Topics in Labor Relations
Key Topics in Labor Relations
26 February 2012
Lynne Treykor
Collective bargaining, as its name implies, is achieved when two or more parties come together to make a decision about something. Specifically, it is achieved when employers and a group of employees work together to decide important terms and conditions regarding employment. These terms and conditions include compensation as well as rights and responsibilities of employees, employers, and unions. They can also include guidelines for resolving problems such as grievances and disputes (Budd, 2010, p. 13). According to our text book, Labor Relations: Striking a Balance, increased focus on quality and greater competitiveness caused changes in business that have shaped collective bargaining in three ways. First, collective bargaining has experimented with less detailed, shorter work guidelines or contracts. This is an attempt to increase flexibility and efficiency that was stifled by large, multi-volume, detailed guides/contracts. Second, mutual gains of integrative bargaining have been embraced to enhance cooperation and joint problem solving instead of competition and conflict. Finally, collective bargaining has become more focused on continuous communication to foster flexibility and on-going productive and cooperative relationships. This goal was not well served by the traditional process of re-negotiating contracts on a 3 year basis (Budd, 2010, p. 13-14). It was interesting to learn that the current legal framework for private sector collective bargaining dates back to 1935, which was actually during the great depression. This was followed by WWII which brought about an era of mass manufacturing and was marked by a significant difference between blue and white collar workers. Today in the US, mass manufacturing has declined as flexible production methods, the rise of knowledgeable workers and intense global competition has increased (Budd, 2010, p. 14). The unions and
26 February 2012
Lynne Treykor
Collective bargaining, as its name implies, is achieved when two or more parties come together to make a decision about something. Specifically, it is achieved when employers and a group of employees work together to decide important terms and conditions regarding employment. These terms and conditions include compensation as well as rights and responsibilities of employees, employers, and unions. They can also include guidelines for resolving problems such as grievances and disputes (Budd, 2010, p. 13). According to our text book, Labor Relations: Striking a Balance, increased focus on quality and greater competitiveness caused changes in business that have shaped collective bargaining in three ways. First, collective bargaining has experimented with less detailed, shorter work guidelines or contracts. This is an attempt to increase flexibility and efficiency that was stifled by large, multi-volume, detailed guides/contracts. Second, mutual gains of integrative bargaining have been embraced to enhance cooperation and joint problem solving instead of competition and conflict. Finally, collective bargaining has become more focused on continuous communication to foster flexibility and on-going productive and cooperative relationships. This goal was not well served by the traditional process of re-negotiating contracts on a 3 year basis (Budd, 2010, p. 13-14). It was interesting to learn that the current legal framework for private sector collective bargaining dates back to 1935, which was actually during the great depression. This was followed by WWII which brought about an era of mass manufacturing and was marked by a significant difference between blue and white collar workers. Today in the US, mass manufacturing has declined as flexible production methods, the rise of knowledgeable workers and intense global competition has increased (Budd, 2010, p. 14). The unions and
References: Budd, J. W. (2010). Labor Relations: Striking a Balance (3rd ed.). NY: McGraw-Hill Irwin. Center for union facts. (2012). How to decertify your union. Retrieved from http://www.unionfacts.com/union-member-resources/how-to-decertify-your-union Collective bargaining fact sheet. (2010). American Federation of Labor – Congress Industrial Organizations Retrieved from http://collectivebargainingfacts.com/ DiComo, A. (2011, November 22). Key points of collective bargaining agreement. Retrieved from http://mlb.mlb.com/news/article.jsp?ymd=20111122&content_id=26026776 Federal Bureau of Investigation. (2009, June 03). Two former executive board members of bus drivers’ union arrested for extortion and unlawful labor payments Jacobs, J. B. (2006). Mobsters, unions, and feds: the mafia and the American labor movement. (p National labor Relations Board. (2012, February 10). National labor relations board issues complaint against boeing company Smith, E. (2012, February 25). Lawyers: Order boosts union’s probation case. Boston Herald. Retrieved from http://bostonherald.com/news/regional/view/20220225lawyers_ Tenuto, J. (2011, November 16). What does decertifying the NBA players association mean for basketball? Retrieved from http://legallyeasy.rocketlawyer.com/what-decertifying-the-nba-players-association-means-for-basketball-93928. United States Supreme Court. (1969, June 6). NLRB v. gissel packing co., inc. - 395 u.s. 575 (1969) Wicomico County Maryland. (2011, December 15). Fraternal order of police, county executive reach collective bargaining agreement