Amazon’s Unionization: Asianna Johnson Employee And Labor Re ✓ Solved

Amazon’s Unionization Asianna Johnson Employee and Labor Rel

Amazon is a prime example of an organization that is not unionized. Since its formation in 1994, the company has squashed efforts to unionize its employees. Through its training videos, the company uploaded on YouTube asserts that those unions are a direct threat to employers' ample and well-organized work practices since they often incite employees to run away from duties. Furthermore, Amazon, for all of its indisputable achievement under the current founder and CEO Jeff Bezos, has gotten a status of having a very rough and hard place of work. Among the firm's professional staff, it is extensively viewed as unyielding, hypercompetitive, and demanding. However, it is a place that punishes them for other people even though it has an excellent organizational culture. The lack of unions to represent the rights of workers in Amazon is a threat to employee welfare.

For 25 years, Amazon has prevented its employees from entering into unions. For those years, there have been countless protests from employees and the National Labor Rights Body to enforce unions in the organization. For instance, in 2019, there was a strike of Amazon warehouse employees in Minneapolis. Their demands were calling for Amazon to end inhumane working conditions. They encapsulated under the company's lack of job security, Amazon's instigation of unfair write-ups, and high workloads. These problems would be solved with unions' existence since unions usually take drastic steps to ensure employees' welfare is taken care of. For instance, they ensure that employees are not overloaded with duties. They also ensure that the workplace is safe from hazards and risks (Gracely, 2012). They also ensure that employees are not fired for organizing strikes since it is their right to protest inhumane working conditions.

Non-unionized Amazon pays its workers poorly, and the wages do not reflect the vigorous working conditions workers are forced to work in. In four United States states, the company's workers are usually noted as being reliant on food stamps. In a 2017 trade filing, Amazon recounted that its employees' median salary was about $28,446, or coarsely $13.68 an hour for all round-the-clock employees (Bernstein & Hof, 2000). However, those are meager wages when compared to what the chief executive officer earns per hour. Under unions, such low pays would warrant a case in the courts that would prompt the company to raise the minimum basic pay for its employees. Overall, unions' benefits protect workers from employee mistreatment and so allow an employee to have better welfare in the workplace.

The newly founded union's mission will be to ensure that Amazon employees, both round-the-clock and part-time employees, are duly reimbursed for services rendered. The objective statement is to improve working conditions at Amazon Company for employees. The union's purpose will be to ensure that all-round employees are paid more than $13.68 an hour, roughly $20.00 an hour, because they work for longer hours with meager wages. The union's purpose will be to ensure that Amazon employees' workload is lessened. Preferably the working hours should be 8 hours and workload be paid for (Bernstein & Hof, 2000). It will also lobby for the improvement of the employees' job security. Currently, Amazon has many employees hired on a contractual basis, and thus, they can be fired at will for the slightest mistake. Such an environment introduces a scenario where employees are open to exploitation. The union's other purpose will be to seek better terms of employment through a collective bargaining agreement or the famous CBA.

A collective bargaining agreement is a document that assists employees in having better terms of employment. It requires the employer to sign and pledge that such terms are agreeable from their standpoint and employees' standpoint. The first process is discussing Amazon employees’ concerns with co-workers. In this phase, employees are evaluating and building support for action. This planning stage includes recognizing core issues and educating Amazon employees on unionization rights. As noted on multiple union websites, this step also encompasses developing an understanding of proper union policies and principles (Catero, 2018). This step aims to accumulate an organizing committee that is informed and fairly represents the workplace.

The second step involves developing a list of demands—also referred to as an issue program and soliciting employee support for the union. In Amazon's case, this union will provide social media training and support—a situation described by “union proofing” communications firm Projections in their Union Proofing. To proceed with a union election, at least 30% of Amazon employees must sign union agreement cards, although some unions prefer to see a majority show of support (Gracely, 2012). Once this threshold is met, the organizing committee can submit a petition to the NLRB for the election. The majority percentage is also significant in that an employer may voluntarily recognize a union based on "evidence," typically signed authorization cards that a majority of employees choose union representation.

Step 1: Build an Organizing Committee. Leaders are identified, and an organizing committee representing all major departments and all shifts and reflecting the racial, ethnic, and gender diversity in the workforce is established. Organizing committee training begins immediately. Committee members must be prepared to work hard to educate themselves and their co-workers about the union and warn and educate co-workers about the impending management anti-union campaign. The organizing committee must be educated about workers' right to organize and understand UE policies and principles of democracy and rank-and-file control.

Step 2: Get together with Amazon employees who may share a common interest in organizing the union. This step is critical in enabling support for the union and determines the union's strength moving forward. Adopting an Issue Program: The committee develops a program for the demands of the union demands (the improvements the union will organize to achieve) and a union election campaign strategy. A plan for highlighting the issues program in the workplace is carried out through various organizing campaign activities.

Step 3: Sign-Up Majority on Union Cards. Amazon employers are asked to join the union and support the union’s program by signing membership cards. The goal is to sign-up a sizable majority. This "card campaign" should proceed quickly once begun and is necessary to hold a union election. Step 4: Win the Union Election. The signed cards are used (and required) to petition the state or federal labor board to hold an election. It will take the labor board at least several weeks to determine who is eligible to vote and schedule the election. The union campaign must continue and intensify during the wait. If the union wins, the employer must recognize and bargain with the union (Bernstein & Hof, 2000).

