Understanding Labor Management Relations

Explain why workers unionize. By organizing into labor unions, workers are able to act collectively to improve their work situation.

Acting as a group, they can bargain for higher wages, greater benefits, and/or better working conditions.

Trace the evolution of unionism in the United States.

     The earliest unions in the United States were local craft unions of  specialized workers. Important early national unions included the National Trades Union, the Knights of Labor, the American Federation of Labor (AFL), and the Congress of Industrial Organizations (the CIO, the first U.S. industrial union). The last two merged in 1955 to form the AFL&-CIO. Although their membership has slipped in recent years, unions remain an important force in U.S. business and political life and have gained better pay and working conditions for all workers&-unionized and nonunionized.

Describe the major laws governing labor&-management relations.

     Several significant laws affect labor&-management relations. The Norris&-LaGuardia Act and the National Labor Relations (Wagner) Act limited the ability of employers to keep unions out of the workplace. The Fair Labor Standards Act established a minimum wage and outlawed child labor. But the Taft&-Hartley Act and the Landrum&-Griffin Act limited the power of unions and provided for the settlement of strikes in key industries. Other important laws include the Postal Reorganization Act of 1970, the Federal Service Labor&-Management Relations Statute, the Civil Rights Act of 1964, and the Plant Closing Notification Act.

Describe the union certification and decertification processes.

     Successful unionization requires first of all an interest among workers in forming a union. Those interested in forming the union begin by defining the bargaining unit. Organizers must then get 30 percent of the eligible workers in the bargaining unit to sign authorization cards requesting a  union certification election. The National Labor Relations Board then sends representatives to the organization and holds a  secret&-ballot election. If a majority of those voting approve the union certification, the union becomes the official bargaining agent of the eligible employees. To decertify a union, 30 percent of eligible employees must sign decertification authorization cards. The NLRB will then conduct a decertification election. For the union to be decertified, a majority of those voting must favor the decertification.

Identify the steps in the collective bargaining process.

     Once certified, the union engages in collective bargaining with the organization. The initial step in collective bargaining is reaching agreement on a labor contract. Contract demands usually involve wages, job security, and/or management rights. Both labor and management have several tactics that can be used against the other if negotiations break down. Unions may attempt a strike or boycott of the firm, or may engage in a slowdown. Companies may hire replacement workers (strikebreakers) or lock out all workers. In extreme cases mediation or arbitration may be used to settle disputes. Once a contract is agreed on, union and management representatives continue to interact to settle worker grievances and interpret the contract.

Discuss the future of unionism in the United States.

     The future of unionism in the United States is uncertain. Union membership has declined in recent years, but recent cutbacks in many industries&-&-combined with what some see as excessive executive compensation&-&-may prompt a resurgence in unionism. It seems clear, though, that unions are increasingly realizing that they must cooperate with organizations if both are to survive.