Labor Relations

In this paper, unions and labor relations will be defined and their impact on organizations will be elaborated. Also, the impact of changes in employee relations strategies, policies, and practices on organizational performance will be examined. After this, the question â€Å"Are unions still relevant in the U.S.?† will be answered. Furthermore, the campaign, the election, contract negotiations, grievance handling, arbitrations, labor relations, and strikes will be addressed. Labor unions and labor relations Labor unions, which are the watchdogs and negotiators for the American workforce, are a way of collectively bargaining with employers for fair working conditions and fair wages. The craft unions or skilled laborers and industrial unions or laborers in the same industry, regardless of skill are the two types of labor unions that are organized. In the U.S. Groups of highly-trained carpenters, tailors, printers, and weavers in the colonial age, the seed of modern labor unions were the guilds. Guilds, which are economic and social in nature, are associations of persons who are involved in the same craft or business. The workers who members of guilds are banded together so that the quality standards would be maintained and the employers’ hiring of skilled laborers from home would be ensured. In the mid-19th century, there was an increase in the number of new industrial unions which were created for the assertion of workers’ rights. This change in the personality of the American workforce was due to the invention of the steam engine and other industrial advancements. The Knights of Labor, which inaugurated the Labor Day holiday in 1882, was one of the most important industrial unions. In the 1890s, the American Federation of Labor (AFL) was formed. It is composed of the craft unions which include both skilled and unskilled laborers. The federation was formed because its member craft unions were opposed to the composition of the Knights of Labor’s membership. The United Mine Workers and the Danburry Hatters case in 1902 were ones of the early conflicts and strikes included in this period. In the 1930s, when the Great Depression took place, the Congress of Industrial Organizations (CIO) was formed. Many of the members of CIO were the dissidents of the AFL who favors industrial unionism. Workers in the steel, rubber, auto, maritime, glass, and meat packing industries were some of the major constituents of the CIO. In spite of the conflicts during the 30s and 40s, a powerful body known as the AFL-CIO was formed from the merging of the two national organizations in 1955. The National Labor Relations Board (NLRB) is an independent agency of the U.S. government. It was created under the National Labor Relations Act of 1935 or the Wagner Act and was amended by the acts of 1947 or the Taft-Harley Labor Act and 1949 or the Landrum-Griffin Act. The board affirmed the rights of the labor to organize and bargain collectively through representatives they chose or to refrain from such activities. The board which is composed of five members is assisted by 33 regional directors. The members are appointed by the U.S. President with the approval of the Senate for five-year terms. The proper bargaining units are determined, the elections for union representation are conducted, and the charges of unfair labor practices by employers are investigated by the board. Coercion, interference, or restraint in labor’s self-organizational rights is included in the unfair practices (Villanueva Siasoco). A research study revealed that the collaboration of an organization (such as community organizations) and a labor union is an impetus for change. For example, the labor unions and community organizations in Greater Boston, which have worked together in recent years, have achieved remarkable successes. Some of their victories include the passing of a Boston living wage ordinance, an increase in the minimum wage in Massachusetts, improvement in union contracts and in workplace conditions, an earned income tax credit on state income taxes, $6 million state job training program for 1, 500 workers, and a number of progressive tax policies which includes a new tax on capital gains. These significant achievements in Boston are reverberated throughout the country. This is manifested by the continuous formation of alliances by community organizations with the organized labor. Again, these alliances are formed for the purpose of tackling problems that affect the lives of the low-wage workers. The Service Employees International Union, which is known for its successful Justice for Janitors campaigns, is one of the unions that organize low-wage workers. The Hotel Employees and Restaurant Union is also a low wage-workers union. These unions are included in the most vibrant and fastest growing organizations in the country. The collaboration of labor unions and community organizations is really needed for the achievement of long-term goals of economic and social justice. The need for the collaboration is being intensified by the changes in the national economy over the last few decades. One the changes that forces for a collaboration of labor unions and community organizations is the shifting of the economy from higher-paying manufacturing jobs to lower-paying jobs in the service sector. Similarly, the public policy efforts for the promotion of the welfare of working families in general are being broadened by the labor movement. The national AFL-CIO, under the new leadership since 1995, has devoted increased resources to advocate policies. These policies include the universal health care coverage which is intended to benefit all American who are working (not only those who are members of unions) and the raising of the federal minimum wage. One of the impacts of labor unions in policies is the announcement of support of amnesty for undocumented immigrants by the AFL-CIO in February, 2000. In addition, the AFl-CIO also played a major role in organizing, planning, and supporting the Immigrant Workers Freedom Ride of 2003. This ride is a nationwide effort which aims to raise the visibility of the issues of the immigrant workers (Ranghelli 4). On the other hand, the impact of changes on employees is the decrease in the purchase of labor by employers because of the higher wages won by unions. The success in asserting for higher wages and better working conditions also reduced the number of jobs available (Reynolds). Are unions still relevant in the U.S.? The question â€Å"Are unions still relevant in the U.S.?