Winning a union election not only requires a strong, diverse organizing committee and a solid issues program, but there must also be a plan to fight the employer’s anti-union campaign. Step 5: Negotiate a Contract. The organizing campaign does not let up after an election victory. The campaign's real goal, a union contract (the document the union and the employer negotiate and sign, covering everything from wages to how disputes will be handled), is still to be achieved. Workers must be mobilized to support the union's contract demands (decided by you and your co-workers) and pressure the employer to meet them.

The union’s activities will commence after a lengthened after the financial year 2019/2020 ends. This will enable us to see how the company treats its workers in the workplace. The newly formed union may suffer from objections arising from its management. Some of these objections may arise from its conduct regarding the administration of the collective bargaining agreement. The collective bargaining agreement is usually a focal point in the disagreement of unions and employers. Its terms are usually stringent and so the management might have fears using it to bargain the position and welfare of employees.

The union will, however, counter management’s position regarding the CBA since it’s a valid document contained in the coffers of the law. Amazon as a company that thwarts efforts of employees is likely to decline some terms such as pay-rise in the CBA; however, when a CBA is signed it must be adhered to. Thus, using it as a leveraging position is critical in enabling a conducive environment for Amazon workers (Fort, Adda & Cohen, 2011). As a union charging extra and exorbitant fees goes against what the union stands for. The fees that the union will charge is only a membership fee renewable yearly.

Paper For Above Instructions

The topic of unionization at Amazon has gained significant attention recently as employees have sought to improve working conditions. Understanding why unionization is necessary for Amazon employees and the process for organizing a union is crucial. This paper explores the landscape of Amazon’s treatment of its workers, the potential benefits of unionization, and a strategic plan for establishing a union within the organization.

Amazon's approach to labor relations has often been characterized by anti-union sentiments. The company's efforts to maintain a non-union workplace stem from a belief that unions could harm operational efficiency and disrupt their business model (Sainato, 2019). This perspective neglects the deteriorating working conditions reported by many employees, including excessive workloads, job insecurity, and inadequate wages (Gracely, 2012). Notably, the average hourly wage of about $13.68 is sharply contrasted with growing profits at the top executive level, raising questions about fair compensation and equity (Bernstein & Hof, 2000).

Unionization could provide many benefits for Amazon's workforce. First and foremost, it would enhance employee welfare by advocating for better pay and improved working conditions. Data suggests that wage growth and job security often increase after workers organize (Catero, 2018). Moreover, unions can provide a formal mechanism for addressing grievances, ensuring that employees have a voice concerning workplace policies and practices. The establishment of a union could lead to reduced turnover rates, improved job satisfaction, and increased productivity, all crucial factors for Amazon’s operational success.

The mission of the proposed union will focus on representing Amazon employees, ensuring fair compensation and safe working conditions. The objective statement should aim to secure wages that reflect the hard work and dedication of employees, along with guaranteed working hours. The union's purpose will involve lobbying for a gradual increase in hourly wages to $20, along with comprehensive benefits that include job security and healthcare options.

Organizational planning is vital for any successful union initiative. The process begins with forming an organizing committee that represents diverse voices from all departments at Amazon. This committee will be responsible for educating employees about their rights and the benefits of unionization. Additionally, creating an issue program that clearly outlines the demands of employees will unify support and define the union's goals.

An essential aspect of successfully organizing any union is the collection of signatures on authorization cards. This is pivotal in demonstrating the desire for union representation. Following that, filing a petition with the National Labor Relations Board (NLRB) will be a critical step in initiating a formal election process. The organizing committee must remain proactive in countering any anti-union campaigns from management, emphasizing the legal rights of employees to organize.

During the campaign, it will be essential to mobilize employees, fostering unity and commitment to the union’s objectives. After a successful election and recognition of the union, the focus will shift to negotiating a solid collective bargaining agreement. This agreement will define terms of employment, working conditions, and a framework for addressing disputes, ensuring long-term benefits for employees.

Moreover, the union will have to navigate potential resistance from management. Anticipating objections related to the collective bargaining agreement and employee dues is essential. The union's response will hinge on the legality and validity of the CBA, ensuring management adheres to its terms. Engaging in transparent communication with employees about dues will alleviate concerns and foster trust in union leadership.

In conclusion, the path toward unionization at Amazon is fraught with challenges but is necessary for improving employee welfare. Through a strategic approach, a well-informed organizing committee, and clear communication with employees, achieving a union-supported workplace at Amazon is within reach. The potential benefits far outweigh the obstacles, as a union can advocate for fair employment practices and secure a brighter future for Amazon workers.

References

• Bernstein, A., & Hof, R. (2000). A Union for Amazon?. Business Week, (3710), 86-86.
• Catero, E. (2018). Organizing and collective bargaining in the digitized “tertiary factories.” Palgrave Macmillan.
• Fort, K., Adda, G., & Cohen, K. B. (2011). Amazon Mechanical Turk: Gold mine or coal mine?. Computational Linguistics Journal.
• Gracely, N. (2012). Surviving in the Amazon. New Labor Forum.
• Sainato, M. (2019). We are not robots: Amazon warehouse employees push to unionize. The Guardian.
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