1. Labor relations are generally defined as relations between management and workers. They are also called industrial relations. Workers or group of workers are represented by trade unions. Labor relations may take place on different levels such as regional, national, international.
The main challenge for such relation is ability to adapt to emerging changes. The world and technology develops very fast, so do relations between workers and management.
Trade unions (also called) labor unions are organizations of workers who united to defend their rights, solving problems in the industry such as wages, working hours, bonuses, Union represent workers and negotiate with the management on behalf of the workers (Jochem, 2000).
Such relations are usually accompanied by tensions and conflicts and company owners usually want to earn more and pay less. Workers are willing to work in better conditions for a better salary. Labor unionism in the United States is an expression of the American democratic spirit working itself out in industry is hardly to be doubted. Its beginnings coincided with the period when the free colonies were establishing state governments, and the principles of the federal Constitution were subjects of great political debate. It developed stretch in Jefferson's administration, and grew to a full-fledged labor movement during the presidency of Andrew Jackson. Workmen's clubs, unions, were part of the movement of "Republican-Democratic Societies" which marked "the Rise of National Democracy" in the early decades of the nineteenth century.
The American ideal that swept away the vestiges of government by an elite class also freed wage workers of property qualifications for voting, and of court restraints on their freedom of association. The same democratic movements that fashioned the ideas and methods of establishing the nation as a government of, by, and for the people also gave rise to trade unionism as a means by which worker self-government and participation in the government of workplaces might be achieved (Cornell University Industrial and Labor Relations School, 2008).
Unions under economic stress and with dwindling membership rolls have often greatly expanded their political activities, raising more money for campaigns and organizing their members more effectively for political action. Reforms in Congress and the presidential nominating process have created new avenues for the pursuit of political power that many unions have eagerly pursued (though some academics have claimed that these reforms are inherently inimical to the exercise of union power).
Actually, the United States has no uniform labor policy, but rather a patchwork of policies, comprehensive but not consistent.
To conclude this analysis on the basis of the labor’s extensive history, Sloane & Witney (2010) propose, “it is entirely possible that labor’s remarkable staying power has been because of the simple fact that to many workers, from the nineteenth century to the present, there really has been no acceptable substitute for collective bargaining as a means of maintaining and improving employment conditions” (p.80). In the end, it is important to anticipate unions and employers presently work together to find solutions that will enhance collective bargaining strategies and practices to serve the interest of both parties.
Modern democratic ideas were sprouting in America, especially within the organized labor movement from 1875 to 1900. During this period, blue-collar industrial Americans sought to abate their plight through the formal use of collective bargaining and the voice of the masses; seeking to use their strength in numbers against the pocket-heavy trusts. America’s rise in Unions can be traced back to 1792, when workers in Philadelphia formed America’s first union which instituted the avant garde method collective bargaining. It is because of these grass roots that America’s organized labor has continued to grow to this day, however not unchallenged. The challenges unions face today stem directly from the challenges faced in 1875. The organized labor movement from 1875 to 1900 is to blame for the problems unions face today as early labor unions crucified themselves politically, alienated themselves socially and failed to increase the socio-economic position of the worker, and in many cases only succeeded in worsening such positions.
Throughout the history of the United States of America the continuation of misfortunes for the workforce has aggravated people to their apex, eventually leading to the development of labor unions.
MacLaury, J. 1998. “A Brief History: The Department of Labor.” The United States Department of Labor.
Rich Yeselson writes in his essay entitled “Fortress Unionism”, that the Taft-Hartley Act in 1947 was the beginning of the end for private sector unions. He says that the Taft-Hartley act “stopped labor dead in its tracks at a point when unions were large, growing, and confident of their economic and political power.” He believes that without this law, that restricts the activities and power of labor unions, the U.S. would not have seen union density flatten and then make a dramatic decline, but rather would have seen Union membership continuing to thrive. “Taft-Hartley meant unions needed more and more lawyers to untangle the welter of laws, decisions and contract that now ensnared labor” (Yeselson, 2013). Another point the article makes was that the workers recent attempts to form new unions were not strong enough because it is harder to organize on a large...