† does not need anymore time to think about. Unions are absolutely relevant in the U.S. Considering the economic situation today, wherein the trend is to shift from higher-paying jobs to lower-paying jobs, to use more machines than labor force, and to employ contractualization, the exploitation of the labor sector becomes more intense. Thus, unions play a vital role in achieving economic and social justice. Considering the opinions raised by Reynolds, it is very shallow to say that the labor unions are the anticompetitive force in the labor markets. It is very inhumane to think of workers as simply inputs that are needed to be purchased in order for a process such as production or manufacturing to materialize. It is in this thinking where the exploitation of the laborers’ rights arises. Regarding campaigns and elections, union officers are elected based on the standards established by the Labor-Management Reporting and Disclosure Act of 1959 (LMRDA). Officers in the local unions are elected through secret balloting. On the other hand, officers of the national and international unions are elected either by secret balloting of the members or by delegates who are chosen by the secret ballot. The election of the officers of the national and international unions is held at least every five years. For the intermediate bodies, the election of officers is held at least every four years and for the local unions, election of officers is held at least every three years. The funds of a union may be used in conducting an election. Also, it is an option for the employers and unions to use their funds in promoting the candidacy of any candidate (http://www.dol.gov/compliance/topics/unions-elections.htm). Collective bargaining refers to the negotiations between an employer and a group of employees. Negotiations are done so that the conditions of employment would be determined. The result of the procedures of the collective bargaining is called collective agreement. Union or other labor organizations represent the employees in bargaining. Federal and state statutory laws, judicial decisions, and administrative agency regulations govern collective bargaining. Arbitration refers to the method of dispute resolution. This method is used as an alternative to litigation. Arbitration is usually used to resolve disputes between employers and employees during a collective bargaining (http://www.law.cornell.edu/wex/index.php/Collective_bargaining#collective_bargaining_and_labor_arbitration:_an_overview). Usually, strike is the last resort taken by workers in addressing their grievances. Holding mass pickets is the most effective way to involve all strikers. Although strikes may mean decrease in wages or dismissal from work, success in such solidarity actions is effectively achieved through picketing the workplaces of the workers (http://libcom.org/organise/guide-to-taking-strike-action). The aforementioned concepts support the answer that unions are still relevant in the U.S. For example, the funds of unions are very vital during an election because may be used to promote the candidacy of a certain candidate who, when elected, must address the concerns not only of the workers but the families in general. Also, it is very significant in addressing the welfare of the people because what labor unions fight for is not just their interests but the interests of the masses. Again, labor union should not be viewed as a hindrance for the economic development. It is not enough to say that a country is developed based on a high gross national product which is achieved through lower cost of production that includes lower wages for the laborers. Higher gross national product which is achieved through exploitations of workers does not mean economic and social justice. Reference Collective bargaining and labor arbitration: an overview. Retrieved November 18, 2006, from   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://www.law.cornell.edu/wex/index.php/Collective_bargaining#collective_bargaini  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   ng_and_labor_arbitration:_an_overview John. (November 11, 2006). Guide to taking strike action. Retrieved November 18, 2006,   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   from http://libcom.org/organise/guide-to-taking-strike-action National Labor Relations Board. Retrieved November 18, 2006, from   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://www.factmonster.com/ce6/bus/A0834954.html Ranghelli. (March 2005). Joining Forces Community Organizations and Labor Unions Form   Ã‚  Ã‚  Ã‚   New Collaborations. Retrieved November 18, 2006, from Unions and Union Members: Union Elections. Retrieved November 18, 2006, from   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://www.dol.gov/compliance/topics/unions-elections.htm Villanueva Siasoco, Ricco. Hard Labor. How unions fought to honor the American worker.   Ã‚  Ã‚  Ã‚  Ã‚   Retrieved November18, 2006, from http://www.factmonster.com/spot/labor1.html       Labor Relations Labor relation entails policies and daily practices that are concerned with the regulation and management of individual and team relationships within the organization. Essentially, employee relations are centered on the ability to resolve and prevent conflicts that involve either an individual or the teams in the organization which directly affect work situations and performance. Efficient communication ensures that information is passed to the employees in order to allow them understand better the company’s goals and objectives. Most employee relations managers uphold the responsibility of handling grievances, individual code of conduct while in the office, evaluation of employee performance and counseling programs. Sound employee relations are based on participation and effective communication for both the management and the employees. There are various management styles that cover the way employee relations must be conducted in order to achieve the best from the employees. (Selid, 1995) Trade unions are organized groups of employees officially recognized by both the government and their employer that have come together to promote their common interests. Trade unions have a responsibility of ensuring get the value of what they work for. They are directed to provide a communication channel between the employer and the employees. In some cases, In the United States, trade unions are registered by the specific State that it operates from and they are ratified by the federal government. The United States have a national advisory board referred to as Employee Relations Advisory Board (ERAB) that is concerned with formulating national policies which must be adhered to by individual Employee Relations Advisory Organization (ERAO) which every institution including airline companies must have. At least one representative of ERAO is elected to sit at the Employee Relations Advisory Board. In an airline setting for example, their