Abstract The paper looks at the advantages and implications of excluding managerial employees from collective agreements under Canadian Labor Law. It examines the way different Labor Boards treat and rule on who should be excluded in each case.
From the Paper "Whenever a trade union in Canada applies for certification to the Labour Board, it undergoes a series of procedures before the Board acknowledges to the union that the latter, in fact, exists under the law. One of the steps that the union and a related employer(s) undertake is called the definition of the bargaining unit. This procedure involves submitting to the Labour Board a list of names of all employees in a proposed unit along with their positions and job descriptions. The purpose of this move is to pin-point those categories of employees that may and will be excluded from the proposed unit if found in the initial submission."
Abstract This paper describes the relationship between worker motivation, or an individual's degree of willingness to assert and maintain an effort towards organizational goals, and employer-employee relations. It examines the relationship between these relationships within laborunions on group norms, conformity and group motivation, within the aspect of human resource management. In examining this relationship, the review of the literature includes a close analyses of five case studies.
Paper Outline:
Abstract
Executive Summary
Introduction
Background of LaborUnions in the US
The Costs and Benefits Analysis of Unions Human Resource Management in Organizations
Work Group Management
Performance Related Pay and Organizational Performance
Employee Motivation
Review of the Literature
Five Stage Model of Group Development: Methodology Study Motivation Theory
Content Theories
Process Theory: Cognitive Theories
Goal-setting Theory
Expectancy Theory
Non-cognitive Theories: Behavior Modification
Broad Application of Theories to LaborUnions Work Groups
Methodology
Statistical Analysis/Studies Case Study #1
Case Study #2
Case Study #3
Case Study #4
Case Study #5
Analysis of the Research
Bibliography
From the Paper "In a United States case study conducted by Sandra Black and Lisa Lynch, the relationship between workplace innovations and establishment productivity and wages was examined. Using both cross-sectional and longitudinal data, the researchers found evidence that high performance workplace practices were associated with both higher productivity and higher wages. The research revealed a positive and significant relationship between the proportion of non-managers using computers and productivity of establishments. The results were indicative that organizations that re-engineer their workplace and incorporate more high performance practices experience higher productivity. Profit sharing associated with increased productivity and employee voice has a large positive effect on productivity when it is done in the context of unionized establishments."
Abstract This paper discusses unfair labor practices and strategies to mitigate these practices. It reviews federal and state labor laws and the various categories of laws that they include. The paper also discussed laborunions and their use in combating unfair labor practices. Finally, the paper presents a case study of The Panera Bread Company and shows how it has embraced the active conformance to federal and state regulation regarding employment law and protection.
Table of Contents:
Overview
Labor Laws
Pay and Schedule
Safety and Health
Workers' Compensation Programs
Unions Unions and Unionization Unions and Labor Relations
Employee Relations
Unions as Relevant
Case Study Conclusion
From the Paper "The restaurant industry is composed of two major segments: the full-service segment and the fast food segment. However, over the past decade a novel concept has quickly been developing into a new segment of its own: the quick-casual segment. The quick-casual is essentially a combination of the quick order and fast service of the fast-food segment combined with the quality food products found in the traditional full-service segment and the Panera Bread Company operates in this new segment. The quick-casual segment is a segment that produces over $6b a year in revenue and is growing in double digit percentages year on year ("Panera" Annual). As a new, major entrant in the quick-casual segment, the Panera Bread Company has found a niche market product in its "artisan" bread products and has grown its menu to include, in addition to its fresh bread, such items as: salads, soups, gourmet roast coffees, and other specialty type food and drink items ("Panera" SWOT)."
Abstract This article studies laws and regulations which have been created over the years regarding labor in the U.S. The first of such laws gave the laborunions the right to organize themselves among workers and stopped court injunctions during labor disputes with management.
The writer looks at the various labor acts and their implications. The author portrays that the concept of labor itself has changed over the years and the article relates to changes in importance of labor and unions.
From the Paper "All steps taken by employers or employees are for the sole purpose of getting their demand or demands fulfilled. There are many federal government and state government laws in this matter. There are also regulations and previous decisions of the administrative agencies. Thus the relationship of employers and employees are governed by many laws, yet Wagner Act is probably the first act for labor that has given administrative support for the labor, unionization and collective bargaining. The National Labor Relations Board was created through this act. This is a board with five members appointed by the President and the Senate with a term of five years for the board. The offices of the board are spread in thirty regional offices, all of whom have to report to the head office in Washington. (The NLRB: The Wagner Act of 1935) This is certainly a step forward for the labor."
Abstract This paper discusses human resource management (HRM) as an internal tool to help businesses streamline labor issues and increase the flexibility of the labor force of a company. The author also analyzes trade unions and explains how they can have both positive and negative effects on businesses. The paper then compares unions to HRM to study which is better for the employee or employer.
