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Labor Laws and Unions
March 19, 2012
Chris Ponciano
University of Phoenix
HRM/531
Human Capital Management

Labor Laws and Unions The foundation of structuring a unionized organization is through labor laws. Consequently, a firm understanding of unions and any potential threats are crucial to Lewis and Lambert and other similar organization. The following passages are about Lewis and Lambert in terms of union processes in accordance to laws under unionized code.
Lewis and Lambert In 1965 is the date of establishment of Lewis and Lambert. The unionized company's fulfillment draws from priding in performance, quality, and value associated with Sheet Metal Contracting, HVAC Ductwork Fabrication, and Mechanical Contracting (Lewis & Lambert, 2011, para. 1). Additionally, Lewis and Lambert owns a subsidiary, Sigma Building Services, providing HVAC, and plumbing services.
Union Benefits Lewis and Lambert core of work starts with employment gains and representation because the company consists of more than mere environment. The employees of Lewis and Lambert are union workers; therefore, receive the rewards of unionized benefits. For simplicity’s sake, any organization with union workers will receive better benefits in comparison to workers who belongs non-unionized organization. Additionally, workers in the sheet metal field within the company enjoy the benefits of health insurance and workforce stability.
Unionization Process The company entered the union status upon the establishment in 1965. The company gathered documents with employee’s signature supporting the unionization of the company. The employees of Lewis and Lambert had signed signatures representing the company and agreed to pay for union fee. According to HR Hero (2011), a minimum requirement of 30% of employees must propose induction prior to an election process (HR Hero, 2011, para. 2).
Effects of Union Bargaining Workers in a union organization participate in a process of collective bargaining. Lewis and Lambert represents 68 local members of the Sheet Metal Worker (SMW); therefore, the workers negotiate alongside with the other local 68 members. The negotiation process is all about wage, benefits, insurance, working hours, and required overtime payment hours. Furthermore, the negotiation sometimes involves various privileges to employees who participate in organizational interactions. The negotiation process is not mandatory but voting is a way to exercise the privilege.
Legal Issues Legal issues are preventable through understanding any legal threats and how to foil the consequences are important crucially. Furthermore, potential legal issues for Lewis and Lambert including federal, state, and local laws. However, the most distinguished would be federal laws. Legal issues may arise from unfair labor practices or violating the work ethics in accordance to National Labor Relations Board (NLRB). Furthermore, legal issues may arise from any damages done by workers under contract. Examples of such legal issues are excessive membership fees, discrimination, picketing, and coercion of employee participation in union activities (Cascio, 2010, p. 516).
Laws
As stated in the previous paragraph, laws are present to protect organization like Lewis and Lambert from any unforeseen legal issues that may arise in the future. Most union laws are present today through the efforts of the NLRB. "The Wagner Act, or National Labor Relations Act, of 1935 affirmed the right of all employees to engage in union activities, to organize, and to bargain collectively without interference or coercion from management" (Cascio, 2010, p. 515). Consistently, under the Taft Hartley Act of 1947 prompted the modification of same rights detailing the protection against unfair labor practices.
Litigation and Implication Though Lewis & Lambert have not had any litigation regarding unfair labor practices, three counterparts in Local 68 have had allegations in terms of Duty of Fair Representation (Union Facts, 2011, para. 1). Suggestively speaking, to prevent allegations against the company it is best to include records of union representations, and bargaining procedures. Furthermore, the company should discourage discrimination and live up to its reputation of equal employment opportunity. Additionally, the company needs to ensure that contractual limits stay on course through union stewards.
Conclusion
In conjunction with such benefits as constant work, wage scales, health benefits, Lewis and Lambert employees also enjoy peace of mind through Union representation and the advantages of collective bargaining. Furthermore, Union employees are protected from unfair labor practices through a set of laws set forth by National Labor Relations Associations. Lewis & Lambert's attentiveness on accurately document all bargaining events and acting in good faith will serve well to uphold the company's record of zero allegations, which represents by the Sheet Metal Workers Local 68.

References
AFL-CIO. (2011). Why You Need a Union. Retrieved March 19, 2012 from www.aflcio.org
Cascio, W. F. (2010). Managing human resources 8th ed. New York, NY: McGraw-Hill/Irwin.
HR Hero. (2011). Labor Union Organizaing in the United States Workplace. Retrieved March 19, 2012 from www.hrhero.com
Lewis & Lambert. (2011). Company Overview. Retrieved March 19, 2012 from http://www.lewisandlambert.com
Union Facts. (2011). SMW Local 68: Unfair Labor Practice Charges. Retrieved March 19, 2012 from www.unionfacts.come

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