union is responsible for providing the company’s management with suggestions on how to solicit and disseminate information on plans and programs that are designed for employees who will enhance efficiency and effectiveness in the workplace. (Employee Relations Advisory Organization, 2004) There are impact of changes in employee relations strategies, policies, and practices on organizational performance. For example if employees within an organization are represented by a trade union fully recognized by the same organization e.g. the airline company and the government, cooperation between the employer that is airline company and its employees will be enhanced the workplace. Good and sound formulated strategies and policies that relates to labor relations in organization particularly the airline companies will lead to attainment of organizations goals and pursuing the company’s mission statement in the direct path. There are various management styles that cover the way employee relations must be conducted in order to achieve the best from the employees. These management styles are intended to teach employees the following; applicable regulations and policies, bargaining agreements, grievance and appeal rights, and discrimination and protection of whistleblowers. The impact of changes in employee relations has broadened its definition from the initial industrial relations to such aspects as employer-employee relations, personal contracts, workplace environmental safety, and socio-emotional factors. In developed countries like in the U.S and mostly in airline industries, there is a growing trend of harmonization in almost all levels of government mainly because of the government commitment to enhance employee relations programs. (Sparrow and Hilltop, 1994) Trade unions plays a very major role in trying to protect the rights of employees who form there membership and research indicates that they still relevant in the U.S. administration because they have the task of ensuring that employees rights regarding to the workplace are protected. However, due to corruption and other malpractices the effectiveness of these trade unions has been compromised over the last few years. Research indicates that the employers in the U.S. for example employers in the airline industry are reported to be harassing there employees in the pretext that they are giving out instructions to be obeyed in order to achieve the stated organizational goals, a development which does not auger well with trade unions in the U.S. (Delaney and Huselid, 1996) In general, these trade unions has the following roles, labor climate assessment, positive employee relation programs, union campaigns and election objectives, unfair labor practices such as poor wages and unfounded dismissals, dealing with workplace harassment, coordinating and implementing cooperate relations programs, and handling complaint/issue resolution processes in the respective organizations among others. The only problem that normally cause misunderstanding between the trade unions and the companies or government is that the trade unions can organize go slows, strikes, destructions etc when round table solutions to issues fails. This is very hard for a company to control but with negotiations, it can reach an agreement. Trade unions officials are responsible to their members and they are usually elected to office mainly through secret ballots. This implies those vying for any seats have to campaign for votes from the union members. Sometimes some officials use unfair campaign strategies that do not foster fairness and equality among the contenders. Also these trade union officials play a significant role in any country’s general election because they can influence their members on what directions to vote e.g. advising the members to vote out the present government because of some dissatisfaction that they have with it. Trade unions plays an important role contract negotiations; almost everything can be bargained these days and therefore with employee relations through trade unions such issues as awarding contracts, compensations, benefits, and work schedules can be sorted out by discussing them until a solution is achieved. The bargaining approach settles conflicts that arise as a result of contract matters. It also outlines the rules with which the basis of handling specific work agreements is sorted out. Normally, if this approach is well utilized, employee relations are greatly improved. Grievance handling in any organization is very crucial to all organizations and at least every company has some way of dealing with their grievances. In fact, it is considered that a few individuals in a company are so arrogant that they are font of harassing their workmates leading to poor productivity. Companies need to develop a grievance handling procedure that will ensure that conflicts are eliminated in the organization. Without proper handling grievances of the employees well trade unions may call for strikes to force the government to implement their desired changes. In the recent past strikes and go-slows have become common methods which employees use them to pass their grievances to their employers. (Brewster, 1995) It is therefore prudent for management of any organization to adopt employee recognition strategies. This is another factor that the employers put into consideration for the organization to improve its employee relations; this is basically a communication instrument, which strengthens and compensates the most significant production that the employees have created for the organization. The recognition structure is always made simple, instant, and effectively supportive to the employees’ relations and the organization at large. (Chevrier, 2003) Reference: Brewster. C (1995): Towards a European Model of Human Resource Management- Journal of International Business. Vol 26 Pp 45-67 Chevrier, S. (2003): Cross-cultural management in multinational project groups Journal of World Business. Vol.38. Pp 77-89 Delaney. J and Huselid. M (1996):- The impact of human resource management practices on perceptions of performance in for-profit and non-profit organizations. Academy of Management Journal. Vol 39. Pp 34-56 Employee Relations Advisory Organization, (2004): Labor Relations Washington D.C, Article 2. Pp 5-29 Murray, A. (1989): Top management group heterogeneity and firm performance. Strategic Management Journal Vol. 10, Special issue. Pp 13-34 Selid, M. (1995):- The impact of human resource management practices on turnover, productivity, and corporate financial performance- Academy of Management Journal, Vol. 38. Pp 54-76 Sparrow, P. and Hilltop, J. (1994): European Human Resource Management in Transition. Prentice Hall, New York. Pp 23-45