... When the labor union movement began in the early twentieth century, the goal was to safeguard the rights of labor and putting an end to management’s almost cruel and unrestricted power. Prior to the 1930s and 40s, when most of the pro-labor legislation was passed, management was free to treat workers as it saw fit, abusing the labor with only the economic bottom line in mind. Unions became a powerful and necessary weapon for labor in the battle for rights within the workplace. Over time, federal protection for union organizing and collective bargaining allowed unions to be more powerful and politically unfair. The rights of individuals seemed to be in jeopardy, as the collective fate of the union began to take on greater importance than those of the individual workers. Because of this, many states have established right-to-work laws, which make it illegal for unions and employers to only hire union members. These laws tend to be argued, the unions believe that they weaken labor’s power, while supporters of these laws believe that they safeguard the rights of individual workers. History The unions’ power began to set in the 1930s and 40s, with the passage of the National Labor Relations Act of 1935 (NLRA), which “provided employees the right to bargain collectively for wages, benefits and better working conditions” (Henderson, 2006), for the first time in U.S. history. There have been a few judicial cases that also helped to lessen the dislike toward unions, as they tried...
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...creation of Unions……………………………………………………………….…………6-7 Pros and Cons of Union Membership…………………………………………..…………….....7-9 Today’s need for Unions ……………..…………………………………………………..…...9-10 Conclusion ……………………………………………………………………………………....10 References ……………………………………………………………………………………….11 Abstract This paper will examine whether or not there exist a current need for labor unions. ? During the 1700’s to early 1800’s, men, women, and children were treated to unbearable working conditions, low wages, and long hours. Over time the workers became fed up of the abuse and decide to unite and make changes. This change resulted in the creation of labor unions. Through, the creation and use of these unions, workers have enjoyed perks such as 40 hour work days, certain benefits and better working conditions. Over the years, the labor force has undergone multiple changes. Laws were enacted to protect employees and hold employers accountable for their abuse of personnel. With the creation and passing of the multiply employment laws, one must ask, does the need for unions still exist? Do they still serve a function or have they out served their purpose? You may associate the names Ronald Reagan, Susan B. Anthony, and Melissa Gilbert with acting, the Civil Rights movement and the presidency of the United States. However, all three individuals had one thing in common. At one point in their lives, they were union presidents...
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... The labor movement’s status has always been precarious due to America’s love-hate attitude toward organized labor. With the right-to-work laws coming to many states, it will be even more precarious than before. Right-to-work laws allow people to work at a unionized business without joining the union. Today, like a century ago, some citizen passionately believe that unions are crucial bulwarks of freedom, while others feel just as strongly that they are at best outdated and at worst an obstacle to progress. Labor is not merely a commodity, but a special part of the human experience; workers deserve a say in the working conditions of their labor; the right of workers to organize in their own self-interest is a basic human right. During the 1950’s the American economics professor Clark Kerr(2010) observed that “organized labor and management are primarily engaged in sharing between themselves what is, at any one moment of time, a largely given amount of income and power.” Kerr’s words point to the crux of labor history; this is a power game, who will rule the workplace? Some employers have taken the position that managers, as representatives of business owners, should have all the power. The rule of the workplace it that management dictates and workers obey. In today’s workplace there is no right to employment security and no prohibition against unjust dismissal in the private sector such as exists in most other advanced industrial countries. The laws of the...
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...Employment Law Tammy Cox Columbia Southern University Index Introduction 3 Discussion 3 Health and Safety 3 Unions 4 Discrimination 6 Disability 7 Privacy 7 Job Security 9 Conclusion 9 Employment Law Introduction Employment Law is applied by the department of labor while expressing the USA employment laws and regulations. The purpose of employment law is to protect the rights and mistreatment of any employee working under any organization. The employment law plays an essential part in protecting the employees according to USA employment laws because every country has their own employment laws. Protection is provided to employers by the acts which are defined by the Department of Labor (Greenhouse, 2011). There are even legal rights for the foreigners, in which it is stated that under what conditions they can work in the country. Various acts of law that come under the employment law are: Equal Employment Opportunity Commission (EEOC), Sexual Harassment, The Americans with Disabilities Act and The Fair Labor Standards Act of 1938 (FLSA). In that particular regard, this paper focuses on the health and safety, unions, discrimination, privacy, and job security. Discussion Health and Safety The Safety and Health at Work is always profiled as catalysts factors improving the quality of work and competitiveness. This is now well proven through various indicators of quality of work and competitiveness, whatever their origin, social or technical. However...