The unions of disunion were not only a major detriment to increasing the socio-economic standards of the laborer from 1875 to 1900, but also served to backpedal on the progress laborers had already gained out of respect. Perhaps the cornerstone of the unions’ policies was the fight for the improved working hours, specifically and eight hour work day, and increased wages for the laborer. However, Historical Statistics of the Unites States on Hours and Wages of Industrial Workers from 1875 to 1891 proves that no such improvements truly occurred. In fact, only a nominal 3.3 cent increase in wages from 1875 to 1891 occurred, and while it some may argue that the unions are then successful in achieving some increase in wages it is crucial to realize that this nominal increase came at the cost of hundreds, if not thousands, of laborer lives. Certainly a meager 1% increase in wages does not justify such loss of life, and if it is claimed that it does then that is also to warrant the trusts right to pay their laborers so little, as anyone who condones such little increase at such high costs automatically degrades the value of the life of the worker and thus reinforces the trusts’ right to combat unions. Furthermore, it should be noted that the average price of wages through those sixteen years was a measly 161.8, a decline of 8 whole cents from the starting point. Thus we can see that unions did not really gain 3.3 cents in wages, but rather caused a net loss of 8 cents. To even attempt to claim improvement for the laborer would be a completely ludicrous notion. Unfortunately for the laborer, the unions of disunion’s extent of their plight did not stop at the ruining of the worker’s economic position through the loss of wages, but also thr...
The United States’s industrialization lead to a great boom in both economic and population growth, allowing businesses to flourish. With more money and workers at their disposal, employers often would often mistreat workers, suddenly cutting their wages or firing them. With only profit in mind, industries eventually became monopolized and the conditions of workers only worsened. Defenseless and barely able to survive, laborers soon found power in uniting with each other, leading to the establishment of American labor unions during the Gilded Age. They provided workers with necessary protection from their employers’ capricious decisions, and while their presence elicited fear in business owners, unions eventually bettered the standard of living for the American proletarian through compromise.
U.S. Labor History Unionism can be described as "a continuous association of wage-earners for the purpose of maintaining or improving the conditions of their employment" (Smelser). This means that a group of workers can unite to gain more power and leverage in bargaining. The bargaining process may include many aspects but usually consists of wages, benefits, terms and conditions of employment. The notion of union came about in the 1700's. In the beginning, as it is today, workers united to "defend the autonomy and dignity of the craftsman against the growing power of the company" (Montgomery).
The New Deal Era (1930’s) pushed for the legalization of collective bargaining among several other labor laws, which resulted in the formation of unions. When looking back, the result of collective bargaining can be seen around the world. Countries worldwide have unions to protect both employees and companies, and even governments. China, for example, maintains labor unions to pacify angry workers and aid in keeping governmental control. Without collective bargaining statutes how could unions exist? Employees would not have the protection, the negotiation capabilities, or the assistance in finding new work. The Wagner Act also provid...
The Industrial Revolution that took place after the Civil War made for a more economically sound country. American workers, however, were becoming more and more dependent upon their wages; a fear of unemployment also stemmed from this. Workers didn’t share in the benefits that their employers reaped. In a chart representing the hours and wages of industrial workers, from 1875 to 1891, it shows that even though their wages were subtly increasing, their 10-hour work day remained the same (Doc. A). Factories were headed by large corporations; this, in turn, meant that new machines lessened the amount of workers in certain fields. As a result of these unsuitable conditions, labor unions were formed. The challenges that these unions faced weren’t easy. If the workers involved in organized labor got too far out of line, these corporations could get federal authorities involved. Moreover, these companies could enforce “ironclad oaths” upon their employees. In a Western Union Telegraph Company employee contract, in 1883, it states that the employee will not be affiliated with any societies or organizations (Doc. E). Despite such setbacks, by 1872 there were over 32 national unions.
