Collective Bargaining and Pay Inequity in the Public Sector - Essay Example

Collective Bargaining agreements and Pay Inequality in the Public Sector. Bargaining power is a very important element of work especially for employees. Public sector labor laws in the united developed on a markedly different track as compared to the same in the private sector. The National Labor Relations Act-1935 for instance permitted collective bargaining in the private sector and excluded the public sector. This was probably because of fear of strikes by public workers. Even without the legal rights to organise, their still existed unions in the public sector as early as before 1960.

A lot of improvement has been noted over time and in fact as at 2009 more government employees were unionised as compared to their counterparts in the private sector. In the United States at the moment majority of the states have passed legislations that permit workers to organise themselves and bargain collectively. This is because collective bargaining is a very important way through which employees can push for their rights considering the historical discrimination that has been witnessed in America’s public sector.

The laws vary from state to state, for instance, only 12 states of all who have legalized collective recognise strikes are being legal. Those states not allowing strikes have outlined various processes for resolving issues in the workforce such as mediation and fact-finding. A good number of states use interest arbitration where neutral arbitrators listen to grievances raised, evaluate facts, and follow statutory criteria to come up with decisions as to the terms of collective bargaining agreements.

Nonetheless, collective bargaining through unionisation has become a very popular practice in America and the world over. Unions represent members in many different ways which include and not limited to lobbying for favourable labor laws such as protection of employees from arbitrary discharge, educating and training members on their rights and most importantly negotiating compensation directly with employers on behalf of the membership. Collective bargaining agreements also address issues of discrimination in the work place based on gender, race and even class hence attempt to force employers apply the same standards to every individual.

AFSCME for instance, which is mostly concerned with women has for the past few decades managed to lobby against pay inequity that is based on gender. One negative concern about trade unionism and collective bargaining agreements has been that they tend to indirectly further the inequality gap. In particularly comes about when covered employees are given better terms as compared to their colleagues who are not covered. The other disadvantage associated with collective bargaining is that members bear the burden of financing their unions through monthly contributions hence complicating the workplace economics.

It should however be noted collective bargaining agreements have been a huge success in restoring equity in the workplace the way forward would be to more legislations barring occupational discrimination, lobby for fair pay systems and fairness in career progress. In conclusion therefore, collective bargaining agreements have become popular practise in the workplace the world over. This follows the realization that it is only through collective bargaining that employees can push for labor laws and reforms that are favourable.

Employees’ unions push for better terms, negotiate for pays commensurate to the economic times, abolishment of discrimination of any kind and good employment practices especially on the part of employers. States must therefore fully recognise the need for collective bargaining agreements and respond by passing legislations that do not encourage pay inequality in the public sector.Works Cited.1. Joseph E. Slatter. The Assault on Public Sector Collective Bargaining: Real Harms and Imaginary Benefits.

American Constitution Society, 2011.