Labor Relations 2
The right to bargain is one of the beneficial features that a union has, as
well as the right to represent bargaining unit employees in many situations. (Noe,
Hallenbeck, Gerhert, & Wright). (2003) Having a union in certain organizations
can be positive for employees, however, turn around and become negative for
organizations. Unions can be stressful for an organization, when employees feel
oppressed and have issues with the company. The positive and negative aspects
of unions are briefly described throughout this passage.
Several important rights are given to employees through a secret ballot
election when the union is representing employees. First, it may bargain with
agency management over the personnel policies, practices, and working
conditions of bargaining unit employees. Personnel policies and practices are the
written "rules" that apply to employees, such as rules for the use of leave, how
overtime will be assigned, and the length and frequency of breaks. Working
conditions include a broad range of matters that are part of or affect the
employees' work environment; for example, heat, light, air conditioning, parking,
safety and health-related matters. (Noe, Hallenbeck, Gerhert, & Wright. (2003).
In addition with the right to bargain, a union also gains the right to represent a
bargaining unit for employees in a variety of situations. U
nions are entitled to
represent employees who have grievances, or who have investigator
discussions, which can lead to disciplinary action.