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...Introduction Right-to-Work Laws first appeared in a significant number of states after Congress enacted the 1935 National Labor Relations Act, also known as the Wagner Act, and they remain on the books in roughly twenty two states today. The right these laws enshrine is the nineteenth-century liberal individualist conception of freedom of contract between employer and employee. They protect the individual worker's freedom to refuse to join or to help support a union, including one chosen by fellow employees as their bargaining representative. Thus, from the perspective animating the Wagner Act, they aim to undercut collective labor agreements. More specifically, right-to-work laws are aimed against union security provisions in collective labor contracts. Such provisions may require that the employer hire only union members, ensuring a so-called "closed shop," or they may require that newly hired workers join the union within a certain period. Or union security provisions may not require union membership: they may only demand that employees contribute their share to the union's costs of bargaining on workers' behalf. Also, they may provide that the employer shall deduct union dues or fees from workers' pay checks. State right-to-work laws typically outlaw all such arrangements. Most of the 22 states that have Right to Work laws adopted them in the 1940’s and 1950’s after the passage of the Taft-Hartley Act of 1947. (Encyclopedia, 2005) The right-to-work law gives workers a choice...
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...Taft–Hartley Act The Labor-Management Relation Act, also called the Taft–Hartley Act, as an amendment to the National Labor Relations Act (NLRA) was created in 1947, with the purpose of solving labor disputes during collective bargaining or conflicts between employees and employers that would seriously damage the U.S industrial development. Totally, there are 5 titles and 29 sections in this law. In my opinion, the 5 most important sections of this law are Sec.1, Sec 201, Sec.203, Sec.301, and Sec.303. And the following reasons explain why I think these five sections are the most important comparing to other sections. * Section 1 described the short title of Labor Management Relation Act and declared the policy of this law. The policy is that industrial strife which interferes with the normal flow and the full production of commerce must be avoided and minimized by both sides’ recognition of one another’s legitimates rights in their labor relations with each other. Further, the overall purpose of this law was also stated in this section: “to promote the full flow of commerce, to prescribe the legitimate rights of both employees and employers in their relations affecting commerce, to provide orderly and peaceful procedures for preventing the interference by either with the legitimate rights of the other , to protect the rights of individual employees in their relations with labor organization, to define and proscribe practices on the part of labor and management which affect...
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...for the American system of labor and management relations. I will also be analyzing the actions of unions and management to determine basic compliance with the major U.S federal labor laws. I will also discuss the roles and responsibilities of key participants in the right to work state when compared to a non right to work state. Finally I will explain the process for organizing and for decertifying unions. Historical and Legal Framework for American Unions Labor Unions go back all the way to the development of America. Starting when the pilgrims landed on Plymouth Rock in 1620, several of the pilgrims were craftsmen. These were considered primitive unions, or guilds of not just carpenters but also cabinet makers, cordwainers and cobblers made their appearance as well. Although many early attempts at labor unions failed, during the 19th century and the start of the Industrial Revolution, workers preserved and began union traditions that continue today. The purpose of forming unions was so that members could speak out and seek fair solutions when it came to working conditions, to improve job security, and increase wages and fringe benefits without the fear of losing their jobs. The union is selected by the employee as their bargaining agent to represent their interest and what is best for them when it comes to negotiation and administration of work rules. According to (Holley,Jennings,Wolters 1012) There is three basic phases of the labor relation process: 1. Recognition...
