Labor Management - Essay Example

Labor Management A Define "union security" and explain its importance to labor union organizers. Union Security: Unions are formed with the stated objective of protecting the rights of workers interests and check undue exploitation of the workers. Union security means, a sense of security provided to the workers by the union from exploitation and harassment. If there are no unions, the management might resort to some anti-worker policies like making them to work for longer hours in the company, without any extra allowances, denying them leaves citing work overload, firing the worker without providing him/ her a chance to explain the position etc. Workers become members of unions seeing the past record, strength of the union and the reputation of its leaders in the organization. Union security often works to the advantage of the organization as well, because in such a situation the management holds discussions with a representative body of the workers and comes out with requisite policies. In addition, the management also gets a feel of the shortcomings prevailing in the organization. (2) List examples of "union security", identify preferred forms and explain the advantages/disadvantages of each form. Examples of union security include Ensuring the basic minimum wage standards: Law of the land stipulates some minimum wage for different types of jobs. But at times, some companies try to maximize their profits by cutting on the salaries and perks of their workers. The individual worker finds it difficult to raise his/her voice against such practices fearing adverse reaction from the management. But when such instances are taken up by the management, it helps in resolving the issues without any adverse impact on the individual worker. Protection of the basic human rights of workers: While working in difficult situations like coal factories, steel furnaces, chemical and fertilizer industry, colder places etc. the workers are supposed to have some protective equipment or shorter working hours in the harmful conditions. In case the management tries to compromise on these aspects, unions try to highlight it with the management or at other appropriate forums. Collective Bargaining Agreements: Quite often the wage standards and facilities are fixed by the management in consultation with the workers representatives by way of mutual agreements termed as Collective Bargaining Agreements (CBA). Protection against discriminatory policies: If there are any effort by the management to discriminate on the basis of race, sex, age etc. the union will take up the matter with the management. Providing an informal forum to discuss problems concerning personal issues or official matters: Union meetings, conferences and conventions provide opportunities for interaction amongst the members, union representatives and the management. Quite often, it proves a very useful forum for coming out with remedial measures and taking feedback. (3) Identify actions by Government that have tended to strengthened or weakened union security in the private sector. Unions are not always liked by the government and the management, for a variety of reasons. Therefore the tug of war continues between the management and union representatives. Some actions of the government in the recent past which have resulted into strengthening the unions are; i. Enacting laws protecting the rights of workers ii. Fixing minimum wage standards and working hours iii. Taking cognizance of the hazardous situations in which workers of some industries have to operate and stipulating the requirements for adequate safety precautions. One of the key actions initiated by the governments which have resulted into weakening of the union movement is the excessive emphasis on outsourcing and contractual employment, which at times makes the workers ineligible for the membership of unions. Off-shoring and outsourcing implies that works are done by people in other countries, which again results in attrition in the organizations, thus weakening the unions. B. (1) Discuss what is meant by the NLRB principle of 'good faith bargaining' The national labor relations board (NLRB) happens to be an independent agency with statutory powers to mediate between the unions and management and enforce the law in case of disputes. NLRB's principle of 'good faith bargaining' tries to make way for mutually agreeable solutions for contentious issues. If the union representatives and the management sit together for couple of meetings, discuss the issues and agree on the ways and means for resolving the issues, then the bargaining is termed as 'good faith bargaining' i.e. both the parties have expressed faith in each other. It needs to be emphasized here that in order to have good faith bargaining, there must be routine and periodic meetings amongst the union/s and the management. In such an arrangement, if there are points of discord, NLRB plays a role of a good facilitator. (2) Discuss clearly what the NLRB is inclined to consider violations and the reasons. Some such conditions which NLRB considers as violation are stated as under; i. An employer is trying to restrain employees from exercising their right to organize ii. A union is trying to forcefully enroll other employees as their members, against their wishes iii. An employer is threatening employees with loss of job or facilities for engaging in union activities. iv. The employer starts adopting unethical means to influence some employees by offering them additional benefits etc. to dissuade them from joining the unions. v. An employer is harassing, transferring, laying off the workers merely for their indulgence in union activities. vi. A union is seeking undue favors from employees for taking up their case vii. Unions are resorting to strikes etc. over issues which are not in line with the terms of agreement. viii. Unions resort to harassment of their members for echoing disagreement over certain stances adopted by the union or if someone resigns from the primary membership of the union. (3) Cite 5 examples of permissible active 'employer behavior' vis--vis a union during 'union organizing' or during the process of 'collective bargaining'. An organization can function smoothly, if there's an understanding between the union and the management and they realize the importance of coexistence. But there are situations when the employer tries to indulge in some behavior which the unions may not agree with, yet the employer might behavior might be permissible under the law. Five such instances, which could be termed as permissible employer behavior in regard to unions, are; i. Trying to negotiate differently with different unions on matters pertaining to similar working conditions ii. Seeking support from unions in achieving the targets and meeting the deadlines by soliciting more hours of work. Such a situation could arise when the company gets bulk orders with tight deadlines or in emergency situations iii. Taking exemplary actions against some union activists, if he/she is found to have indulged in gross misconduct or unacceptable behavior. iv. Resorting to seek favors from the government or industries associations in resolving some long pending issues. v. Prolonging some cases lying before the arbitration or the court of law for want of enough information on the subject. Such cases usually arise when the employer is not able to find a suitable advocate for taking up its case or the concerned persons are not available to prepare the defense. Read More