Abstract This essay discusses collectivebargaining at the European level. The paper answers three questions posed by the customer: What are the main challenges to collectivebargaining at the European level, what are the main legal challenges at the European level and finally, is collectivebargaining at the European level possible today and in the future and if not, why not.
From the Paper "European nations have made a lot of progress in recent year in moving toward a more unified Europe. The countries have already converted to a single currency, the euro. Now as they state to think about increasing globalization even further, many trade unions from the differing countries would have and interest in coming together and collective bargaining jointly. However, there several hurdles in the way of this goal."
Abstract This paper examines whether or not it is professional and ethical for nurses to engage in collectivebargaining. In particular, the paper focuses on the appropriateness of nurses going -- or threatening to go -- on strike. The paper asks whether striking is an abandonment of the patient. The paper also reviews the purpose behind collectivebargaining -- what it is intended to achieve and how it functions, particularly in unions for health care professionals.
Examination of the collectivebargaining process in state and local government according to John Piskulich in his book "CollectiveBargaining in State and Local Governments".
Abstract This paper is a review of John Piskulich's book "CollectiveBargaining in State and Local Governments". The paper covers Piskulich's discussion of policymakers, the role of unions, the various dimensions of the bargaining process, the history of the policy making process and the obstacles policy makers face.
From the Paper "In his book John Piskulich attempts to uncover why and how to manage collective bargaining. "Collective Bargaining in State and Local Governments" discusses how the collective bargaining process in the public sector has grown from a state of infancy to maturity. He makes note that policymakers are currently in a state of flux, constantly changing and modifying current regulations to keep up with the dynamic environments in which they work. John Piskulich emphasizes in his work that public-sector unions act as a significant force in operating government agencies."
Abstract This paper examines how collectivebargaining is the process by which a group of people gets together and bargains together for a common goal that concerns all the people involved. In particular, it looks at how the concept has been gaining in popularity over recent years and how professionals are beginning to truly understand the role of unions and the role they play in the making of decisions in a company.
Outline
The Process of CollectiveBargaining CollectiveBargaining in the Private Sector
CollectiveBargaining in the Public Sector
Why is CollectiveBargaining Limited?
History of the CollectiveBargaining Process
Norris Laguardia Act
NLR Act
Fair Labor Standards Act
Taft-Hartley
Labor Management Reporting and Disclosure Act
Certification and De-Certification
How Does a Labor Management Contract Affect the Budget of an Organization
Conclusion
From the Paper "Collective bargaining in Germany takes place at the regional level, but can also in some cases take place at the company or even at the national levels. The trade unions may sign up 'collective contracts' either with employer's associations or with individual employers, and these contracts are legally binding for everyone who has been involved in the negotiations -in part due to the principle of 'equal treatment' wherein all workers of the company are bound under any contract signed by the company after negotiations with employees and unions. The industry level collective bargaining efforts in Germany covered the construction business and the consumer non-durable business, and also the transport and communication industries, to quote a few. "
Abstract The paper discusses labor relations and the relative merits or weaknesses of certain collectivebargaining agreements. The paper explains that when an employer and a union representative engage in a bilateral decision making process, it is termed labor contract negotiations, or more recently a collectivebargaining situation. The paper relates that the effect of the collectivebargaining agreements on major league sports in the United States has been very significant to all labor relations. The paper offers a recent example of the uses of collectivebargaining as was seen in the application of a contract for the players of the National Football League. The paper concludes that ultimately, the advent of the collectivebargaining agreement within sports has been beneficial since it decreases the number of strikes and lockouts and keeps the players, owners and fans happy.
From the Paper "For many years, players of team sports were not considered to be workers who labored in a way that would be covered by the National Labor Relations Act (NLRA). In fact, in 1922, the Supreme Court stated that baseball clubs were accepted from anti-trust regulations and this effectively thwarted any attempts by baseball players to unionize for even the most basic protections. What one must remember is that these sports teams, while generally only focusing on the players, have other employees and so sport protection came with the allowance of the baseball players to engage in collective bargaining in 1969."