From the Paper "Though HRM is clearly much more than a greater developed communication standard between management and unions, this aspect of HRM is clearly incompatible with unionization and the traditional standard of advocating for employee concerns against business demands. The unions have been in a position to research, independently, and with the assistance of businesses trade and market issues that helped them develop greater knowledge of the ability of a market to absorb greater pay and or social services for employees, without the intrusion of business on the findings. Now, the persuasive power of business representatives can have a greater influence on the outcomes of union demands and gains."
Abstract This paper discusses two Hollywood films on laborunions, corruption and labor-capital conflict. It explores how each film depicts union activity. The films are Elia Kazan's 1954 "On the Waterfront" and Paul Schrader's 1997 "Blue Collar. The paper examines the different style and approach to union politics of each film.
From the Paper Hollywood has often used its capacity as a producer of popular entertainment to address political and ideological concerns..."
Abstract This paper discusses the power of laborunions and their tactics.
The paper first explains that labor relations are a natural outgrowth of laborunions that depict the relationships between the unions and management. The paper then discusses how it is in both laborunions' and managements' interests to cooperate and work alongside each other.
From the Paper "A labor union is a representative group that can bargain with management on such diverse issues as wages, working conditions, relations, and even health care coverage. They can also recommend to the union members certain actions be taken by the membership in order to influence the outcome of such bargaining. Unions are also known for the influence they wield in regards to politics and implementing or changing laws that affect their membership(s)."
Abstract This proposal is the precursor for a ful,l evaluative report on the retail giant, Wal-Mart, as a case study that focuses on the existing Labor Review Board cases, which deal with the retailer's attempts to thwart organizing labor efforts in Canada and associated outcomes of the cases. It explains that the detailed evaluations of existing turbulence within the ranks of Wal-Mart continue to present an excellent opportunity to identify and assess existing Canadian labor statutes and the statutes ability to meet the objectives of organizations such as Wal-Mart.
From the Paper "In addition, there is a natural migration into the subject and evaluation of blatant shortcomings of certification, unfair labor practices and remedy provisions in Canadian labor legislation. The Wal-Mart situation covers a full spectrum of legal concerns such as the acquisition and termination of collective representation of employees, unfair labor practices and the associated regulations, collective bargaining schemes, the scope of individual's rights for collective bargaining and basic constitutional rights in a labor context. The foundation for this report has it roots in recent efforts of America's largest retailer Wal-Mart being put in a position of fending off multiple attempts to organize their employees by organized labor movements in both the United States and Canada. For example, in June of 2004, a combined effort of multiple organized labor factions planned and implemented a multi-million dollar campaign to organize Wal-Mart's existing and potential employees."
Abstract This paper explains that the downfall of the Soviet Union was, in part, due to the labor policies such as the promise of work, the compulsory labor policies and the promise of equal pay to many people regardless of their work. The author points out these labor policies created an apathetic attitude about productivity and success that led to an inability to stir the nation into growth, which was the cause of the ultimate downfall of the Soviet Union. The paper contends that, as the nation rebuilds, it is important that it allows a policy of free market competitiveness.
From the Paper "The Red Army of Workers simulated what Americans know as "Unions". The difference was that the Red Army of Workers was actually controlled by the government and given freedoms that the government felt were allowable. This again wiped out any hope for motivation or drive and those who belonged simply went through the paces. The government allowed the workers to be given the right to participate in the government structure and to practice religion but later years removed such rights. The laboring masses were then nothing but workhorses who went each day, performed their duties, and did not have anything to wish for or hope for."
Abstract This research paper examines significant roles played by the laborunions in the United States and how laborunions have played a significant role in improving the employees' working conditions, issues of minimum wage, safety, and working environment. This paper also discusses reforms and working structure alterations to improve efficiency.
From the Paper "Labor unions have played significant role in improving the working conditions of employees. Employees' rights of minimum wage, pension funds, health insurances, better working conditions, and safety can be protected through an organized system of labor unions. A declining rate of union membership has been observed during the last few decades. Globalization, outsourcing jobs, economical changes, decreasing number of industrial jobs, new technological advancements, and inactive roles of labor unions themselves are few strong factors responsible for declining rate of union membership. Despite struggling in fast changing economical and political conditions, labor unions have also adopted new strategic ways to re-organize their efforts and operations. Without introducing new reforms and structural changes within labor unions, a successful future of unions is doubtful. Different labor unions are also thinking to merge with each other to make their operations more successful and efficient."
Tags:laborunions, trade unions, working conditions, globalization industrialization jobs workforce
This paper contains an historical overview of the U.S. labor movement between 1790 and the 1820s and discusses the birth pangs of the early efforts which gave way to greater and more secure victories for workers.