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...Labor Relations Labor management relations has become one of the most delicate and complex problems of modern industrial society. Labor management progress is impossible without cooperation of labors and harmonious relationships. Therefore, it is in the interest of all to create and maintain good relations between employees (labor) and employers (management). The term ‘Labor management Relations’ comprises of two terms: ‘Labor’ and ‘Relations’. “Labor” refers to “any productive activity in which an individual (or a group of individuals) is (are) engaged”. By “relations” we mean “the relationships that exist within the industry between the employer and his workmen.” The term labor management relations explains the relationship between employees and management which stem directly or indirectly from union-employer relationship. Background Information Our history of industrial relations is one of oppression from the owner’s/employers’ part. Our industrial relations date back to the 60’s of the 18th century when rail lines were established here for the first time. The workers had to endure colonial suppression and the employers main concern was their own profits-not the workers well being. Laborers were treated as animals. Any sort of objection raised on part of the labors could be faced with death in the hands of the owners. Reflections of this trend are still visible in contemporary Bangladesh. The labour law system is more than a century old in Bangladesh. The first labour...
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...American Labor Movement Labor unions began to develop in America in the nineteenth century because of the need for better safety and job security for workers. Workers formed labor unions in response to dangerous working conditions, low wages, and long hours. In the wake of the Industrial Revolution, men, women, and even children worked in unsafe factories for ten to twelve hours daily for a meager pay. These harsh conditions forced workers to look for ways to improve their situation. They eventually learned that by banding together and bargaining as a group, they could pressure employers to respond to their demands. The development of labor unions follows the development of the Industrial Revolution. The Industrial Revolution brought about skilled laborers and a huge increase in production, thanks to a better production system. The new factory system brought workers both steady employment in good economic times and bad working conditions and unemployment during depressions. Consequently, the Industrial Revolution changed the American class structure, turning skilled tradesmen into the working class, who found it very difficult to escape factory work. Printers, carpenters, tailors, and weavers formed local craft unions in the late eighteenth and early nineteenth century. Their main objective was to maintain craft standards, to prevent employers from hiring unskilled workers and immigrant labor. The largest labor organizations emerged between 1866 and 1936. The National Labor...
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...Unions and Labor Relations Danielle Hofer University of Phoenix MGT 431 Michael Hedrick February 21, 2012 Unions Unions have been a part of the workforce since the 1800s .Unions offer representation to employees to support their interests and to provide a bargaining process, which provides a way to assist in managing conflict between managers and employees. Union employees perceive unions as a way of attaining a voice to further working relationships within an organization and with his or her job. Unions are beneficial for employees but for employers as well. Labor unions with various workers focus on the social and economic welfare of the union members. Labor unions negotiate between the union members and the company for which he or she is an employee. The negotiations include employee contracts, wages, benefits, and working conditions. Unions have provided benefits to ensure employees against layoffs, illness, retirement, and funeral expenses. Generally these benefits are mandatory in each state; however, the member can still receive advice, representation, and training for some of the key benefits. Unions have the greatest power known as collective bargaining. Collective bargaining allows members...
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...Employment Law Compliance Plan Justine M. Washington HRM/531 » Human Capital Management June 16, 2014 Rachelle Tanega Memorandum To: Traci Goldeman, Manager Atwood and Allen Consulting From: Justine Washington Date: June 16, 2014 Re: Employment Law Compliance Plan for Landslide Limousines Per your request, I have compiled an employment law compliance plan for your client, Mr. Bradley Stonefield of Landslide Limousines. Because Mr. Stonefield is in the early stages of preparing to open Landslide Limousines, it is essential he is aware of the employment laws for Austin, Texas prior to hiring employees. I am aware he will have 25 employees within the first year of operation. This memo will address the applicable laws as well as the consequences for noncompliance with specific employment laws. I will discuss four of the more relevant employment laws that Mr. Stonefield should be concerned about. Texas Minimum Wage Act Companies must obey state and national minimum wage laws. Texas is no different. The current minimum wage for Texas is $7.25 per hour. It is a violation of the Texas Minimum Wage Act to pay an employee less than $7.25 per hour. In some jobs, employers can include tips, food, and housing as part of the minimum wage. According to Texas Workforce Commission (2013), “The Texas Minimum Wage Act establishes a minimum wage for non-exempt employees. It also requires covered employers...
