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Labor Relations

Exactly how political, economic, and workforce changes affect employers and unions will be factors in the future of the labor–management relationship. Employers and HR professionals still need to understand the system of laws, regulations, court decisions, and administrative rulings related to the nature of unions. This is important because unions remain a strong alternative for employees in the event of poor HR practices. A union is a formal association of workers that promotes the interests of its members through collective action. Once unionization occurs, the ability of the union to foster commitment from members and to remain as their bargaining agent depends on how well the union succeeds in providing the services that its members want, which can further strengthen or weaken workers’ perceptions of unions. To some extent, unions may be victims of their own successes. Unions in the United States have historically emphasized helping workers obtain higher wages and benefits, shorter working hours, job security, and safe working conditions from their employers. Some believe that one cause for the decline of unions has been their success in getting those important issues passed into law for everyone. The national labor code provides the foundation for understanding and managing within the context of organized labor. Accordingly, several states have passed right-to-work laws, which prohibit requiring employees to join unions as a condition of obtaining or continuing employment. Collective bargaining, the last step in unionization, is the process whereby representatives of management and workers negotiate over wages, hours, and other terms and conditions of employment. Collective bargaining, the last step in unionization, is the process whereby representatives of management and workers negotiate over wages, hours, and other terms and conditions of employment. The collective bargaining process involved in negotiating a contract consists of four possible stages: preparation and initial demands, negotiations, settlement or impasse, and strikes and lockouts. The collective bargaining process includes preparation and initial demands, negotiations, and settlement and contract agreement. The U.S. Supreme Court has ruled that grievance arbitration decisions issued under labor contract provisions are enforceable and generally may not be overturned by the courts. In essence, the arbitrator has the final word on the decision. Grievance arbitration includes many topic areas, with discipline and discharge, safety and health, and security being common concerns.