Labor Relations

In: Business and Management

Submitted By kembarahuman
Words 901
Pages 4
The denial by some employers of the right of employees to organize and the refusal by some employers to accept the procedure of collective bargaining lead to strikes and other forms of industrial strife or unrest, which have the intent or the necessary effect of burdening or obstructing commerce by
(a) impairing the efficiency, safety, or operation of the instrumentalities of commerce;
(b) occurring in the current of commerce;
(c) materially affecting, restraining, or controlling the flow of raw materials or manufactured or processed goods from or into the channels of commerce, or the prices of such materials or goods in commerce; or
(d) causing diminution of employment and wages in such volume as substantially to impair or disrupt the market for goods flowing from or into the channels of commerce.
The inequality of bargaining power between employees who do not possess full freedom of association or actual liberty of contract, and employers who are organized in the corporate or other forms of ownership association substantially burdens and affects the flow of commerce, and tends to aggravate recurrent business depressions, by depressing wage rates and the purchasing power of wage earners in industry and by preventing the stabilization of competitive wage rates and working conditions within and between industries.
Experience has proved that protection by law of the right of employees to organize and bargain collectively safeguards commerce from injury, impairment, or interruption, and promotes the flow of commerce by removing certain recognized sources of industrial strife and unrest, by encouraging practices fundamental to the friendly adjustment of industrial disputes arising out of differences as to wages, hours, or other working conditions, and by restoring equality of bargaining power between employers and employees.
Experience has further…...

Similar Documents

Labor Relations

...RUNNING HEAD: LABOR RELATIONS COURSE PROJECT PAPER Sudie Foday HRM 330 Labor Relations Devry University Professor Ellison Abstract This paper addresses the following labor union issues, as it relates to both the United States and its Global counterparts: The changes that are needed for unions to maintain support from their membership, the community, and the employers within organizations. The Decline in labor union membership and political influence and the influence of politics in membership decline. The continued influence of generational aspects on the labor unions by Baby Boomers, as well as Generation X, and Generation Y. Also some other external dynamics that are affecting labor unions such as the impact on union strategies by the global workforce, the past, present evolution of the unions. And will conclude with considerations for the labor unions to remain active and viable organizations in the 21st century. Labor Relations Course Project Paper There are changes are needed for unions to maintain support from their membership, the community, and the employers. The recommendations I would make to union and management leadership in order to meet the demands of a constantly changing workplace, would be that in order to reach the more professional labor market, unions must remove the blue-collar mentality and appeal to more contemporary workers. Unions must determine how to organize 21st-century industries. In the market...

Words: 3556 - Pages: 15

Labor Relations

...LABOR RELATIONS MG420 Kevin Erne Instructor: Stephen Fant Park University Internet Campus A course paper presented to the School for Arts and Sciences and Distance Learning in partial fulfillment of the requirements for the degree of Baccalaureate Labor Relations Park University November, 2012 1. Define the term “collective bargaining” and list and describe four issues that are mandatory components of a collective bargaining agreement. The Cornell University School of Law defines collective bargaining as the process of negotiating the conditions of employment between a group of employees and their employer (Cornell University Law School). In most cases, the employees are represented by a labor organization or union. The union bargains with the employer over such categories as compensation, personnel policies and procedures, employee rights and responsibilities, employer rights and responsibilities, union rights and responsibilities, and dispute resolution and ongoing decision making (Budd, 229-230). If all goes well and all parties involved come to an agreement the result of the negotiations ends with a collective bargaining agreement (CBA). If you were to conduct a Google search for “collective bargaining” your search results would be endless. I ran a search under news and came up with an article in the Huffington Post titled “Michigan Proposal 2: Should Voters Guarantee The Right To Collectively Bargain In the State......

Words: 3206 - Pages: 13

Labor Relations

...Labor Relations Labor relations can refer generally to any association between workers and management about employment circumstances. Most frequently, labor relations refers to dealings involving a workforce that is already unionized and management, or has the potential to become unionized. Labor relations are vital to organizations. The National Labor Relations Act was passed in the 1930s, which gave workers the right to bargain collectively and form unions in the United States ( To begin to understand the contributions of unions and their effects on organizations, we must first determine what unions are and what their role has been in labor relations and the nation’s organizations. Labor unions are groups formed by laborers who share a certain characteristics. Characteristics such as the industry, the type of work they do, and who agree that the union will act as their spokesperson or negotiator in all matters dealing with employment involving the employees and their respective employers. By forming unions, employees individually are able to work concurrently to negotiate with their employers to promote every member of the union. The course of bargaining for mutually beneficial benefits or agreements, and the communication between employees and their employers during that process and after that process, are what forms the basis of labor relations. Labor relations cover all aspects of an organization and of......

Words: 3438 - Pages: 14

Labor Relations

...1. Labor relations are generally defined as relations between management and workers. They are also called industrial relations. Workers or group of workers are represented by trade unions. Labor relations may take place on different levels such as regional, national, international. The main challenge for such relation is ability to adapt to emerging changes. The world and technology develops very fast, so do relations between workers and management. Trade unions (also called) labor unions are organizations of workers who united to defend their rights, solving problems in the industry such as wages, working hours, bonuses, Union represent workers and negotiate with the management on behalf of the workers (Jochem, 2000). Such relations are usually accompanied by tensions and conflicts and company owners usually want to earn more and pay less. Workers are willing to work in better conditions for a better salary. Labor unionism in the United States is an expression of the American democratic spirit working itself out in industry is hardly to be doubted. Its beginnings coincided with the period when the free colonies were establishing state governments, and the principles of the federal Constitution were subjects of great political debate. It developed stretch in Jefferson's administration, and grew to a full-fledged labor movement during the presidency of Andrew Jackson. Workmen's clubs, unions, were part of the movement of "Republican-Democratic Societies" which marked......

Words: 1124 - Pages: 5

Labor Relations

...MG 420 Labor Relations 29 April 2012 Labor Relations Research Assignment 1. Define and discuss the term "collective bargaining." Include and discuss [showing relevance or applicability] at least one reference found in our text, along with a current web-based news item/magazine article about a real life example of a collective bargaining action. Write a succinct and complete summary on the contents of the article you've provided along with your critical comments about that article. Support your findings with referenced research. (5 points) Collective Bargaining allows employees and union workers to negotiate certain terms and conditions of the workforce such as (compensation) salary benefits, hours, vacations and holidays; (policies and procedures) layoff, promotions, overtime, medical ,safety, etc) and (employee rights) seniority rights, job standards, workplace rules. Other collective bargaining compensation items will generally include employer rights and responsibilities, union rights and responsibilities and dispute resolution. Thereby allowing employees an opportunity to address negotiation terms in their own behalf gives working people a voice in bettering their quality of live for themselves and their family. “Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing and to engage in other concerted activities for the purpose of collective......

Words: 2894 - Pages: 12

Labor and Relations

...Labor Relations Makeba Hester Professor Anthony Jacobs Bus405: Labor and Relations December 16, 2013 Abstract This paper will focus on the labor relations aspect of Super Retailer Walmart. Their employees have renounced Walmart and the unfair labor relations. Walmart practices and approach to insurance, wage and shift hours have all ways haunted the retail giant. Many companies condemned Walmart for being too large and not focusing on the employees but their primary goal is just to capitalize on the blood sweat and tears of their employees. I will formulate a comprehensive strategy to Walmart that can help at least one imperative area that troubles the super retailer which is health care. 1. Discuss the company’s stance toward labor and any specific labor-related issues it may be experiencing. (Ungar, 2012)After making a big deal of publicly supporting the Affordable Care Act, Walmart—the nation’s largest private sector employer—is joining the ranks of companies seeking to avoid their obligation to provide employees with health insurance as required by Obama care. Walmart been criticized for their horrible wages to the health coverage of their employees. The announcement was long overdue and the time for change is now. As Walmart, dominate the retail industry by offering a vast selection of products to consumers from shampoo, to prescriptions, a routine visit to the optometrist, eating at McDonalds to selecting office furniture. Walmart have mastered a...

Words: 1137 - Pages: 5

Labor Relations

... EMPLOYEE AND LABOR RELATIONS Labor Relations and Collective Bargaining Labor relations remains to be an important component in human resources management. As Ivancevich defined it, labor relations is the continuous relationship between a defined group of employees and management. This encompasses the negotiation of a written contract concerning pay, hours, and other terms and conditions of employment, as well as the interpretation and administration of this contract over its period of coverage. In every organization, the presence of organized groups of individuals is deemed necessary to ensure that the rights of the members are guarded and protected. It is good to note that here in the Philippines employees enjoy adequate legal protection. As a matter of fact, the Labor Code of the Philippines stands as a law governing employment practices and labor relations in the country according to the Wikipedia. And as the Labor Code of the Philippines declares, it is the policy of the State to promote and emphasize the primacy of free collective bargaining and negotiations, to promote free trade unionism as an instrument for the enhancement of democracy, to foster free and voluntary organization of a strong and united labor movement, to promote the enlightenment of workers concerning their rights and obligations as union members and as employees, and many more. This particular legislation contains several provisions which are beneficial to labor. It is even......

Words: 810 - Pages: 4

Labor Relations

...Labor Relations Name University of Phoenix Human Resources Management 431 Instructor January 23, 2011 Abstract Research will offer information that research provides about unions and labor relations and the effect on organizations. Most employees in the workforce are acting as independents. What this means is that the employee will negotiate all of the work conditions. Negotiations of how much the employer pays, flexible hours, and benefits received are an independent labor negotiates. Some employees use a union as protection from disputes from employers. Research will show the effect from the changes in employee relations strategies, policies, and practices on organizational performances. The final stage of negotiations involves finding facts, arbitration, and mediation. Labor unions date back for centuries and have endured struggles from economic up’s and downs with industrial workers in the 1970s and 1980s. Another decline of union members decline became more prevalent in society during the 2000s because of the number of blue-collars workers. The purpose of a union is to assist individuals when problems arise between employees and organizations the union interest is to resolve conflicts for employers. Unions have a role because some degree of conflict is inevitable between workers and companies. More information is given about labor relations within this document. An association, combination, or organization...

Words: 795 - Pages: 4

Labor Relations

...Labor Relations Grand Canyon University: HLT-520 James Webb September 23, 2015 The National Labor Relations Act (NLRA) started in July 1935 to protect the rights of employees, rather, they be union or nor-union employees (Pozgar, 2012). The employees are protected under the Act or may employ in bubble-like, rigorous goings-on in situations other than the customary union organizations and cooperative bargaining. The National Labor Relations Board regulates the employers from interfering with the rights of the employees to implement or organize and join with a groups that offers assists with collective bargaining purposes like organization union or joining one (Pozgar, 2012). The employer may not restrain, coerce or stop employees from the right to gain assists with a union (Pozgar, 2012). An example that would violate the NLRA in a hospital setting is when an employee (non-union) has been working overtime and is on salary (Chapman, 2015). Hospital policy for staff who are on salary are exempt from overtime. In the position with salary, a staff member can take time off during the work week in order for the hospital to avoid paying overtime. With a tight schedule that the staff are obligated too, it is next to impossible for the staff to take the time off, in the one week time, so they lose the compensation and work for free, adding long hour days. One of the staff members wrote a letter to protest and to make changes the way that staff is compensation for overtime,......

Words: 714 - Pages: 3

Labor Relation

...Background of Labor Relations Labor relations can refer broadly to any dealings between management and workers about employment conditions. Most commonly, however, labor relations refers to dealings between management and a workforce that is already unionized, or has the potential to become unionized. Labor relation is the field that emphasizes skill managers and union leaders can use to minimize costly forms of conflict and seek win-win solutions with labor force. The decision for management involves whether the organization will work with unions or develop non-union operations. The decision is influenced by outside forces such as competition, public opinions etc. while there are several advantages of unionism to both the members and the employers, negative consequences on profitability and productivity have also been found by researcher. The best labor relation strategy is dependent on the tradeoffs between the positive and negative consequences and external legal environment. 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......

Words: 1253 - Pages: 6

Labor Relations

...| LABOR RELATIONSBYGERALD HODGESLABOR RELATIONS FALB10 Sec ADEVRY UNIVERSITY14 JAN 20111. From the beginning labor relations has an issue for the United States. Labor Relations is the area that organizations have to deal with between employees and management. Union leaders can use to minimize conflicts between employers and employees (such as strikes) and seek agreements. Unions are organizations formed for the purpose of representing their members' such as employees to deal with their issues. In this paper, I will identify how unions and labor relations impact organizations. I have interview Clinton Harris a labor officer for his organization from Computer company in Virginia. He is in the Nation guard and is currently deployed here with me in Afghanistan. The typical functions of Clinton Harris the labor officer are to manage labor relations program of organization. He analyzes collective bargaining agreement to make sure both sides are fair in terms wages, hours of work, work environment, and health care by contracts. | Clinton Harris advice management about labor relation laws and also interpretation of labor relations policies and practices within the organization. He prepares reports, using records of actions taken concerning grievances, and identifies problem areas. He also monitors implementation of policies concerning wages, hours, and working conditions, to ensure compliance with terms of labor contract. Clint has to research information about......

Words: 1984 - Pages: 8

Labor Relations

...Chapter 01 Contemporary Labor Relations: Objectives, Practices, and Challenges Answer Key     True / False Questions   1. (p. 4) Fundamentally, a labor union is a group of workers who join together to influence the nature of their employment.  TRUE   Difficulty: Easy   2. (p. 4) The widening gap between the richest and poorest individuals in the U.S. is in part due to the weakened position of labor unions.  TRUE   Difficulty: Easy   3. (p. 5) When an employer uses an employee suggestion box to gather ideas and concerns from its employees, it is primarily addressing the labor relations goal of efficiency.  FALSE   Difficulty: Moderate   4. (p. 5) The goals of efficiency, equity, and voice in the workplace rarely conflict with one another.  FALSE   Difficulty: Easy   5. (p. 6) A key role of unions is to negotiate work rules and practices that ensure fair treatment of employees by their managers and employers.  TRUE   Difficulty: Easy   6. (p. 6-7) In the United States, employees have broad protections against arbitrary dismissal such that employers must provide a good, business related reason for firing someone.  FALSE   Difficulty: Moderate   7. (p. 6) The official policy of the Unites States is to protect workers’ rights to act together for mutual aid and protection in the workplace and to promote collective bargaining as a way to resolve workplace conflict. TRUE Difficulty: Moderate 8. (p. 7) In the U.S., workers can......

Words: 5176 - Pages: 21

Labor Relations

...Labor Relations Unions are the voice of many individuals within work environments. Some organizations and employees happily accept unions into an organization while other organizations and employees would rather keep them out of their workplace. There are positive and negative impacts when a union is involved. This paper will define unions and labor relations and what the union’s purpose is. The paper will discuss the affects that labor relations have on organizations, as well as, discuss the affects of changes in employees organizational performance. Last, this paper will look at unions of today and answer the question, are they still relevant in the U.S.? Defining Unions and Labor Relations Unions support the best interest of the employees in an organization. Employees pay to join unions as unions can help employees get what they deserve within the organization. According to the textbook, Fundamentals of Human Resource Management, Second Edition (Noe, Hollenbeck, Gerhert, & Wright, 2007), unions are defined as “organizations formed for the purpose of representing their members’ interests and resolving conflicts with employers” (p.459). Labor Relations is the interaction and decision making process between management and unions. According to Fundamentals of Human Resource Management (Noe, et al., 2007), “labor relations is a field that emphasizes skills managers and unions leaders can use to minimize costly conflicts and disagreements” (p.459). Unions use a collective...

Words: 1155 - Pages: 5

Labor Relations

...MG420 DL Labor Relations Research Assignment (Your name) (Date of submission) Instructor’s Name February 21, 2016 1. Define the term “collective bargaining” and list and describe four issues that are mandatory components of collective bargaining agreement. Collective bargaining is the act of negotiating employment conditions such as wages and roles between the employer and the employees. I researched collective bargaining and Funk & Wagnails New World Encyclopedia states, “The bargaining process is concerned with wages, working hours, fringe benefits, job security, and other matters relating to working conditions.”(2015) There are four issues that are mandatory components of collective bargaining agreement. The first issue is compensation. Compensation includes wages, fringe benefits, vacations, and holidays, shift premiums, and profit sharing. The second issue is personnel, policies, and procedures, which are layoffs, promotion, transfer policies, overtime, and vacation rules. The third issue is employee rights and responsibilities such as seniority rights, job standards, and workplace rules. Employer rights and responsibilities is the fourth issue and that includes management rights, just cause discipline and discharge subcontracting , and safety standards. Collective bargaining is needed and happening all over the world. An example of current events/acts of collective bargaining is what’s going on is Wisconsin right now. Wisconsin’s governor Scott Walker......

Words: 1940 - Pages: 8

Labor Relations

...Labor Relations Abstract This report covers a synopsis of human resources, specifically labor relations. The range of duties for labor relations specialists, various aspects of the job, and a phone interview conducted with a labor relations officer assigned to the city of San Diego. Labor Relations “There are many types of human resources, training, and labor relations managers and specialists. In a small organization, a human resources generalist may handle all aspects of human resources work, and thus require an extensive range of knowledge. The responsibilities of human resources generalists can vary widely, depending on their employer’s needs. In a large corporation, the director of human resources may supervise several departments, each headed by an experienced manager who most likely specializes in one human resources activity, such as employment and placement, compensation and benefits, training and development, or labor relations. The director may report to a top human resources executive” (United States Department of Labor, 2009). Every organization has a human resources department who specialize in different areas including labor relations. Labor relations staff plays...

Words: 1770 - Pages: 8

Ice (20) | Los viajeros de la noche (1987) 6.9/10 | #239 - Battle Through The Heavens 239 9 hours ago