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...citizens and business professionals, we owe a lot of this to the Constitutional system of government. With a balance of power between the states and the Federal government, this country is ripe for economic development. Wall Street is one of our country’s icons, and affluent business tycoons such as Donald Trump, J. Willard Marriott, Sam Walton, and Warren Buffett receive celebrity status. This economic strength has carried us through war and peace. In fact, images of Rosie the Riveter represent how we secured the home front during World War (National Park Service). More recently, it was economic strategy (and this country’s outright economic dominance) that led to the fall of Communism and the end of the Cold War. (Garrity, 2002). Individual prosperity is a fundamental principle of our economic system, and is as important as collective wealth. One need not belong to an elite class or family (although it does help if you are related to millionaires), nor does one have to obtain special permission from the government. Another element of the economic system is the way it rewards success. If you seek it, you can find it; all you need is to find a way to build a better widget, or a better way to build what everyone else has been making. At least in theory, the system is designed in such a way as to reward ingenuity, work ethic, and perseverance. Unfortunately, not everything about this capitalist system is as simple as everyone earning money. Indeed, a study of capitalism...
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...ABSTRACT Unions were formed because of the less than human treatment, implorable working conditions, and slave labor maneuvers that employers used to run their company and handle their employees. Labor unions have been considered by many to be an organization that defends and helps the working class people in America. Introduction A Union is constituted by a group of workers who link together to create a strong partnership against the company they currently are employed by. These partnership are created so that these groups of workers will have the requirements to quietly negotiate with their employers for better and safer working conditions, equal opportunity in the place of work regarding salaries and health benefits, and outstanding rights regarding discrimination due to religion, race, disability, sexual orientation, and other discrimination. Late in the 1800’s unions originated and took shape, nevertheless Unions became influential in the early 19th century. Unions had a significant influence on passing laws protecting children that had to work. These laws made sure that children would not be able to work with any type of machinery (heavy), would not work long hours, and that at least they got paid minimum wage. Additionally, unions worked to have workers reduced their demanding 12 hour shifts and reduce them to an 8 hour shifts. Every influential union, permits workers to negotiate in opposition to the company they worked for and use the following tools for...
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...NATIONAL ASSEMBLY -------Law No. 10/2012/QH13 SOCIALIST REPUBLIC OF VIET NAM Independence - Freedom - Happiness ---------------- LABOR CODE Pursuant to the Constitution 1992 of the Socialist Republic of Vietnam amended and supplemented under the Resolution No. 51/2001/QH10; The National Assembly promulgates the Labor Code. Chapter I GENERAL PROVISIONS Article 1. Scope of regulation The Labor Code specifies the labor standards; the rights, obligations and responsibilities of the employees, the employers, the labor representative organizations, the employer representative organizations in the labor relation and other relations directly related to the labor relation, the State management of labor. Article 2. Subjects of application 1. The Vietnamese employees, apprentices, interns and other employees specified in this Code. 2. The employers. 3. Foreign employees working in Vietnam. 4. Other individuals, agencies and organizations directly related to the labor relation. Article 3. Interpretation of terms In this Code, the following terms are construed as follows: 1. Employees are people from 15 years old and above, capable of working, working under labor contracts, receiving salaries and subject to the management of the employers. 2. The employers are enterprises, agencies, organizations, cooperatives, households and individuals hiring, employing employees under labor contracts. The individuals must be sufficiently capable of civil acts. 3. The labor collectives are organized...
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...for this Research Assignment is to do all of the following (be sure to read and adhere to the notes below: 1. Define the term “collective bargaining” and list and describe four issues that are mandatory components of a collective bargaining agreement. The term collective bargaining is defined as U.S. labor relations system that works effectively, efficiency, equity and voice in which are achieved through collective bargaining. Representatives of the employer and the employees negotiate the terms and conditions of employment that will apply to the employees. There are four major issues including the following; compensation, personal policies and procedures, employee rights and responsibilities, and employer rights and responsibilities. Compensation is based on wages, benefits, vacations and holidays, shift premiums, and profit sharing. Personnel policies and procedures include layoffs, promotions, transfer policies, overtime and vacation rules. Employer rights and responsibilities are the management rights; just cause discipline and discharge, subcontracting, and safety standards. (Text, pg. 11) Efficiency, equity and voice, are the three primary objectives of labor relations, of employees, and even some management personnel. Employees seem to lean more towards equity and voice at the workplace, while management usually prefers efficiency. The tricky part is attempting to balance all three for an overall happy medium at the workplace for both employers and employees...
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