Organization of Unions
Management of the organization ensures that the wellbeing of the employees is addressed in an effective manner and when the management fails to do that, the employees turn towards the formation of union in order to ensure that their concerns are addressed by the organization. In this manner, it is encompassed that if management facilitates the employees in an effective manner then employees would be organized effectively and would incorporate the organizational citizenship behavior. The federal agencies are formed in order to ensure that the concerns of employees are addressed and the labor laws are practiced by the organization, which eventually enhances the wellbeing of the employees (Quirk, 2014).
It has been argued that employees believe that it is unnecessary to join the union because the compensation plan of the organization remains same for the employee even under the absence of the union. However, the union ensures that the employees’ are dealt equally and without the prevalence of any discrimination by means of the equal employment opportunities. The union also ensures that the employees’ compensation plan is in accordance with the employees’ contribution in the organization and the potential job hazards are effectively mitigated by the management of the organization. In this manner, the union ensures that the unethical and disadvantageous activities are hindered in the organization and the wellbeing of the employees is enlightened by the union in a systematic manner (Quirk, 2014).
In the United States, the Department of Labor incorporates the implementation of labor laws in the private and public organizations by means of the fair and safe working conditions, minimum wage threshold, overtime and compensation mechanism, workplace discrimination and insurance services for employees. In this manner, this agency encompasses a holistic approach towards addressing the wellbeing of the employees working in the United States. Similarly, the American Staffing Organization ensures that the employees are recruited, compensated and promoted by means of the ethical and legit practices. These agencies influence the labor relations process because they support the employee concerns and support the inclinations of the unions by means of directing the management’s decision towards addressing the employee concerns (DOL, 2014).
Railway Labor Act
The Railway Labor Act regulates the labor relations in the United States and specifically addresses the wellbeing of the employees working in the airline and railway industries and hence, addresses the concerns of employees working specifically in this industry. In this manner, it ensures the implementation of the ethical and legit practices, however, does not support the wellbeing of the employees of other industries. This Act incorporates the collective bargaining mechanism and is considered effective during the major disputes. Therefore, this Act provides a systematic mechanism to the organization towards resolving the major disputes and hence, its legislations can support the organization to overcome the issues related to strikes and resume the work processes incorporated by the employees in an effective manner (Snell & Bohlander, 2012).
Norris – LaGuardia Act
The Norris – LaGuardia Act addresses the nonviolent labor disputes and provides the employees with the legal right to join the unions. It also restricts the employers to keep employees from joining the unions and hence, the employees can join the unions regardless of the organization’s approval and can enlighten their rights in order to get benefits. This Act indicates the liberalization incorporated by the organizations but also reduces the organization's benefits due to the unionization of the employees. The employees can join the organization even under the prevalence of the nonviolent acts and can pressurize the management to address their concerns (Gould, 2013).
This Act is significant for the labor process because it provides the employees with the opportunity to gather and document their concerns in an effective manner and also provides the organization with the ability to oversee the employees’ concerns. This Act can enlighten the organization to support the formation of the union so that the employees believe that the organization is open to address their concerns whereas, this Act can also help in resolving the nonviolent disputes in an effective manner which will eventually increase the productivity of the employees (Gould, 2013; Snell & Bohlander, 2012).
Wagner and Taft Hartley Acts
This Act addresses the wellbeing of the organization by means of restricting the employees to incorporate secondary strikes and boycotts in the organization. This ACT also makes sure that the employees do not implement their self-rights in the organization by means of hindering the organization’s advantage. The sympathy strikes are also not supported under this Act and hence, this law significantly ensures the organizational advantage. However, the overemphasis on this law can hinder the wellbeing of the employees and employees can perceive that organization has adopted the monopolistic strategy in addressing their concerns. This Act is significant for the labor process because it provides the employees with the guidelines in which they are prohibited to utilize the union power for their personal concerns while negatively influencing the profitability and productivity of the organization. However, the organizations can incorporate this law in order to maintain the influence of the unions so that the unions do not overrule the organization’s interests (Holcombe & Gwartney, 2010).
Landrum Griffin Act
The Landrum Griffin Act provides the systematic guidelines to the unions in order to incorporate its operations by means of the fair elections, freedom of speech, financial accountability and legal standards. In this manner, this act ensures that the unions function in a formalized manner and do not take advantage of the employees’ fees and remain accountable for the financials and their mission. Due to the formal representation of the union, the elected member ensures that the employees trust the vision of the union leader. However, it can also generate bureaucracy in the union operations which can eventually hinder the wellbeing of the employees. This Act is significant for the labor process because it provides the organization with the systematic guidelines to integrate with the union and also make the organization to oversee the unionized aspects and consider them due to their formal presentation (Benson, 2011).
Civil Service Remove Act, Title VII
This Act outlawed the discrimination and provides the equal employment opportunities to the employees regardless of their age, gender, caste, religion, nationality and color. The Act incorporates the ethical concerns and ensures that employees are recruited, selected, trained, promoted and compensated on a merit basis regardless of their ethnicity and cultural differences. The Act is significant for the organizations in order to implement it in an effective manner because it addresses the ethical concerns and helps the organization to incorporate the cultural diversity in an effective manner. The effective implementation of this Act also makes the organization ethically accepted and globally admirable for the employees due to its practice equal employment opportunity (Gould, 2013).
Employee Free Choice Act
The Employee Free Choice Act binds the employees of the union in a formal and written agreement related to their consent so that the proceedings related to the specific matter can be presented to the organization. This Act ensures that the employees are bound in any agreement and have shown their consent in accordance with their free choice rather than being pressurized from the union. However, this Act is able to pressurize the organization’s concerns due to the prevalence of the consent forwarded by the large number of employees. This Act is considered significant in the labor process because it incorporates the prevalence of the formal mechanism in providing the employees with the opportunity to enlighten their concerns in an effective manner. It becomes important for the organizations to address the concerns that are encompassed by the large number of employee in order to represent its integrity towards its ethical actions and accountability towards the wellbeing of its employees (Gould, 2013).
Mandatory Secret Ballot Protection Act
The Mandatory Secret Ballot Protection Act ensures that the voters or employees in the union are not manipulated by the union leaders by means of bribery, blackmail and intimidation. The union leaders represent the concerns of the employees and sets the vision of the union and hence, employees are considered prominent in setting the vision of the union due to which it grants the employees with the critical position of selecting their leader. This Act ensures that the voting is incorporating by means of making voting as an anonymous mechanism and hence, the voters are kept secret due to which the extent of their manipulation and acquisition of union leadership by the illicit activities is hindered. This Act ensures that the union leader is legit due to which it becomes easier for the organizations to consider the vision and demands of the union leader, as they are considered fair and address the interest of the employees (Snell & Bohlander, 2010).
References
Benson, H. (2011). Landrum-Griffin Act at 50: Has It Been Good or Bad for Unions?. New Politics, 13(2), 29.
DOL. (2014). Occupational Safety and Health Administration. United States Department of Labor Regulation. Acessado em, 10.
Gould, W. B. (2013). A primer on American labor law. Cambridge University Press.
Holcombe, R. G., & Gwartney, J. D. (2010). Unions, economic freedom, and growth. Cato J., 30, 1.
Snell, S., & Bohlander, G. W. (2010). Principles of human resource management. South-Western Cengage Learning.
Quirk, P. J. (2014). Industry influence in federal regulatory agencies. Princeton University Press.
