Suppose a coworker just brought you a union leaflet urging employees to sign an authorization card. What questions would you ask of the union supporter? What may happen from this point on?
You must have a minimum of two academically reviewed journal articles sourced from the CU library to support your answer.
Please use full APA throughout (use in-text citations and a APA reference list). Post your responses in the body of the discussion area. DO NOT INCLUDE A WORD DOCUMENT.
Post your initial response and secondary responses no later than Wednesday of week 8 by 11:59pm EST. Please note that initial post not completed on the due date will receive zero grade. All late assignments will receive a zero grade (late is considered 1 minute after 11:59pm EST). See class syllabus for late assignment policies. Review discussion/posting requirements.
Read and respond to at least one (1) of your classmates’ posts. In your response to your classmates, consider comparing your articles to those of your classmates. Research from academic articles must be included in your responses to classmates post.
Students are required to post their primary response (200 word minimum) Students will respond to at least 1 other postings (150 words minimum each).
Below are additional suggestions on how to respond to your classmates’ discussions:
· Ask a probing question, substantiated with additional background information, evidence or research.
· Share an insight from having read your colleagues’ postings, synthesizing the information to provide new perspectives.
· Offer and support an alternative perspective using readings from the classroom or from your own research.
· Validate an idea with your own experience and additional research.
· Make a suggestion based on additional evidence drawn from readings or after synthesizing multiple postings.
· Expand on your colleagues’ postings by providing additional insights or contrasting perspectives based on readings and evidence.
by Lohit Shrimali – Friday, 21 June 2019, 5:26 PM
It does not matter union wins or loses the election but cost of conducting union election is about $1000 per worker. When group of employee decide that they want to represent by union first step they take to file petition with the NLRB. Employee which are in designated work unit referred as bargaining unit which provide dated signature on union authorization card or signature sheet which are indicating that they are interested to represented to particular union. If At least 30% of eligible employee provides this card for the NLRB then they consider the petition. Then NLRB assigns an agent from regional office to process the petition. NLRB holds a secret ballot election at the workplace if majority vote in favor of the union then NLRB certifies that the union represents the employee for the bargaining purpose and requires their employer to bargain with union. Most challenging part of certification is to determine who is eligible for part of bargaining unit. Union and employer need to send name and address for eligible employees within seven days after NLRB indicated the election will be held. And in excelsior list in which company mention the employee who are eligible to vote in election. Employees and union can organize and vote to favorite union but they can do only lunch or break time. Employees also need to attend company meeting so management can discuss about union. During work hours there is no meeting can organize. Supervisor have permission to do only one meeting but that one is only about union issue and that information give to employee by written. Union organizers worker are working for union not for employees they are not allowed to organize campaign on company property they can distribution the information in public areas. A card check is process in which company recognize union when union show proof to company that majority of employee have sign authorization card which are indicating that they want to represent union. According to neutrality agreement in which company agrees that they will not give any view on union during time of signature. I think when employee will meet from union supporter then they can ask question on how union can fight from employer to get fair wages , treat everyone equally and for improve staffing and for benefit. If employee likes the idea of union supporter and like the leader of union then they sign the card.
by Priyanka Nairi – Monday, 24 June 2019, 1:38 PM
When the employees in a company feel like they are unable to voice their concerns or demands they reach out to a local union office to seek help and create a group. This union speaks on behalf of the employees, usually, problem-solving is a lot easier and more effective when there is a union as the request comes from a group of employees as opposed to a single one. Many workers believe that being part of a union gives them the power to lead a better work life. While forming a union it is essential for all employees to know their rights. Employees are allowed to wear or distribute union t-shirts, discuss matters in moderation at work and they cannot be penalized or fired for being part of a union.
Most of the time there must be a majority vote of employees in order to authorize a union. This can be in the form of a secret ballot of union authorization cards.
If I was asked to sign a union authorization card by one of my co-workers I would ask the following questions-
1) What is the main objective behind forming the union?
2) Will I be a member of the union and have a say or will the union be representing me?
3) Who will be part of the main leading committee of the union and how do I communicate my concerns with them?
The answers to these questions will help me understand if it will be worth it to join the union and if my concerns will be addressed. It is important to know if the committee is aligned with my concerns and is actually going to be beneficial to me. After this if the union authorization card has received a majority of votes from the other employees a request to form the union will be sent to the employer and if it gets approved the negotiation will start.
Ben-Ner, A., & Estrin, S. (1991). What happens when unions run firms? Unions as employee representatives and as employers. Journal of Comparative Economics, 15(1), 65-87.
Clark, K. B. (1980). The impact of unionization on productivity: A case study. ILR Review, 33(4), 451-469
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