Abstract This paper examines the vital role of laborunions in the U.S. which existed long before the signing of the Declaration of Independence. The writer of this paper gives a detailed historic overview of the U.S. labor movement during which time significant innovations and advancements were made to provide the foundation for today's thriving network of unions. The paper also discusses the last decade of the 18th century that saw the institution of unions in its infancy in which new bands of workers united to protect each other and their interests despite being met with much opposition by their employers.
From the Paper "The 1820s saw several potential routes to progress on the labor front. A rush of utopian fervor and a desire to avoid some of the industrial hells of Europe prompted the establishment of the Lowell Experiment in 1820, providing a safe, hygienic, clean environment for female textile mill workers in Lowell, Massachusetts. The mill also paid extremely high wages and such benefits as library privileges and sitting rooms. A utopian community was also formed by Robert Owen in Illinois and Indiana in 1825; however, this organization failed after three years.
The women's labor movement was also felt in 1824."
Abstract This paper examines unions and the law and looks at the history of the union movement and labor legislation. It looks at early law concepts governing employment relationships, union unrest and activity in the 1930s and the role of the Federal courts in labor-management relations. It also examines later laws that protected worker rights and the influence of unions on politics.
From the Paper "Until the early 1930s most employee-employer relationships were governed by the common law and the doctrine of employment at will in which either party could terminate the employment relationship at anytime and for any reason provided that ...."
Tags:unions, labor movement, legislation, business law
Abstract In this article, the writer explains that collective bargaining is a process by which wages, hours, rules and working conditions are negotiated and agreed upon by a laborunion with an employer for all the employees collectively, which it represents. The writer discusses the matter of labor relations and collective bargaining. The writer notes that starting out as benevolent associations, which were ineffective in negotiating their work conditions with employers, labor organizations were empowered only after the passage of the Wagner Act in 1935. The writer concludes that, today, human relations officers and other experts know that unions are basic in certain industries and they must do their part in the negotiation table. Additionally, the writer concludes that company negotiating teams realize the value of developing a sincere, open and trusting relationship with the union representative, of keeping its word or commitment, of listening to the other side's concerns with sincerity and showing respect towards union representatives and employees in their dealings.
From the Paper "During unstable times in the 1800s, there was a clamor for the benevolent function of labor organizations as services and as a mechanism to keep the unions strong and stable. Benevolent associations evolved into effective bargaining agents, which mostly formed around a craft, like cigar making and carpentry. These associations generally administered or organized their own funds. Their services were important in gathering membership in labor organizations, which later became unions. Before the Wagner Act of 1935, organized labor was not too successful in bargaining for higher wages and fewer hours of work, as employers then had the upper hand in dealing with unions. Employers were not obliged to recognize unions or to bargain with them. Labor organizations of the 19th and 20th centuries confront membership problems precisely because of their lack of effectiveness as bargaining agents. Workers did not see it worthwhile to become members and pay union dues. Some even feared losing their jobs when jobs were scarce. It was the mutual-type of benefits, which kept members in a union. The death and pension benefits it offered strongly enticed membership despite its ineffectiveness in negotiating higher wages and fewer hours. Many of these associations became unions, which began to discuss wages, hours and the workplace within their structure."
Abstract This paper discusses the history of the practice of child labor, particularly in the United States. It describes how union organization and child labor reform were often intertwined and how the unions changed the accepted practices of child labor. The paper then looks at child labor in the current day in the United States. It discusses examples of child labor and the American government's response.
Table of Contents:
History
Unions Current Day
From the Paper "Red Robin International paid $66,150 dollars in fines for letting fourteen and fifteen year olds work later than federal labor laws allowed. The fines were issued after a two-year review by the Sacramento, Calif., office of the Wage and Hour Division of the U.S. Department of Labor. The violations involved 98 minors in 26 of Red Robin's 68 locations across the country (Finding Articles, 2007). These minors allegedly worked past the 7 pm federal limit and past the 9 pm limit that is in place for the Memorial Day to Labor Day period. Red Robin has updated all of its managers on work-time limits and other regulations in place for young workers, said spokesman Neil Culbertson. The company also is verifying the actual ages of employees when hired and is testing new safeguards in computer systems on the West Coast to ensure the younger employees are working the correct amount of hours (Finding Articles, 2007)."
Abstract This paper provides an overview of laborunions, a number of reasons for a decline in their membership, and a discussion of right-to-work laws and their effect on the unionization process. An analysis of the similarities between conflict theorists and functional theorists in the discussion of laborunions is followed by a summary of the research in the conclusion.
From the Paper "A labor union, according to Black's Law Dictionary (1990), is "a combination or association of workers organized for purposes of securing favorable wages, improved labor conditions, better hours of labor, etc., and righting grievances against employers (875). Labor unions generally represent trades, crafts, and other skilled workers such as plumbers and truck drivers (Black's 1990). Unions were originally formed in response to the increasingly severe hardships that were imposed on working people through the process of industrialization (Galenson 1994). The shifts from an agrarian to industrial society resulted in many people being uprooted from their traditional homes and work."