Labor unions have been in America for a very long time. There are many unions in a myriad of different fields. Labor unions were and are used to allow for equal treatment of workers. Employers always want to maximize their profits and they try to give the least to get the most in return. For reasons such as this is why unions were formed. Generally a union boss is appointed or hired to protect the rights and privileges of the employees. The union boss is generally very representative of the demographics of the workers. The leader of the employees needs to know what they want and what is fair for them and this is why he tends to represent one type of work force, such as the teachers union. This type of representation is made easier when most of the workers come from the same background. Background meaning family size, education, race, etc. Labor unions have helped shape the American work force, as have the backgrounds of the men and women who have worked in them. America was founded on diversity and the freedom to choose. Many different backgrounds have found their way into America and labor unions. As stated earlier, labor unions have people of the same background in them. America’s first settlers were generally of the same background and because of that, so were the members of the first labor unions. As the United States expanded so did the work force and the diversity in it. Diversity and understanding the challenges and benefits is what enables America to be great. In the pages of this paper we are going to look at the change in the make-up of labor unions by the entrance of African-Americans and how they have influenced America and the labor unions for the better. This paper is and expansions on my paper “A Shield Against the Power of Industrial Capitalism”.
Domhoff discusses the prevalence of labor unions in the New Deal era. In fact, by 1945, with the help of the liberal-labor alliances, union membership had increased five-fold to fifteen million in that past decade (pg. 172). However, after 1945, the liberal-labor alliances never saw a victory against corporate conservatives. Because of the corporate world’s domination of policy implementation, politicians rules time and again against labor unions because it works in corporate America’s favor. Labor unions serve as many working class Americans’ avenue into the political sphere; denying them a right to unionize is not only a fundamental violation of free speech but also morally and ethically wrong. Overall, Domhoff’s critique of wealthy politicians (primarily Republicans) is merited considering he argues empirically with statistics supporting extremely skewed voting trends against unions. Additionally, Domhoff’s argument exudes sympathy toward those less fortunate; I share Domhoff’s sentiment that is imperative we promote equality amongst classes, one way in which we should do so is through advocacy of labor
A collective bargaining agreement collectively sets the terms on which an employer offers individual work contracts to each of its employees in the bargaining unit. A bargaining agreement, also herein referred to as a labour agreement, is a legally enforceable written commitment, which states the rights and duties of all parties involved. The labour agreement should be made in good faith and is intended to be observed and not violated. The National Labour Relations Act obligates employers and unions to bargain in good faith concerning terms and conditions of employment, including hours and wages. Like any normal contract, competent parties must enter into a labour agreement. However, a labour agreement is unique from other legal contracts in that there is no consideration involved and nothing tangible is exchanged. Many, but not all, unions require formal ratification of a new labour contract by a majority membership acceptance, which is determined through vote by the members. Until majority approval of those voting in a ratification election is received, the proposed labour contract is not final. While each labour agreement is unique to the needs of an organization and its employees, most agreements include five issues: (1) Management Rights, (2) Union Security, (3) Wages and Benefits, (4) Individual Security (Seniority) Rights, and (5) Dispute Resolution. Management Rights “Management” is the process of working with people and resources to accomplish organizational goals by making the best possible use of money, time, materials and people. The management process, when properly executed, involves a wide variety of activities including planning, organizing, directing and controlling. It is management’s role to perform all of these functions in order to maximize results.
The laws and regulations surrounding Industrial Relations since the 1900’s have, at each reform, placed tighter constraints on the amount of power unions are able to exert. The reforms have also radically increased managerial prerogative, through an increased use of individual bargaining, contracts and restrictions imposed on unions (Bray and Waring, 2006). Bray and W...
Labor relations emerged as response towards combating the economic unrest that accompanied the 1930 Great depression. At this period, massive unemployment, decreasing salary and wages, and over competition for jobs despite poor working conditions, was being experience; especially in the US. In turn employees were aggravated and therefore resorted to labor strike that often escalated to violence. To avoid such incident that could potentially harm further an ailing economy, the US government set precedent by passing their first related Labor relationship act, also referred to as the Wagner act. This act excluded public sector and some employees in the informal sector, farm workers to be specific. However, the progressive change in business and labor environment, necessitated changes in the labor laws to ensure they are more inclusive (Haywood & Sijtsma, 2000).