalized the relationship between employers and unions, but simultaneously began to put a break on shop floor activism. Explain Brody’s argument and, where relevant, incorporate Weber’s theory of bureaucracy.
...lley, W. H., Jennings, K. M., Wolters, R. S., & Mathis, R. L. (2012). Employment & Labor Relations. Mason, OH: Cengage Learning.
MacLaury, J. 1998. “A Brief History: The Department of Labor.” The United States Department of Labor.
The fact that Hall distanced himself from those matters and directed the Union to Alton Carl, the vice president, gave it more opportunity to persuade the workers. The company, on the other hand, had little chance to persuade the workers due to their own making. For instance, when its maintenance head, Melton Larry, interrogated several and threatened several workers he only played to the union’s advantage.
Bennett-Alexander, Dawn D. & Hartman, Laura P. (2001). Employment Law for Business (3rd ed.). New York: McGraw-Hill Primis Custom Publishing. Downloaded February 4, 2008 from the data base of http://www.eeoc.gov
During the Gilded Age activists tried improving the conditions of workers and the poor in many ways. In a few ways they were moderately successful but mostly philanthropists didn’t succeed. Between 1875 and 1900 the organized labor, overall, didn’t improve the position of the workers, making them unsuccessful.
Holley, Jr., W., Jennings, K. & Wolters, R. (2012). The labor relations process. (10th ed.). Fort
Sloane. A. A., Witney, F. (2010). LABOR RELATIONS (13th editions). Prentice Hall. Upper Saddle River, NJ
Labor unions have been in America for a very long time. There are many unions in a myriad of different fields. Labor unions were and are used to allow for equal treatment of workers. Employers always want to maximize their profits and they try to give the least to get the most in return. For reasons such as this is why unions were formed. Generally a union boss is appointed or hired to protect the rights and privileges of the employees. The union boss is generally very representative of the demographics of the workers. The leader of the employees needs to know what they want and what is fair for them and this is why he tends to represent one type of work force, such as the teachers union. This type of representation is made easier when most of the workers come from the same background. Background meaning family size, education, race, etc. Labor unions have helped shape the American work force, as have the backgrounds of the men and women who have worked in them. America was founded on diversity and the freedom to choose. Many different backgrounds have found their way into America and labor unions. As stated earlier, labor unions have people of the same background in them. America’s first settlers were generally of the same background and because of that, so were the members of the first labor unions. As the United States expanded so did the work force and the diversity in it. Diversity and understanding the challenges and benefits is what enables America to be great. In the pages of this paper we are going to look at the change in the make-up of labor unions by the entrance of African-Americans and how they have influenced America and the labor unions for the better. This paper is and expansions on my paper “A Shield Against the Power of Industrial Capitalism”.
U.S. Senate, Testimony of Samuel Gompers, August 1883, Report of the Committee of the Senate upon the Relations between Labor and Capital (Washington, D.C., 1885), 1:365-70.] 6 November 2004. .
In Minneapolis workers also had to face the Citizens Alliance, an association of employers dominated by the wealthiest local...
A collective bargaining agreement collectively sets the terms on which an employer offers individual work contracts to each of its employees in the bargaining unit. A bargaining agreement, also herein referred to as a labour agreement, is a legally enforceable written commitment, which states the rights and duties of all parties involved. The labour agreement should be made in good faith and is intended to be observed and not violated. The National Labour Relations Act obligates employers and unions to bargain in good faith concerning terms and conditions of employment, including hours and wages. Like any normal contract, competent parties must enter into a labour agreement. However, a labour agreement is unique from other legal contracts in that there is no consideration involved and nothing tangible is exchanged. Many, but not all, unions require formal ratification of a new labour contract by a majority membership acceptance, which is determined through vote by the members. Until majority approval of those voting in a ratification election is received, the proposed labour contract is not final. While each labour agreement is unique to the needs of an organization and its employees, most agreements include five issues: (1) Management Rights, (2) Union Security, (3) Wages and Benefits, (4) Individual Security (Seniority) Rights, and (5) Dispute Resolution. Management Rights “Management” is the process of working with people and resources to accomplish organizational goals by making the best possible use of money, time, materials and people. The management process, when properly executed, involves a wide variety of activities including planning, organizing, directing and controlling. It is management’s role to perform all of these functions in order to maximize results.
In the case study I am asked the major differences between public and private sector labor relations. Throughout my research I will use the text along with outside sources to help in finding the significant differences between the two. Furthermore as outlined in the text of (Holley, Jennings, & Wolters, 2012) have indicated some of the major differences between public and private sector including the market economy such as the relationship between the budget and the bargaining process, employee rights and obligations, and collective bargaining structures and decision making processes. Furthermore, we must consider the differences within dispute resolution between private and public sector labor relations.
Traditional literature in the field of labor relations has focused immensely on its benefit towards the employer and in the process equating it to working rules. This has been so despite the field being expected to cover the process of, labor management, union formation, and collective bargain; all which are anticipated to create a positive employer-employee relationship. This relationship is said to be positive if there exist a balance between employment functions and the rights of the laborer. Also important to note, is that this relation is equally important to the public sector as it is to the private one. Therefore, to ensure a mutually conducive labor environment exists, effective labor management process and inclusive negotiation program should be adopted (Mulve 2006; Walton, 2008).