Labor Relations and Collective Bargaining
Figure 01: (Jamaledine, 2017)
The labor movement has a lot of clout. Workers join unions for a variety of reasons, including improved salaries and working conditions, as well as employer unfairness and the union's strength. Unions strive for union security first, followed by better salaries, hours, working conditions, and benefits for their members. Closed shops, union shops, agency shops, preference shops, and membership maintenance arrangements are all alternatives for union security.
Unions and the Law
To comprehend unions and their impact, one must first comprehend the relationship between unions and the law. Labor law has progressed from strong support for unions to more moderate support along with control, and finally to thorough regulation of internal union matters.
What is the Collective Bargaining Process?
According to the (Richardson, 1977) collective bargaining is a way of determining mutually agreed-upon pay, terms, and conditions of employment through agreements between employer and union representatives that result in a collective bargaining agreement.
During the collective bargaining process, the employer and the union come to an agreement. Good faith negotiation is at the foundation of collective bargaining, which requires both parties to make reasonable attempts to reach an agreement, and proposals are countered with counterproposals. In the actual bargaining sessions, there are necessary bargaining items, such as wage, unlawful bargaining items, and voluntary bargaining items, such as retiree benefits. If things don't go as planned during collective bargaining, the parties can turn to third-party mediators, fact finders, and arbitrators for help. Strikes are defined as a labor stoppage.
Figure 02: (Schimtz, 2012)
Dealing with Disputes and Grievances
During their careers, most managers will encounter disagreements and grievances. A specific grievances procedure is listed in collective bargaining agreements, along with the steps in the procedure. In general, the best method to deal with a complaint is to create an environment where they don't happen. Though a grievance does arise, the following steps should be taken: investigate, treat each case as if it would end up in arbitration, speak with the employee about the issue, and adhere to the contractual time constraints for processing the dispute.
Conclusion
All labors benefit from unions because they set pay standards and workplace protections. Workers benefit the most from the union's collective bargaining capacity to negotiate on their behalf with businesses.
References
Human Resource Management. (2012). Saylor Academy.
Jamaledine, R. (2017). Employee relationship management – 5 Tips on how to do it right!
Richardson, R. (1977). Collective Bargaining by Objectives. In Human Resource Management (p. 150). Upper Saddle River: NJ: Prentice Hall.
Schimtz, A. (2012). Human Resource Management. Saylor Academy.
Every employee have there own grievances. But if employees move to union and try to get the benefits. That is the the organization starts to fall. The only solution is there should be method technique where all the employees can speak to the management. Management also should listen to the word of employees. For all these issues the only reason is employee relationship. And employee participation in the day-to-day duties.
ReplyDeleteAll the employees are moving to the union for their benefit and protection. from the point out of your article, Managers has play important to roll for employee grievances. Appreciate that you bringing this topic for the discussion. Valuable article.
ReplyDelete