Employer/Union Rights and Obligation - Essay Example

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Employer/Union Rights and Obligation.
Unions play a significant role in conducting communication between workers and employers of an organization. There has been a significant change in the way union used to operate in the past…
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Employer/Union Rights and Obligation
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Download file to see previous pages Mostly employers are of the idea that an organization that operates without a union performs better than those organizations that have a unionized culture. Employers hold this view because of the benefits they perceive to obtain of running an organization that is not unionized and the perception of negative effects of a unionized organization. Employers believe that organization that are unionized experience higher cost of operation as in these organizations, unions try to bargain higher wage levels from the employers for the employees (Sverke, 2004, p.149). Organizations that are not unionized do not experience pressure from unions for higher wages. When employees demand for high wages without the support of union, the employee may be weak because he is making that particular demand for himself and the employer has a stronger hand because they do not face the threat of strikes conducted by the entire workforce. When unions bargain for higher wages, they represent the entire workforce and they have a stronger hand as they can put a stop to the entire operations of the business by calling an all employee strike. 2. While a union campaign is under operation, certain rules and regulation restrict the activities and communication of the management. The management is allowed to interfere in the campaign if these campaigns are negatively impacting the operations of the company. For example: If Union campaigns and strikes are taking place while a client is visiting the company, the strike may give a negative perception about the company to the client. In this scenario, the management is allowed to inform the union members and employees about the harmful effects of unions for the organization. The organization’s management can even restrict the activities that are taking place in relation to the union campaign. For example: the management can restrict distribution of pamphlets and leaflets related to the campaign on the premises of the organization. But these actions need to be backed up with proper reasoning. For example: According to the Labor Relations Code, an organization’s management is allowed to give any opinion until and unless these opinions do not contain information that may change an employees’ decision of joining and being a part of a union in an unjustifiable manner (Sullivan, 1998, p.245). Secondly, law even restricts employers and managers to use any coercive measures that are physical and psychological in nature to restrict an employee or employees from being a part of a union. Management is even restricted from appearing near an event of union campaign as that might make the employees feel threatened from participating freely in a union campaign. 3. There are several rules and regulations in place that restrict employers from committing certain activities against an employee in different situations. One such law is regarded as the National labor Relations Act and this act has provided detailed information regarding what an employer can do and cannot do if workers plan to participate in union work (NLRB, 2013). Under this act an employer has been ordered to not to interfere or try to restrain employees from creating a union, being a part of the union or being a helper to a union while the union conducts the act of collective bargaining through psychological and physical coercive actions. The Act has outlined various restrictions that have been placed on an employer from restricting an employee from practicing his/her rights. For example: an employer can not threaten to fire a worker ...Download file to see next pagesRead More
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