You Are A Worker In A Fast-Growing Large Non-Union Manufactu ✓ Solved

You Are A Worker In A Fast Growing Large Non Union Manufac

You are a worker in a fast growing, large, non-union manufacturing organization. You notice persistent systematic labor violations in the plant. The company has multiple locations in the United States and plants in China and France. People are complaining about the working conditions and wages. A group of your fellow workers are talking about the need to fight back. There seems to be a willingness to organize. You have decided to seek the help of a Union. Write the following information in proposal format. Remember to follow APA style as outlined in the Ashford Writing Center and to cite at least three scholarly sources in addition to the course text. Describe the union organizing process. Identify the union you would choose to help you organize and explain why. Describe the responsibilities of the workers. Describe what the unions can do to help labor. Explain what management can legally say and do when they learn an organization movement is in progress. Explain what can be done to help the workers overseas organize. Explain why the global nature of the business does or does not influence the organization and bargaining process.

Note: Be sure to check that your Turnitin Similarity Index does not exceed 10% (excluding reference page). The Paper Must be 1250 to 1500 words, double-spaced (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center (Links to an external site.). Must include a separate title page with the following: Title of paper, Student’s name, Course name and number, Instructor’s name, Date submitted. Must use at least three scholarly sources in addition to the course text. Must document all sources in APA style as outlined in the Ashford Writing Center.

Paper For Above Instructions

Proposal for Union Organization in a Non-Union Manufacturing Organization

Introduction

The need for labor organization in the manufacturing sector has become increasingly important in the context of persistent systematic labor violations and adverse working conditions. As a worker in a fast-growing, large non-union manufacturing organization, I recognize the necessity for collective action to address these issues. This proposal aims to outline the union organizing process, identify a suitable union for our efforts, describe the responsibilities of workers and the potential role of unions, explain management’s legal options when faced with an organizing movement, and explore the challenges of organizing workers across global locations.

Union Organizing Process

The union organizing process typically unfolds in several stages. Initially, it begins with educating workers about their rights under the National Labor Relations Act (NLRA), which provides the foundation for unionization in the United States. This education encompasses understanding collective bargaining, the rights to organize, and protection against employer retaliation (Befort, 2019).

The next step involves building a strong organizing committee comprised of committed workers who can lead and encourage their peers. This committee is vital for maintaining communication among workers and ensuring that they are informed about the union's goals and benefits (Morris, 2018).

Once workers express a sufficient interest in unionization, a formal campaign will be launched, which includes gathering authorization cards signed by at least 30% of the workforce. This is a critical threshold that will enable the union to file for a representation election with the National Labor Relations Board (NLRB) (Stuart, 2020).

If the NLRB recognizes the submitted cards as sufficient, an election will take place, where the workers will have the opportunity to vote for union representation. If a majority votes in favor, the union will be certified, and collective bargaining can commence.

Choosing the Right Union

Considering our organization's context, I propose we seek the assistance of the United Auto Workers (UAW). This union is known for its extensive experience in representing workers in manufacturing industries and has a successful history of advocating for better working conditions and wages. UAW's established infrastructure and resources would provide valuable support in navigating the complexities of the organizing process, as well as in negotiating with management post-organization (Befort, 2019).

Responsibilities of the Workers

Once the decision to organize is made, workers have several responsibilities. Firstly, they must actively participate in the organizing efforts by attending meetings, engaging in discussions, and recruiting fellow workers to support the cause. Maintaining confidentiality about the organizing efforts until a formal announcement is crucial to protect against potential retaliation from management.

Additionally, workers must be prepared to stand united during the organizing campaign, which may involve participating in strikes or informational picketing when necessary. Commitment to solidarity during negotiations is key to ensuring that their demands are represented effectively (Morris, 2018).

Role of the Unions

Unions play a vital role in advocating for labor rights and improving working conditions. They provide a platform for collective bargaining, which allows workers to negotiate wages, benefits, and workplace safety standards as a unified entity. Furthermore, unions often extend their resources for legal support, training, and guidance during the negotiation process (Stuart, 2020).

In the event of disputes, unions can also represent workers in grievance procedures and help address any violations of labor laws or contracts. Additionally, unions engage in political advocacy to influence labor-friendly legislation and policies, thereby fostering long-term improvements in the labor market.

Management's Legal Options

When management becomes aware of an organizing movement, their legal options are somewhat limited under the NLRA. They are prohibited from retaliating against workers for union activities, which includes spying on union meetings or intimidating union supporters (Befort, 2019). However, management has the right to share their perspective on unionization and can engage in lawful communication to express their views on union representation.

Management can present information about the potential downsides of unionization, such as increased costs or the possibility of strikes. They must ensure that their communications do not cross the line into coercive tactics, as this would violate labor laws and could result in penalties or legal action against the organization.

Supporting Overseas Workers

Addressing labor organization overseas, particularly in plants located in countries like China and France, requires a nuanced approach. Establishing communication channels with overseas workers and providing them with resources and information about their rights is essential. This can be facilitated through partnerships with international labor organizations that specialize in advocating for workers' rights globally.

In addition, leveraging social media and technology can empower overseas workers by raising awareness about their plight, encouraging solidarity, and enabling coordinated efforts for organizing movements (Morris, 2018). Finally, training local leaders in these countries on effective organizing techniques can help surge collective action for improved working conditions.

Global Implications on Organization and Bargaining

The global nature of our business greatly influences the organization and bargaining process. International manufacturing creates a complex interplay of labor standards and practices across different countries. Companies often exploit the differences in labor regulations, making it crucial for workers to build international coalitions and solidarity for effective organizing (Stuart, 2020).

This globalization necessitates a more strategic approach to bargaining that considers competitive pressures and economic implications on a multinational scale. Workers in various locations must align their objectives while respecting local conditions and challenges they face, thereby enhancing the bargaining power of the labor force as a whole (Befort, 2019).

Conclusion

In conclusion, the organizing process in a large non-union manufacturing organization requires a well-structured approach that empowers workers to address labor violations effectively. By seeking the assistance of established unions like the UAW, workers can harness collective bargaining to improve their working conditions and wages. It is imperative to consider the global landscape of our organization while striving to unify efforts across different locations. Achieving successful labor organization demands commitment and collaboration among workers, unions, and international allies.

References

• Befort, S. F. (2019). Labor Law and the Future of Labor Relations. West Academic Publishing.
• Morris, J. (2018). Organizing for Power: A New Approach to Labor Union Organizing. New York: Labor Studies Press.
• Stuart, R. (2020). Collective Bargaining and Labor Relations. Prentice Hall.
• Bronfenbrenner, K. (2018). The role of labor unions in the modern workforce. Labor Studies Journal, 43(2), 135-154.
• Harrison, M. (2017). International labor rights and organizing. Journal of International Relations, 41(1), 75-92.
• Smith, J. (2021). Global labor movements: Challenges and opportunities. Entry in Encyclopedia of Labor Studies. Sage Publications.
• Turner, D. (2021). The impact of globalization on labor rights. The Global Labor Journal, 12(3), 245-265.
• International Labor Organization. (2020). World Employment and Social Outlook: Trends 2020. ILO Publications.
• Hecker, D. E., & O'Leary, C. L. (2017). Labor unions and the future of work: Trends and perspectives. Labor History Review, 68(1), 67-89.
• Glick, K. (2019). Organizing the global workforce: Strategies from the labor movement. International Journal of Labor Studies, 44(4), 321-340.