Collective Bargaining
Collective Bargaining Collective bargaining is always mutual acceptance by labor and management of a collective bargaining agreement or contract. This paper will discuss the effect of right to work laws on union membership, the role of the National Labor Relations Board, the major provisions of the Taft-Hartley Act, the role Human Resources plays in collective bargaining initiatives, and discuss some of the key characteristics of collective bargaining industries.
Union Membership Any agreement between an employer and the union is banned in states that have a right-to-work law. The right-to-work law can generate a membership of union dues which is put in place either before or after hiring. Right-to-work laws believe that workers are entitled to join a union as well as refrain from joining a union. The states that are non-right-to-work are labeled forced-union states. Many forced union employers believe that it is wrong for unions to force them to accept the conditions given in their union agreements. In a unionized company every employee is required to either join the union or forfeit the union dues as a condition of employment. The right-to-work law creates a free-rider problem. Free riders are people who avoid paying for things because these things are ‘non-excludable’ — they are available to everyone, whether or not they have paid (Cradden, 2009). There are several benefits from a collective bargain without the payment of union dues to the non-union members. The free-riders or non-union members essentially get the same benefits as the union members for free. This makes it difficult for the unions to organize which in turn makes the union less appealing to the people who were interested in joining. Another adverse effect of a free-rider is that the union becomes weakened and it may not be able to create what it had promised.
National Labor Relations Board
The National Labor
Union Membership Any agreement between an employer and the union is banned in states that have a right-to-work law. The right-to-work law can generate a membership of union dues which is put in place either before or after hiring. Right-to-work laws believe that workers are entitled to join a union as well as refrain from joining a union. The states that are non-right-to-work are labeled forced-union states. Many forced union employers believe that it is wrong for unions to force them to accept the conditions given in their union agreements. In a unionized company every employee is required to either join the union or forfeit the union dues as a condition of employment. The right-to-work law creates a free-rider problem. Free riders are people who avoid paying for things because these things are ‘non-excludable’ — they are available to everyone, whether or not they have paid (Cradden, 2009). There are several benefits from a collective bargain without the payment of union dues to the non-union members. The free-riders or non-union members essentially get the same benefits as the union members for free. This makes it difficult for the unions to organize which in turn makes the union less appealing to the people who were interested in joining. Another adverse effect of a free-rider is that the union becomes weakened and it may not be able to create what it had promised.
National Labor Relations Board
The National Labor
References: Clark, P. F., Delaney, J. T. & Frost, A. C. (2003). Collective Bargaining in the Private Sector Cradden, C. (2009). The Free Rider Problem. Retrieved on August 16, 2009 from: http://www.world-psi.org/Template.cfm?Section Gupta, C.B. (2007), Human resource Management. New Delhi: Sultan Chand & Sons. Mamoria, C.B. & Gankar, S.V. (2002), Personnel Management. Himalaya Publishing House Kurian, V. (2005). `Collective bargaining key to protect labor interests '. Retrieved on August 15, 2009 from: http://www.thehindubusinessline.com/2005/07/13/stories/2005071302241700.htm Major Union Legislation, Retrieved on August 16, 2009 from: http://www.socialstudieshelp.com/Eco_Union_Legislation.htm National Labor Law Board, Retrieved on August 13, 2009 from: