Labor Relations Essays Examples

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Labor Relation in Public Sector

Words: 1505 Length: 5 Pages Document Type: Essay Paper #: 12441409

Labor Relations in Public Sector

Collective bargaining in the public sector organizations will be quite different from that of the private sector organizations. The factors that drive the collective bargaining process in the private sector might not be present in the public sector. Private sector organizations are more concerned on the profit maximization philosophy whereas the public sector firms are more focused on serving general public therefore their priorities would be totally different and management approaches to collective bargaining would also be different. Moreover, private sector firms project for long-term budget forecasting, whereas in the public sector it is managed through third party legislature depending on the voters. These create challenges for the public sector to formulate a policy document that looks after the labor relations.

The Public Employees Fair Employment Act, commonly known as the Taylor Law, is a labor relations ruling policy document that covers public employees in New York State in whichever domain they are employed whether be it in city, village, school districts, public authorities or certain special service districts. It came into force on September 1, 1967 and was the first comprehensive labor relations law for public employees in the States. The purpose of Taylor…… [Read More]

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Labor Unions Are Communities of Workers Who

Words: 906 Length: 3 Pages Document Type: Essay Paper #: 61516480

Labor unions are communities of workers who have come together with the purpose of fighting for their rights as a unit. These respective workers typically want fair conditions, to work with persons of integrity, and want to have a peaceful relationship with their employers, as the latter have to act in agreement with a set of requirements in order for this relationship to be possible. With the National Labor Relations Act being into place, unions are practically encouraged to function and organizations are thus left with no alternative but to cooperate in order to be able to have access to the human resource.

Employees want to be effectively represented when dealing with the companies that hire them and this is facilitated by them becoming union members. Unionized labor is in many cases the key to improving working environments for employees, but it can also reflect negatively on organizations when considering that employers need to act in disagreement with many of their principles when dealing with unions. Collective bargaining agreements are one of the best methods to guarantee a solid relationship between a company and its underperforming employees, as these individuals practically acknowledge that they are being provided with a series…… [Read More]

Works Cited:
Brooks, G.W., Estreicher, S., Katz, H.C., Kaufman, B.E. (2001). The internal governance and organizational effectiveness of labor unions: essays in honor of George Brooks. Kluwer Law International.

Dessler, G. (2009). Fundamentals of human resource management: content, competencies, and applications. Pearson Education, Limited.
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Labor Law

Words: 2420 Length: 8 Pages Document Type: Essay Paper #: 94748679

Labor Law: Collective Bargaining

It is set out in 29 U.S.C. § 158: U.S. Code -- Section 158: Unfair Labor Practices that unfair labor practices by an employer include the following:

It is an unfair labor practice for an employer to:

(1) interfere with two or more employees acting in unison to protect rights that the Act provides for whether there is the existence of a Union or no existing union;

(2) to dominate or interfere with a labor union being formed or administered;

(3) to discriminate against employees for engaging in a union or union activities or alternatively from refraining from the same;

(4) to discriminate against an employee for the filing of charges with the N.L.R.B. Or to discriminate against an employee for taking part in any N.L.R.B. proceedings; and (5) to refuse to bargain with the union that is the lawful representative of an employee or employees. (29 U.S.C. § 158: U.S. Code -- Section 158: Unfair Labor Practices, Findlaw, 2012)

Historical Development of the N.L.R.A.

The work of William G. Rice, Jr. entitled "The Paradox of Our National Labor Law" writes that the goal of collective bargaining "is to stabilize or govern, the relation between an…… [Read More]

References:
29 U.S.C. § 158: U.S. Code - Section 158: Unfair labor practices (2012) Find Law. Retrieved from: http://codes.lp.findlaw.com/uscode/29/7/II/158/

Goldman, Alvin L. And Corrada, Roberto L. (2011) Labour Law in the U.S.A. Kluwer Law International, 4 Feb 2011.
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Labor Union Acts the Rights

Words: 1869 Length: 5 Pages Document Type: Essay Paper #: 27926544

This was certainly needed as technology has also evolved from time to time and the nature of labor that was being used in the 1920s or so is not the same as is the nature today. This is certainly commendable. Along with the changes in laws, the emphasis on labor and its problems have also been shifted out of the center stage and matters that were directly being dealt with by the Secretaries Office have shifted out. This shows clearly that importance of the problems of labor have now become of a much lower priority and this is also clearly seen in the patterns of development of American business and industry where many production units have transferred their labor problems by shifting them out of United States. The government has also clearly remained out of the ambit of labor laws as no laws are applicable to government laborers. Thus it is clear that the problem of labor, their unions and the need of dealing with them have been treated as a necessary evil and laws have been designed more with control of labor in mind than with providing them a sense of equal contribution to the development of society. In…… [Read More]

Bibliography:
Norris-LaGuardia Act" Wikipedia. Retrieved at  http://www.answers.com/topic/norris-laguardia-actAccessed  2 September, 2005

Taft-Hartley Labor Act" (2001-05) The Columbia Encyclopedia. Sixth Edition. Retrieved at http://www.bartleby.com/65/ta/TaftHart.html. Accessed 2 September, 2005
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Labor Organizations Discuss the Similarities and Differences

Words: 1361 Length: 3 Pages Document Type: Essay Paper #: 5821750

Labor Organizations

Discuss the similarities and differences between at least three labor organizations discussed in Chapter 3.

The Knights of Labor was a standard labor union comprised of individual workers across the nation. They were inclusive in terms, employing both skilled workers in crafts industries as well as unskilled laborers such as coalminers. (Rayback, 1966, p. 168). They had limited political objectives such as the eight-hour workday and the prohibition of child and convict labor. Their broader objectives were social: to improve the image and social status of the working man.

The AFL was not a labor organization, but a federation of affiliated labor unions. (Dubofsky & Foster, 2004, p. 138). The AFL was exclusive, accepting skilled workers in crafts industries and skilled workers in industry. The AFL's goals were economic, they provided financial and political support for affiliated labor unions in contract negotiations with employers. (Dubofsky & Foster, 2004, p. 139). The political objectives they did pursue usually had to do with the nature of labor negotiations.

The IWW was neither a traditional labor union or a federation of labor unions, but a labor union comprised with many members of other labor organizations. (Dubofsky & Foster, 2004, p. 195).…… [Read More]

References:
Chaison, G. (2006). Unions in America.

Foner, P.S. (1997). History of the Labor Movement in the United States, Vol. 4: The Industrial Workers of the World 1905-1917.
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Labor the Department of Labor Is Present

Words: 2901 Length: 9 Pages Document Type: Essay Paper #: 7859708

Labor

The Department of Labor is present today to promote, foster and develop the welfare of the employees or the labor force in the United States. The labor system focuses on the improvement of the working conditions and the fulfillment of opportunities for more profitable employment. As it would be known, rules and regulations are there to keep things in order. Similarly, the Labor system in the country is guided by laws that guarantee the rights and privileges of the labor force of the country.

The Department of Labor has made laws concerning working conditions, minimum hourly wage, and freedom from employment discrimination, worker's compensation and unemployment insurance. The labor system also aids in job training programs and it helps workers find jobs. Everyone needs a decent source of income and if a person has some sort of skill or talent, they should definitely make use of it.

The basic feature of the labor system is to ensure that jobs are equally spread out through the country. The labor system therefore petitions the government for channeling more of the federal budget towards the production of labor. Therefore, jobs are created either in government offices, through construction or through small business.…… [Read More]

Sources:
Baron, J.N., Jennings, P.D. & Dobbin, F.R. (1988). Mission control? The development of personnel systems in us industry. American Sociological Review, pp. 497 -- 514.

Bronfenbrenner, K. (1996). Role of union strategies in nlrb certification elections, the. Indus. & Lab. Rel. Rev., 50 p. 195.
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Labor Management Relations Do

Words: 1774 Length: 5 Pages Document Type: Essay Paper #: 34418686

To rectify this situation in the future, management must work with union officials to clearly define activities that are prohibited in the workplace at all times. Where, the union would establish an effective procedure for disciplining employees, who refuse to follow company policy. If the employee does not improve their behavior within a stated period, they can be terminated immediately. At the same time, you would want to have a way to evaluate and monitor the new system that has been implemented. One way to do this is to have employees' complete anonymous surveys about what issues are affecting them. This information could then be used by managers to understand what issues are on the minds of employees. At which point, management can begin working with HR personnel and union officials in addressing these issues. Once this takes place, it will help to prevent the situation from spiraling out of control by dealing with the problem early. If this kind of strategy had been in place prior to the issues with the two employees, management would have understood what was having an impact upon the staff. This would have allowed the company sufficient time to address and mitigate any possible…… [Read More]

Works Cited:
Holey, W. (2009). The Bargaining Process and Outcomes. The Labor Relations Process. (pp. 331 -- 332). Mason, OH: Cenegage.

Holley, W. (2009). Phases in Labor Relations. The Labor Relations Process.(pp. 11 -- 15) Mason, OH: Cenegage.
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Labor and Collective Bargaining Federal

Words: 4253 Length: 10 Pages Document Type: Essay Paper #: 60016314

As a result, financial planners need to advise clients who receive these payments and make large cash investments to do so as soon as possible. The study concluded that dollar-cost averaging would be unlikely to topple the superior results of lump-sum investing at this time (Williams and Bacon).

