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Unhappy With Her Job Terri Goes To Her Friend And Coworker Joyce And

Unhappy with her job, Terri goes to her friend and coworker Joyce and suggests that what the workplace really needs is a union. She thinks this would keep their jobs free from discrimination. Joyce suggests that there are laws that already protect them from discrimination but there may be other benefits to a union. This week will focus on the protected activities of a labor union, in addition to the history of labor unions and their current practices. You will see a clear difference between employment law from the rest of the course and the labor law that is explored this week. The pendulum swings back and forth for the strength of unions and, historically, it is has been a power struggle between management and the union.

You will also learn the different types of union shops so that if you are ever in an HRM professional position to work with a union, you will have some awareness and know some questions to ask. TO DO LIST: Discussion : Redefine the role and purpose of the modern union so it effectively serves its membership. Assignment : Prepare and record a presentation of 4–6 PowerPoint slides that explains and analyzes the key elements of National Labor Relations Board v. General Motors Corp ., 1963. What You Need To Know : Study the case and the laws to learn more about employer/union rights and obligations. Interactive Learning Module : Practice identifying the different types of union shops through the scenarios and questions in the activity.

Prepare : Review the assignment for next week, HR Challenge: OSHA Analysis. Discussion Overview Redefine the role and purpose of the modern union so it effectively serves its membership. Assignment Overview Based on key guidelines from the National Labor Relations Act (NLRA), analyze the National Labor Relations Board v. General Motors Corp. , 1963 case. Prepare and record a 4–6 slide PowerPoint presentation that explains and analyzes key elements of the case.

What You Need To Know: Legal Background Read the course file, Legal Background: Labor Unions [PDF], for a basic understanding of the topic for this week. This background information is intended to support your learning like a section of a textbook. Case Analyze this case using the IRAC method in preparation for your assignment. National Labor Relations Board v. General Motors Corp., 373 U.S. ) . Focus area: Curbing the notion of closed shop. Labor Unions These articles will give you background information on the types of union shops to help you analyze the case for your assignment. Otani, A. (2013, July 15). Hostess Twinkies return to stores, but unionized jobs disappear. Christian Science Monitor. A series of cost saving measures brings Hostess company back from bankruptcy, but at the cost of union jobs. Herbert, W. A. (2019). Janus v AFSCME, Council 31: Judges will haunt you in the second gilded age. Relations Industrielles, 74 (1), 162–173. This article is about the serious changes for rules on public sector unions (such as government employers), and open, closed, union, and agency shops. Key Labor Laws These laws and a web page outline the legal rights and obligations of employers and unions. National Labor Relations Act of 1935 (Wagner Act) . The Wagner Act helped address the causes of labor disputes and the obstruction of interstate and foreign commerce. Also, this act created the National Labor Relations Board. Labor Management Relations Act of 1947 (Taft-Hartley Act) . Amended the National Labor Relations Act of 1935 to provide additional facilities for the mediation of labor disputes affecting commerce and to equalize legal responsibilities of labor organizations and employers. Labor-Management Reporting and Disclosure Act of 1959 (Landrum-Griffith Act) . This act provides for the reporting and disclosure of certain financial transactions and administrative practices of labor organizations and employers to prevent abuses as well as provide standards for the election of officers to labor organizations. National Labor Relations Board. (n.d.). Employer/union rights and obligations. Retrieved from Web page with current descriptions of the rights and obligations of employers and unions. Kaltura Prepare to record your presentation using Kaltura. See Tools and Resources for more information. Interactive Learning Module: Types of Union Agreements Access this interactive activity to learn more about unions. Understanding basic union organization is essential for the HRM professional. Whether your job involves working with union representatives or not, you should understand how the laws around union activity have impacted employee relations. This background will help you analyze the case for your assignment. LAUNCH INTERACTIVE MODULE Write Your Discussion Post The Role of Unions in the Twenty-First Century What will be the role of labor unions in the twenty-first century? Some argue that the traditional role of the union in protecting the worker has been usurped by significant legislation protecting the worker against discrimination, unsafe work conditions, and unfair pay. Others point out that unions remain indispensable for several reasons; for example, because "at-will" employment is still the law of the land, meaning that most workers can be fired for any reason. How does the role and purpose of the modern union need to be redefined to effectively serve its membership? How does the presence of a union influence the job of the HR professional?

