Collective Bargaining

Collective Bargaining Collective bargaining is method that some employers use to negotiate with employees. Collective bargaining does not exist in every organization. However, each organization that contributes to collective bargaining must ensure they are complying with different laws. This essay will explain the right to work laws with an analysis of the provisions of the Taft-Hartley Act, an explanation of the National Labor Board, and evaluate Human Resources, products, and services in collective bargaining. The Taft Hartley Act is another shield that protects a union in the organization. The Labor –Management Relations Act (Taft Hartley Act) of 1947, places the federal government in a watchdog position to ensure that union-management relations are fair by both parties (Byars & Rue, 2004). With the Taft Hartley Act, management and unions can share a balance of power. The major provisions of the act include the addition of the so-called free speech clause and prohibition of secondary boycotts. This clause allows management to speak freely about unions without retaliation. The National Labor Relations Board (NLRB) is a five-member created by the National Labor Relations Act and appointed by the president of the United States with the advice and consent of the Senate and with the authority to administer the Wagner Act (Byars & Rue, 2004). The importance of the NLRB is to prevent unfair labor practices. This board has the power to safeguard employees’ rights. The right to work law allows every American to work in an organization without belonging to a union. Only 22 states are in accordance with the right to work laws. The right to work laws focuses on individual freedom and does not bind an employee to the union. The negative aspect of this law is that Unions argue that employees not belonging to the union receive a free ride (Byars & Rue, 2004). Many companies and union members are facing controversy over the right to work laws. Human resources play a

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