Salting occurs when union organizers apply for jobs with nonunion firms in hopes of either getting hired and organizing a union or, if not hired, filing charges with the NLRB accusing the firm of discriminating against them because they are pro-union. The "salt" normally ends up violating company rules until he/she is fired, or voluntarily quits. The union then files an unfair labor practice charge with the NLRB, charging that the company discriminated against the salt. Though salting could be considered morally wrong, it is, unfortunately, not illegal.
Union salting tactics often result in abuse of the hiring process and in the harassment of employers without serving the interests of any genuine employees. There are many ways a union would commit an act of “salting”. In some cases the union sends the company numerous resumes of members of the local, requesting jobs with the company. Often, the "applicants" don't even know they have "applied" for a job at the company. Other instances involve a union sending out a member/employee to apply for a job, while wearing union hat and clothi...
The paper will discuss minicases on ‘The White-Collar Union Organizer’ and ‘The Frustrated Labor Historians’ by Arthur A. Sloane and Fred Witney (2010), to understand the issues unions undergo in the marketplace. There is no predetermined statistical number reported of union memberships in this country. However, “the United Bureau of Labor Statistics (BLS) excludes almost 2 million U.S wages and salary employees, over half of whom are employed in the public sector, who are represented at their workplaces by a union but are not union members. Not being required to join a union as a condition of continued employment, these employees have for a variety of reasons chosen not to do so. Nor do the BLS estimates include union members who are currently unemployed” (Sloane & Witney, 2010, p.5). Given this important information, the examination of these minicases will provide answers to the problems unions face in organizational settings.
The case study of GMFC provides an example of a company attempting to avoid unionization of its workers. GMFC is expanding by building a new U.S. plant which will manufacture motorized recreational equipment. The company plans to hire about 500 production workers to assemble mechanical components, fabricate fiberglass body parts, and assemble the final products. In order to avoid the expected union campaign by the United Automobile Workers (UAW) to organize its workers, GMFC must implement specific strategies to keep the new plant union-free. GMFC’s planning committee offers suggestions with regards to the plant’s size, location, staffing, wages and benefits, and other employee relations issues in order to defend the company against the negative effects of unionization and increase...
10-21- What are the basic arguments for and against extreme measures to fight unionization efforts?
History shows that there has been conflict of power within the workforce between union and management. This essay will discuss if management should have the right to determine whether a union should operate within their workplace. It is necessary first to discuss the roles of unions and management in the workplace and discuss both points of view on the power distribution between unions and management in the workplace.
Union efforts to improve the lives of workers consistently met with resistance, oftentimes violent, from businesses, police and the government throughout their turbulent history; and yet unions have persevered and were able to improve working conditions. The National Labor...
In the past, many employers had simply ignored any union organization. The employers would simply ignore any rights put in place by unions, and even go so far as to fire union employees and union sympathizers. Employers would use spies to find out who was sympathetic to unions, and then circulate the names to other employers. These “blacklists” were used to fire employees and for other employers to decide whether or not a person ...
While many of the laws and regulations that arose out of the labor movement protect workers and define employer’s responsibilities, there has been significant pressure from employers to ensure that their organization does not organize. Dias (2009) states that “most organizations feel the constraints of having a union organization are too great”; negatively affecting the organization’s cost of operation and efficiency (p. 278). In response to the organizational desire to remain union free, Human Resource Managers (HRM) have an important role to play in regards to employee relations within organizations (Dias, 2009). Dias (2009), identifies three phases of unionization, the first is the “organization is union free and there is little to now interest in unionizing” (p.
Labor Unions have been around for since the 1750’s. A union is “ a legally constituted group of individuals working together to achieve shared, job- related goals, including higher pay and shorting working hours ( Denisi Griffin 2015)”. Labor unions work with the employees to get the rights that they believe they deserve. The three laws that impacted unions was the Wagner Act of 1935, the Taft-Hartly Act, passed in 1947 and the Landrum Griffin Act of 1959. The Wagner Act was passed to help put unions “on equal footing as managers for rights of employees” (Denisi, Griffin, pg. 246). This law help to set up National Labor Relations Act and helps to administrate union laws. The Taft-Hartly Act of 1947 was passed to “limit union practices ( Denisi, Griffin, pg. 247) “and it also outlawed “closed shop (
In 1636, the first considered labor union disturbance was recorded. The Main fishermen employed by Robert Trelawney at Richmond island, were reported to have fallen “into a mutiny” when their wages were withheld. It was a small group of men and their protest was hardly remember, but it showed how cooperating together would lead to a better result than working by yourself, it also taught other people how to stand up for what they believe in. ”Usually the first step for any union is to get workers to join in the organization. After a union has become established in a plant or industry, its major functions are arranging labor contracts and handling job disputes” (Mills 4). The hardest part of joining a labor union is knowing there is a possibility of being fired or hated for retaliation against your employer. Most men were afraid to get caught associating with a union because they could be faced with jail time, beaten , or fired if caught. Labor unions tried to keep t...
Labor unions were established as a way for workers’ needs and grievances to be heard by management. According to Fossum (2012), “forming a union creates a collective voice to influence change at work” (p. 7). The collective voice of workers in a union holds much more power than any single employee’s voice. It can loudly draw attention to mistreatment or abuse of workers. The organized collective voice of workers demands to be treated in a fair way by its management in terms of wages, hours, benefits, and working conditions.
The 1930-50’s golden era of organized labor is over and has lost the energy it had once had as a unifying factor in the lives of workers in the U.S. There are many factors to this decline, but image is very influential in the creation and influence of unions in two ways: externally and internally. Externally, the union’s ideology and actions attract workers into becoming members of a union and how government responds to a union’s beliefs and actions. Internally, union’s are run democratically, where workers choose who will represent them in negotiations with employers, which should give some benefits to the majority of the workers in the union. Organized crime's infiltration into labor unions has rotted the image of unions who represent workers looking to defend themselves against employers and achieve a stable livelihood. The history of labor and organized crime are undoubtedly linked because at times they would use each other to further their own means: the most famous of these links would have to be on James Hoffa. Organized crime and corrupt union officials influence on unions will still exists and although crackdowns throughout the decades have made some progress I doubt that they will be removed entirely from labor.
The disadvantages of union membership are viewed from the employee and employer perspective. Through the employee lens, the disadvantages manifest in the form of fees, loss of autonomy, and less collaborative work environment. As part of the union, you surrender many of your individual rights in exchange for the organized results that can potentially manifest through the collective bargaining process. Therefore, there isn’t any assurance that your individual concern will even be addressed.
The rock salt, is easily one of the most used and consumed mineral in the average everyday life. From seasoning food to helping a sore throat, salt is used without the thought of its effects on many wars, cultures, government, religions, and the economy. Author Mark Kurlansky, informs the reader of the history of salt by taking them through different cultures and time periods in the book Salt: A World History. He touches on different areas around the world and how they used salt for their own needs. From being one of the most wanted rocks in the world, to easily being purchased at the supermarket, salt has gone through a long and tiring journey.
At this point in time, our company is non-union and believes the disadvantages of unionization to be greater than those benefits which may come from it. Many of the benefits which are supposed to come from unionization are canceled by various disadvantages. Additionally there are several, negative effects brought on by joining labor unions which should make any employee think long and hard before they begin the process of joining a union.
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...