Abstract This paper examines how employees? unions have traditionally sought fairer wages and working hours and more humane working conditions through the formal process called collectivebargaining between a union and the employer. It discusses how under federal labor laws, most private sector workers have the right to collectivebargaining but not to those who work for state governments and institutions. Policemen and firefighters are exceptions. It looks at how in recent years, however, public-sector employees have slowly gained the right to collectivebargaining by forming coalitions and only after quasi-collectivebargaining "meet-and-confer" efforts with public employers for many years.
From the Paper "In recent years, however, public-sector employees slowly gained the right to collective bargaining by forming coalitions and only after quasi-collective bargaining "meet-and-confer" efforts with public employers for many years (Malfaro). Teachers? unions have tried engaging in non-binding negotiations with school board through the process called consultation, sometimes fruitfully, sometimes not. But even when fruitful, the grant of their demands is not a matter of legal right on their part but only a favor on the part of the officials. These teachers? unions, nevertheless, resort to consultation and "meet-and-confer" arrangements in coming to terms with their employers on wages, teaching hours and working conditions. All in all, these efforts by the public sectors? unions have managed to secure fair bargaining laws in recent years. Besides collective bargaining rights, workers? unions have also sought equal rights for part-timers, family and paternity leaves, limits on working hours and a national minimum wage (BBC News 2000). "
An examination of the advantages and disadvantages of collectivebargaining and a discussion of the role of the human resources professional in professional sports.
Abstract This paper discusses the importance of human resources within in organization. It discusses the role of collectivebargaining as a means to resolve conflict and negotiate some satisfaction for each side. The paper specifically discusses the role of collectivebargaining within professional sports organizations and looks at the advantages and disadvantages of collectivebargaining for sports.
Table of Contents:
Introduction
CollectiveBargaining: Significance, Advantages & Disadvantages
Contracts and Owner Control
Unions
Strikes and Their Causes
Employer-Employee Relations
Conclusions
From the Paper "The strikes that occur in professional sports can almost invariably be traced back to underlying labor policies placed on players, specifically those restraint systems that are designed to restrict players' mobility among teams. In addition to a draft, human resources policies are designed to improve the overall competitiveness of the industry as a whole (McCormick, 1989). Of course, by competitiveness, I am not referring to the usual types of economic competition, but rather inter-team competition. The draft, for example, works in inverse order based on the success of the teams the previous years. The purpose is to allow weaker teams to theoretically pick up stronger players and enhance the excitement of upcoming games. The intent is to increase the strength and popularity of all teams, not merely those that are the most successful."
Abstract This paper describes how the Wagner Act, officially known as the National Labor Relations Act of 1935, established a permanent National Labor Relations Board (NLRB) with the authority it needed to protect the right of most American workers, with the notable exception of agricultural and domestic laborers, to organize unions of their own choosing and to encourage collectivebargaining. It looks at how this act represents the most important single piece of labor legislation enacted in the United States in the 20th century. It provides a comprehensive overview of the controlling legislation, preparation for and rules guiding collectivebargaining, and the administrative issues of collectivebargaining after negotiations take place. A summary of the research is provided in the conclusion.
From the Paper "The modern rules for collective bargaining developed from controlling legislation that emerged during the early part of the 20th century, including the Wagner Act (officially known as the National Labor Relations Act, 1935) (the "Act"). This legislation was enacted to in an effort to eliminate employers' interference with the autonomous organization of workers into unions. To this end, the Act established the federal government as the regulator and ultimate arbiter of labor relations in the United States. The Wagner Act also established a permanent National Labor Relations Board (NLRB) with the authority to protect the right of most workers (with the notable exception of agricultural and domestic laborers) to organize unions of their own choosing and to encourage collective bargaining."
Abstract The paper looks at labor relations in America. These have undergone many changes, with the development of unions giving the workers a voice and a degree of power, so as to use their solidarity as a bargaining tool. The paper also examines how the union movement evolved and the history behind it, including the various acts that have been passed by the legislators, with emphasis on the Railway Labor Act. The paper concludes that numerous changes have been made in the collectivebargaining laws and in various agreements between labor and management, though the basic idea of collectivebargaining and of protecting the process has remained strong.