Profit-sharing allows employees to earn bonuses according to company performance (GoSmallBiz 2008). A certain percentage is set aside by the firm and paid to the employees if certain annual profit goals are met or exceeded. Bonuses are paid in cash or as a contribution to the retirement fund, or else partly in cash and partly as contribution to the retirement fund. The advantage for employees is that they share in the company's profits. The disadvantage is that they receive the share even if their performance does not improve or they do not receive it even if their performance improves (GoSmallBiz 2008).

A lump-sum incentive pay is a one-time cash payment equal to a certain percentage of an employee's base wage (GoSmallBiz 2008). If there is a 4% annual increase, for example, the company may give the employee a one-time cash payment equal to 5% of his or her annual pay. The main…… [Read More]

Resources:
National Labor Relations Agreement. Article 32, 2006. Retrieved on March 22, 2008 at http://www.nalc.org/news/bargain/2006-2011%National%20Agreement%20-%20FINAL.pdf

Calvasina, Gerald E. Contract Administration. Chapter 14. School of Business: Southern
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Labor Weak Protections Under U S Law Allow

Words: 678 Length: 2 Pages Document Type: Essay Paper #: 80330013

Labor

"Weak protections under U.S. law allow children as young as 12 to work unlimited hours outside of school on tobacco farms of any size, and there is no minimum age for children to work on small farms. Despite the known risks of nicotine poisoning, there are no special provisions in U.S. laws or regulations to protect children from the unique hazards of tobacco work."

I was aware that there were a few exceptions to child labor laws on family farms. This alone is a sensitive issue given the potential for injury with lifelong consequences, along with the conscription of children into farming labor that may detract from their ability to pursue other careers. Yet until reading this passage, I had no idea that child labor was still permitted in a larger context in the United States, especially in large farm contexts. When it comes to exposure to pesticides, dangerous machinery and other hazards of the farming industry, it does not seem humane to employ children. This article, and this passage, reveals the need to tighten loopholes related to child labor in the United States.

The passage does admit that United States labor laws are "weak" with regards to children…… [Read More]

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Labor Studies Motivations for Taking Up Union

Words: 372 Length: 1 Pages Document Type: Essay Paper #: 24500024

Labor Studies

Motivations for Taking Up Union Office

The role of local union official is usually an unpaid position, even where compensation is offered it will be constrained; this indicates motivation for those who do take up the office is unlikely to be financial (Sloan and Witney, 2010). So why do people take up that office?

In a seminal study on the path to union leadership has indicated that several preconditions exist prior to an individual considering taking up union office. An individual will need to perceive themselves as having the suitable qualifications to stand for leadership, and will not stand unless they believe others to hold the same perception (Koziara et al., 1982). In most cases, the qualifications will include previous experience in union administration (Koziara et al., 1982), which itself indicates that standing for office is likely to be part of a progression. The same study also notes that experience in the lower echelons of a union may also be seen as a route to more senior position (Koziara et al., 1982). Therefore, long-term potential progression may be one motivation.

Koziara (et al., 1982)…… [Read More]

Sources:
Buchanan, D; Huczynski, A, (2010) Organizational Behavior, Harlow, FT/Prentice Hall

Koziara, Karen S; Bradley, Mary I; Pierson, David A, (1982, Feb), Becoming a union leader: the path to local office, Monthly Labor Review, p44-46
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Labor Law and Unions Labor

Words: 661 Length: 2 Pages Document Type: Essay Paper #: 35559308

Collective bargaining can be separated into three distinct parts: the obligation to meet and discuss; the obligation to bargain in good faith; and the obligation to cover certain subjects. The company is not required to have the same opinion to any exacting contract provision, no matter how sensible or fair it seems to the union. On the other hand, declining to meet at practical times; declining to talk about grievances; declining to talk about wages, benefits, or other obligatory subjects of bargaining; take it or leave it bargaining; or efforts to make deals behind the backs of the negotiating committee would be considered unfair labor practices (Collective Bargaining FAQ's, n.d.).

Unfair labor practices are investigated by the National Labor Relations Board. The National Labor Relations Board is a self-governing federal agency vested with the authority to defend employees' rights to systematize and to figure out whether to have unions as their bargaining representative. "The law prevents employers from interfering with employees in the exercise of rights to shape, join or help a labor organization for collective bargaining, or from working jointly to advance terms and circumstances of employment, or refraining from any such activity. Likewise, labor organizations may not interfere…… [Read More]

References:
About UFCW. (2011). Retrieved from http://www.ufcw.org/about_ufcw/how_we_work/index.cfm

Collective Bargaining FAQ's. (n.d.). Retrieved from http://clear.uhwo.hawaii.edu/CB-FAQ.html#Q1