Human Resource Management In The Usa

1198 words - 5 pages

In any organisation to join a traditional labour union, workers must either be given voluntary recognition from their employer or have a majority of workers in a bargaining unit vote for union representation. The employees of Geogizmo should first organise them so that they could select a voluntary leader who could gather support from all employees within that company in forming a union. Then this leader should get at least thirty per-cent of employee signatures out of all the workers at the company. In the case of Geogizmo this would mean getting at least 15 or more signatures for the approval of starting the process of unionisation. If at least 15 employees of Geogizmo sign this ...view middle of the document...

Almost all employers are eligible for union organization there is no minimum size or type of industry required for a union to represent employees. However, there are strategies employers can use to minimize the likelihood that a union would be accepted by employees. Employees join unions because of their dissatisfaction with how management treats employees and a belief that the union can make conditions in the workplace better. While pay and benefits are often hot topics in union organizing tactics, employees are most influenced to join a union when the company is perceived to be unfair, unresponsive or offering substandard working conditions to employees. Geogizmo fulfils all the above conditions so much so that employees even have flexible working hours as opposed to larger companies where they have fixed working hours and employees would suffer a pay deduction if they arrive late or leave early from the workplace. As the textbook tell us that employees who are affiliated with unions have a higher salary than those are not, telling them that they have to pay union dues would not have effect on the Geogizmo employees. What will have the most effect is the fact that they would be dealt collectively by the management after unionisation this means of course they could not work on flexible hours anymore, nor will they paid according to the skills they have and that individual problems would not be discussed anymore.
According to the Wagner Act of 1935; employers must allow freedom of association and organisation and cannot interfere with, restrain, or coerce employees who form a union. Secondly employers may not discriminate against employees who form or are part of a union and lastly an employer must bargain collectively with representation of a union. The Wagner Act of 1935 is also called the National Labour Relations Act which is overseen by the National Labour Relations Board (NLRB). The first article of the act briefly describes what an employer such as Geogizmo can and cannot do while being unionised. Geogizmo cannot threaten its employees with discharge or punishment, termination, loss of benefits or decrease in salary. Nor can Geogizmo threaten to shut down its own business, indirectly stop employees from joining a union or spy on union meetings.
If the majority of the employees have voted for unionisation, then the process of collective bargaining begins. This is the process in which negotiations between union representatives and the employers take place and both sides must reach an agreement in the form of a contract for a specified period of time and upon...

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