Union Bargaining: How It Works
Union Bargaining
As part of the bargaining process a union representative and the employer negotiated a contract for workers with their employers. It must include the right of the workers, it regulates management rights and power with the employee, wages, benefits, as well as seniority. Union labors are prohibited from unfair labor practices by coercing or threatening employees if they don’t join the union (Cascio, 2010). The goal for union representation is to meet employees economic and personal needs, ensure fair treatment and improve working conditions. These tactics’ are monitored by the NRLB to ensure fair treatment. In a union bargain, a negotiation is made between the two parties to resolve a conflict
The parties come to a mutual agreement that can be a win-win, also considered integrative
Bargaining but not all situations end up with both parties winning. In some situations there can a
Win-lose or considered a distributive bargaining. It is possible for both sides to achieve solution without having strikes, lock outs or include third parties for mediation. If bargaining demands are not met on the union side and they do not agree with management, many times union will decide to strike. Pulling employees from the organization duties and putting the organization in a bind and can hurt production and service in order for both parties to come to an agreement that is considered fair to the workers governed by the union representation.
References:
Cascio, W. (2010). Managing human resources: Productivity,, Quality of Work Life, Profit (8thed.). New York: McGraw-Hill.
It’s done: Teamsters contract ratified by DHL Express employees. (2008, May 7). The Third Party
As part of the bargaining process a union representative and the employer negotiated a contract for workers with their employers. It must include the right of the workers, it regulates management rights and power with the employee, wages, benefits, as well as seniority. Union labors are prohibited from unfair labor practices by coercing or threatening employees if they don’t join the union (Cascio, 2010). The goal for union representation is to meet employees economic and personal needs, ensure fair treatment and improve working conditions. These tactics’ are monitored by the NRLB to ensure fair treatment. In a union bargain, a negotiation is made between the two parties to resolve a conflict
The parties come to a mutual agreement that can be a win-win, also considered integrative
Bargaining but not all situations end up with both parties winning. In some situations there can a
Win-lose or considered a distributive bargaining. It is possible for both sides to achieve solution without having strikes, lock outs or include third parties for mediation. If bargaining demands are not met on the union side and they do not agree with management, many times union will decide to strike. Pulling employees from the organization duties and putting the organization in a bind and can hurt production and service in order for both parties to come to an agreement that is considered fair to the workers governed by the union representation.
References:
Cascio, W. (2010). Managing human resources: Productivity,, Quality of Work Life, Profit (8thed.). New York: McGraw-Hill.
It’s done: Teamsters contract ratified by DHL Express employees. (2008, May 7). The Third Party
References: Cascio, W. (2010). Managing human resources: Productivity,, Quality of Work Life, Profit (8thed.). New York: McGraw-Hill. It’s done: Teamsters contract ratified by DHL Express employees. (2008, May 7). The Third Party Logistics,