Introduction
A labor union is an association of workers who are brought together by a common ideology to improve their working circumstances and safeguard their overall well-being. This essay will focus on the process of union organization, the union that will be used, the obligations of the workers, the function that the union plays in helping labor, and the legal reaction of management to creating unions. In addition, the essay will investigate how the global dimension of the company affects the organizational structure and the negotiation process.
Union Organizing Process
The union coordinators submit an application for authorization cards on behalf of a specified group of employees to the National Labor Relations Board (NLRB). The first step in forming a labor union is engaging with workers to learn about their concerns; the second step is forming an internal organizing committee composed of workers. The committee will subsequently transmit the workers’ complaints to a representative of the labor organizing institution (Però, 2019). In the third phase, workers are provided with information about state and federal laws about the formation of labor unions. The workers then sign secret permission forms indicating their support for the union’s formation. A secret ballot election is held after completing the relevant documentation with the NLRB. The employees whose positions are covered by the agreement are automatically regarded as union members after the management and the negotiating committee have agreed on the issues at hand.
Chosen Union
The American Federation of Labor and the Congress of Industrial Organizations (AFL–CIO) will be chosen to assist the group in organizing the union because it is one of the most potent and well-organized labor unions in the United States. As a result, it possesses both the experience and expertise necessary to contribute to forming an active workers’ union. As a result, the group will use the AFL–CIO to assist in the organization of the union.
Workers Responsibilities During the Unionization Process
During the stages of union formation, it is the responsibility of workers to articulate their problems clearly and concisely. They are responsible for electing union officials or representatives, nominating people for office, and protesting the conduct of the election if they are unsatisfied with the process (Barua & Haukanes, 2019). Workers also choose other employees to serve on the organizing committee and, eventually, the negotiating committee. After the union has been formed, it should comply with its regulations and pay the necessary taxes.
Union’s Role in Helping Workers
Labor unions assist workers by ensuring that their employers uphold half of the deal. It is achieved through developing workplace regulations and norms that eliminate discrimination against employees, such as low pay or other abuse. In addition to advocating for the human rights of workers and addressing their health and safety concerns, they also develop appropriate models and procedures to resolve employee issues. The favorable benefits that unions have on their pay and working conditions substantially benefit both unionized and non-unionized workers.
Unions help minimize wage disparities because they increase compensation more for low- and middle-income laborers than for higher-paid specialists, more for hands-on specialists than cushy specialists, and more for specialists without advanced degrees. It is because unions enhance wages for low-and middle-income workers more than for higher-income experts. When unions are strong, they establish a compensation standard that non-union managers strive to match (Sverke et al., 2019). More extensive medical benefits are available to workers who are represented by labor unions than those who are not. In addition, their social insurance deductibles are 18% lower, and they pay a smaller share of the total cost of family coverage (Sverke et al., 2019). It is more likely that a unionized specialist’s employer will pay for their retirement medical coverage if they are a unionized specialist.
Management Legal Reaction to Organizing Unions
Even if the management of the vast majority of corporations opposes the formation of labor unions, they are compelled by law to respect employees’ unions and negotiate in good faith. The labor laws prohibit management from terminating, disciplining, demoting, or otherwise penalizing employees who participate in union activities. The employer has a moral obligation to conduct its ties with the union honestly and once the union’s safety has been ensured (Sverke et al., 2019). The organization should approach the negotiation table with an open mind and a sincere desire to analyze the issues. When a settlement is reached, the parties are expected to sign a written agreement known as a collective bargaining agreement (CBA).
Global Nature of the Business and Its Influence on the Organization and Bargaining Process
The fact that this company operates globally affects how its employees are structured and how it conducts negotiations. It is because the corporation conducts business in multiple nations or continents, each controlled by a unique set of labor market laws and regulations. Once a corporation has gone global, it employs international industrial relations to achieve an effective organization and negotiation process. This is because its global nature necessitates international cooperation to secure exceptional prices for local and foreign workers. In an effort to settle industrial issues, this results in forming a framework for employee consultation within the country and harmonizing the various labor regulations.
Conclusion
The importance of labor unions cannot be overstated, given their value to employees and businesses. The union strives by establishing a legally enforceable agreement on the working relationship, thereby protecting the interests of all parties involved. Workers need to choose representatives who will look out for their best interests. The union’s mission is to safeguard workers’ rights from being violated in any way by their employers. It makes sure that employees are not forced in any way to get their benefits.
References
Barua, P., & Haukanes, H. (2019). Organizing for empowerment: Exploring the impact of unionization on domestic workers in India. Studies in Comparative International Development, 55(1), 27–47.
Però, D. (2019). Indie unions, organizing and labour renewal: Learning from precarious migrant workers. Work, Employment and Society, 34(5), 900–918.
Sverke, M., Låstad, L., Hellgren, J., Richter, A., & Näswall, K. (2019). A meta-analysis of job insecurity and employee performance: Testing temporal aspects, rating source, welfare regime, and union density as moderators. International Journal of Environmental Research and Public Health, 16(14), 2536.