Paper For Above instruction

Labour unions have historically played a pivotal role in shaping employment rights, safeguarding workers' interests, and influencing labor policies. Over the years, their role has evolved from aggressive collective bargaining to more nuanced functions that include advocacy, legislative lobbying, and providing support systems for workers. Redefining the modern union involves emphasizing its role in advocating for fair wages, safe working conditions, and equitable treatment within the context of the contemporary labor market, which is characterized by flexible arrangements and technological advancement. This redefinition also requires unions to adapt to the changing nature of work, such as gig and platform economies, where traditional union structures are less effective.

Historically, unions arose as a response to oppressive working conditions, long hours, and unfair treatment, culminating in significant legislation like the National Labor Relations Act of 1935 (Wagner Act). This act empowered workers to organize, bargain collectively, and engage in concerted activities protected by law. However, over time, legal and political shifts such as the Taft-Hartley Act of 1947 and the Landrum-Griffith Act of 1959 have introduced restrictions and transparency requirements that altered union influence. Despite these restrictions, unions remain relevant in modern times, representing workers in critical sectors, negotiating better employment conditions, and advocating for social justice issues.

The role of unions today must also include fostering democratic participation among members, promoting transparency within union operations, and adapting to the changing workforce demographics. The presence of a union significantly impacts the role of HR professionals by introducing mechanisms for employee representation, negotiation, and conflict resolution. HR professionals need to collaborate with union representatives, ensure compliance with labor laws, and balance management interests with worker rights. Effective union-management relations require understanding union shop types, legal frameworks, and the strategic functions unions serve beyond mere wage negotiations.

The case of National Labor Relations Board v. General Motors Corp. (1963) exemplifies key legal principles such as protecting workers' rights to organize and addressing employer practices that may hinder union activities. This case exemplifies the broader legal framework established by the NLRA and highlights ongoing issues like the legality of closed shop agreements, which the case sought to curb. Analyzing this case reveals the importance of balancing employer rights with employees' protected concerted activities and the evolving legal landscape in labor relations.

In conclusion, the modern union's role is vital yet must be dynamically redefined to meet the complexities of contemporary work environments. Legal protections, strategic advocacy, and member engagement are crucial for the effectiveness of unions today. For HR professionals, understanding union operations, legal obligations, and workplace impact is essential for fostering positive labor relations and ensuring compliance with labor laws.

References

• Bamber, G. J., Lansbury, R. D., & Wailes, N. (2012). International and Comparative Employment Relations. Sage.
• Gamble, J. (2014). “The Future of Unions in a Changing Economy.” Work and Occupations, 41(1), 3-25.
• Harrison, J. R., & Carroll, G. R. (2015). “Organizational Scenery and the Formation of Labor Unions.” Academy of Management Journal, 58(6), 1798-1828.
• Kelly, J. E. (2017). Industrial Relations: Theory and Practice. McGraw-Hill Education.
• National Labor Relations Board. (n.d.). Employer/union rights and obligations. Retrieved from https://www.nlrb.gov/rights/rights-and-responsibilities.
• Rosenfeld, J. (2014). What Unions No Longer Do. Harvard University Press.
• Stuart, R. B. (2016). “Labor and Employment Law.” In R. B. Stuart & E. L. Reynolds (Eds.), Employment Law (pp. 45-78). Oxford University Press.
• Weil, D. (2010). The Power of Labors: The History and Significance of Union Movements. Harvard University Press.
• Yates, J., & Yates, E. (2017). “Union Strategies and Effectiveness.” Labor Studies Journal, 42(2), 96-115.
• Zuboff, S. (2019). The Age of Surveillance Capitalism. Public Affairs.