Union Organizing

Labor Relations Week 6 Final written report Union Campaigning Process Campaigning is something that is done in legion(predicate) aspects of life. It breaks down to basically creating arguments to sell yourself or your company to a convention of people. Pre brassnt hopefuls hardened out on a rill trail every four years to translate and get people to bal exercise seting for them. I always thought that this was the only form of candidacy, but I was incorrect. Employers and Unions both drug abuse campaigning to get blenders to either head off, or amount a nitty-gritty. Each side has their own simulated military operation and goals to achieve. I program to analyze both sides and show the pros and cons of each.Employer campaign evasive action start with four key factors that determine voting decisions. These factors atomic number 18 job dissatisfaction, kernel instrumentality, oecumenic conjugation attitudes and collective social identity. Employers try to provide re ading to employees consisting of pro-company, anti-union information. Employers use many tactic during their campaign process to try to get their workers to avoid joining a union. round of these include sending out garner or email messages with negative aspects of the union organization, or supervisors meeting with employees by the piece or in small groups.Another tactic that works to the favor of employers is utilizing its private property rights to prohibit outside organizations from entering the workplace and interacting with their workers. A drawback to that tactic is that they scram to maintain the manage for all organizations, and not only when unions. unmatchable of the much than common tactics is the captive audience meeting. This is typically a group meeting held in the workplace during work hours, where employees heed to management describe their antiunion and pro-company presentations.These meetings are completely legal as call upable as they are not within 24 hours of an election. Employers need to be careful not to cross lines in regards to their tactics. Some of them notify be considered illegal if they are overly aggressive or threatening. Some of these employer tactics are heavily debated due to their difficulty to measure and observe, so that mixture of has the National Labor Relations Board (NLRB) keeping an eye on employer tactics, and how they run their campaign. They want to ensure that in that respect is no threatening of workers, or any other funny business going on.Union campaign processes also target the four key factors of worker complaints within a company. Union organizers use a vastly different set of tactics to get their information out, and attempt to get a union organised within a workplace. No matter how tight labor laws attempt to regulate the balance of rights during union and employer campaigning processes, the employers always have the appearance _or_ semblance to fork over much power over their proper ty, and their employees. Unions need to get creative with their campaigning. Unions have some disadvantages against them because they cannot show workers instant results.Instead they make a lot of what seems like empty promises that they need to fulfill if they are successful during their campaign. matchless of their tactics that they use to get in contact with workers is by accessing the wood shavings List. The Excelsior List is simply a diagnose of the names and addresses of employees qualified to vote in the election. Employers must provide this list to the union organizers to consent with a rule the NLRB established in 1966. Unions then utilize the list to send out mailings or set up collection plate visits by a union representative to speak with the worker directly.A clear-cut disadvantage to using this list is that a lot of workers may glance it as an invasion of privacy, and learn not to speak with the union representative. Alternatively, with the come just about o f technology, unions are now utilizing the Internet and web pages to help distribute information without violating an employees privacy. In comparison with employer campaigning, unions definitely have a more passive approach. Unions also have to recognize that different campaign tactics work better for different sets of workers. There is a lot to consider when establishing a campaign.Now, there can be significant problems with each side of the campaign process. Each side has to maintain their role man providing the demand information desired, and stay within the legal guidelines set forth by the NLRB. Employers must be careful not to make any of their statements seem like threats of un transaction or wage deduction. Our textbook explains this perfectly. Predictions based on target facts that some events will likely occur because of forces beyond the employers control are legal statements that convey the impression that these events are inevitable or at the discretion of the emplo yer are threats. (McGraw-Hill, page 246) Employers tend to be watched more closely in these circumstances, since they have a more direct access to their workers, obviously. piece of music the NLRB cannot monitor everything, the workers can report any inappropriate behavior should it occur. For instance, while a campaign is in process and an election is approaching, employers are not allowed to question workers on their stance regarding unions. This could lead to an employee giving his or her stance, and the employer terminating the employment to avoid them voting for the union, which is not allowed.Also, if employers choose to activate their privacy protection, and choose not to allow solicitors, they must remain active and apply that rule to all organizations, not just unions. Employers tend to have the advantage in the campaign process, since they can hire consultants and reach the workers directly, as stated. Some of these consultants can make matters worse, by starting rumors, telling lies and blowing things out of context. Our text outlines a particularly extreme case in which a 17 year employee with no record of violence challenged his plant manager to let the employees colloquy to a union organizer.The following day the employer notified the local sheriff that this employee was threatening workers so the sheriffs deputies surrounded him at gunpoint on his way to work and forcibly took him to the local hospital. Based on what the employer told the sheriff, the employee was involuntarily committed to a mental hospital. He was held for two weeks against his will and forcibly injected with anti-psychotic drugs until a lawyer could obtain his release. This happened in 1999, in South Carolina. (McGraw-Hill, p. 248) Reading that is a square eye-opener to how serious this subject can get.The union side of campaign runs into few issues, mainly because of their lack of contact with workers. They are only permitted certain things, and oftentimes lack the fun ds to do much more than their mailings and home visits. One thing that they do have to their advantage is anonymity. Some unions are so bold as to send some of their paid union organizers into an employer to try to get hired as employees They are referred to as brininesss, since the union thinks they salt or enrich the workplace by spreading news about union in non-work areas to attempt to organize the workers.I think this is truly a brilliant idea to get in under the microwave radar and make some headway if youre a union arduous to organize. And actually, it is considered legal, later the Supreme Court ruled that they are employees protected against disparity in hiring and firing. (McGraw-Hill, p. 247) Some states are considered at-will, or right to work states, and there are special rules for them regarding unions. The Taft-Hartley Act outlawed the closed- expose rule regarding unions. Closed shop referred to employees at unionized workplaces being required to join the union as a condition of employment.The Act did permit a new union shop, which required all new employees to join the union after a minimum period of time after their hire. Under union shop rules, employers are obliged to fire any employees who have avoided pay membership dues necessary to maintain membership in the union yet the union cannot demand that the employer discharge an employee who has been expelled from membership for any other reason. (Wikipedia) Some people think that there should be limits set forth to campaigning and union organizing.I agree that there should be some limits set to both sides of this debate. I think that unions should not be allowed to make home visits and invade their privacy. I also think that there should be more strict rules enforcing policies for the employers. I think that it is un mediocre for employers to discipline their workers simply for acquiring information on other options for their benefits and happiness. I dont last how they can enforce t hese things in the future, but it simply is not fair for employees to be discriminated against, or put in fear of their jobs or benefits.That could be considered bullying. I think that maybe when it comes to union elections, the NLRB should send in more representatives, and maybe they can have a debate with employer management, and a union organizer, to allow both sides of an argument to be heard in a fair and dignified way, as opposed to simply campaigning, and talking swingeing about the other side. References Wikipedia http//en. wikipedia. org/wiki/Taft-Hartley_Act Textbook Budd, Labor Relations Striking a Balance, Second Edition. McGraw-Hill 2008.