ECE _DSST _ Human Resource MGMT

Unions can similarly deny workers their labor law

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Unions can similarly deny workers their labor law rights. For example, discriminatory practices to persuade or dissuade employees from joining the union. The Taft-Hartley Act (1947) defined unfair union practices and balanced the power between management and unions. Taft-Hartley is also known as the Labor-Management Relations Act. The Landrum-Griffin Act of 1959 was passed to protect union members from racketeering and other nasty practices by employers and union officials; in addition, it also required unions to submit annual financial reports for examination by the Secretary of Labor. This type of activity was becoming popular, so to stem it Congress passed the Landrum-Griffin Act of 1959, to reduce the amount of bribery, extortion etc that was occurring. Collective bargaining for federal employees is governed by Executive Orders and the 1978 Civil Service Reform Act. Collective bargaining refers to negotiation between organized workers and their employer or employers to determine wages, hours, rules, and working conditions. Labor Relations The labor relations process consists of four sequential stages which begin with the employees’ need for collective representation, the union then organizes its campaign, collective bargaining results in a contract and then that contract is administered. The agency responsible for the administration and enforcement of labor laws in the US is the National Labor Relations Board. The NLRB was created by the National Labor Relations Act to carry out this responsibility. The two main tasks of the NLRB are to hold secret ballots to determine if employees want to unionize and to prevent and remedy unfair labor practices. The ballots must be secret to reduce any possibility of intimidation and to make the process as fair as possible for employers and employees. Employees unionize because they are in a stronger position as a group when acting on grievances with the management, as well as for economic and social needs. Banding together as a group increases their positional strength and bargaining power as opposed to acting individually. The economic reasons for unionization refer to employment conditions such as wages, benefits and working conditions. Benefits such as the length of vacation, leave and health insurance are issues that some workers may be unhappy about, causing them to join a union. Research has shown that the most common reason given for unionization by employees who are dissatisfied with the management is favoritism. Favoritism shown by managers in areas such as discipline and promotions is the most commonly given reason for joining a union. Employee committees involve discussion and the resolution of grievances . As these committees do not involve labor agreement negotiations, companies support them in order to avoid unionization.
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