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This article features the Industrial Workers of the World (IWW) influencing as well as organizing Starbucks’ workers to come up with their own union. In their endeavors to organize Starbucks workers to form a union, IWW is faced with a lot of resistance. Apart from this…
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Download file to see previous pages the National Labor Relations Act(NLRA).Thus, the NLRA clearly states that employees shall have the right to organize themselves, forming, joining, or assisting labor organizations so as to have a collective bargain through choosing their own representatives ,engaging in other intensive activities for the goal of collective bargains and it shall be unjust labor practice for an employer to impede, hold back or force workers in exercising of the guaranteed rights. In the formation of a union however, ignorance of the law is always a main issue.
A worker should be informed that s/he has a legal right of joining as well as supporting a union in addition to attending meetings during non-work time to discussing issues related to joining a union. A worker is also entitled to speaking about the union any time other non-work talk is permitted, reading and distributing union literature so far as s/he does this in during non-work times like lunch hours, breaks, before or after work and outside the work area. An employee is also entitled to signing a card or petition to showing support for a given union. Lastly an employee can request fellow workers to support the union, sign petitions or cards asking their employer to be aware of as well as bargaining with their union. On the other hand it is illegal for an employer to issue threats of or actually sacking, lying off, disciplining, harassing, transferring, or reassigning workers due to their supporting a union. In addition an employer should not show favoritism to workers who are against the union over those in support in such aspects as job assignments, promotions, hours, salaries, implementation of rules or any other working condition for that matter. It is also illegal for an employer to close the work station or remove any benefits or privileges workers already enjoy so as to dispirit presumed union activity. An employer should also not make promises to workers’ pay raise, promotion, benefit or unique favor for opposing ...Download file to see next pagesRead More
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