From the Paper "In the nineteenth century, there was a kindred spirit between artisans and all types of skilled, semiskilled, and unskilled labor, which developed into a bond of common interest that would in time lead to the development of the American labor movement and to massive changes on the American labor scene. The stabilization of labor unions would also result in the expansion of collective bargaining and wage and salary demands. Labor organizations in the United States were founded long before factories were developed. Between 1790 and 1799, shoemakers, printers, carpenters, and other craftsmen organized "societies" in eastern cities, and as needed they conducted strikes for higher wages and closed shops. The earliest authenticated strike in the U.S. was in Philadelphia in 1786 when the printers union gained a minimum wage of $6 a week. The labor philosophies of these organizations were highly influential in the development of subsequent groups, notably the Mechanics' Union of Trade Associations in 1827. As industry expanded at a time of soaring prices following the discovery of gold in California in the 1850s, trade unionism was revived. Officers from 25 unions gathered in Columbus, Ohio in 1886 to organize all trades and to form the American Federation of Labor (AFL). The organization adopted the policy of collective bargaining to deal with employers on wage matters. By the turn of the century, though, there was a greater need for union organization. Hundreds of items were then manufactured under strenuous circumstances in homes and shops nicknamed "sweatshops," which were overcrowded, inadequately lighted, unventilated, and lacking in proper sanitary facilities. Men, women, and children worked under these conditions for low wages. The AFL worked incessantly for legislative relief to eliminate these working conditions, to abolish child labor, and to introduce workmen's compensation and the Fair Labor Standards Act. Massachusetts passed the first minimum wage law in 1912, followed by eight other states in 1913 (Zollitsch and Langsner 30-32)."
Abstract This paper is written on collectivebargaining contracts. Collectivebargaining lies at the very foundation of today's industrial relations. It is the relationship between employers and employees via which contracts of employment are negotiated, under the aegis of a labor organization such as a trade union. The union tries to highlight the collective demands of the workers under its auspices, and the employer tries to negotiate a suitable contract that does not contravene existing labor laws.
Abstract In this article, the writer explains that collectivebargaining is a process by which wages, hours, rules and working conditions are negotiated and agreed upon by a labor union with an employer for all the employees collectively, which it represents. The writer discusses the matter of labor relations and collectivebargaining. 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 Any comparison of Canada and the United States often reveals many similarities and differences that cut across social, economic, political and cultural lines. One area that would provide an interesting topic of analysis is the relationship that exists between labor and management, especially as it relates to collectivebargaining. This paper will compare and contrast collectivebargaining in Canada and the United States with the intention of identifying similarities and differences.
Abstract This paper looks at the history of labor relations in the field of baseball from John Montgomery Ward's first attempt to form a players' union in 1885 to the 32-day lockout during spring training in 1990. The author points out that the 2002 collectivebargaining agreement was successfully negotiated with significant compromises on both sides and without a work stoppage. The paper concludes that this agreement ensures the continued fiscal health of America's favorite pastime.
Table of Contents
Labor History
1994-1995
2002 CollectiveBargaining Agreement
From the Paper "In addition to higher ticket sales, an estimated 40 percent of this revenue came from the sale of broadcasting rights. Each team received around $18.6 million from national broadcasting revenue. Local broadcasting rights generated additional earnings, although this figure differed widely between cities. The New York Yankees, for instance, received $52 million in local broadcasting revenue while other franchises got less than one-tenth of that figure (Verducci 2002). In any case, a strike and the subsequent loss of broadcasting revenue would represent a significant income loss for both the owners."
Abstract Discusses the history of collectivebargaining from the early 20th century on. Examines key features that characterize collectivebargaining and the difficulties involved in organizing faculty at institutions of higher learning.
From the Paper "Union organizing gained momentum during the early part of the twentieth century and, according to some analysts, was instrumental in helping reduce child labor, establish minimum wage legislation and implement the standard 40-hour work week ..."
Abstract This paper analyzes the collectivebargaining process. It provides a definition of the concept and its various dimensions and how they are viewed by management and labor respectively. The author discusses
the current collectivebargaining agreement reached between owners of the National Hockey League and its player's union is used to illustrate some of these dimensions.
From the Paper "The collective bargaining process is defined by Holley Jennings and Wolters as an activity whereby union and management officials attempt to resolve conflicts of interests by exchanging commitments in a manner intended to ..."
