Running Head: UNION ORGANIZING PROCESS PAPER 1

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 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.

Union Organizing Process Paper

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Introduction

This paper is about union organizing process. A labor union is an association of labors

united to ensure their general welfare and enhance their working conditions. In this paper,

discussion have been made about the process of union organization, union to be used to help,

responsibilities of the workers, union’s role to help labor, management legal reaction to

organizing unions, and helping the overseas workers to form workers unions. In addition to that

global nature of the business and its influence the organization and bargaining process have also

been discussed below.

Union Organizing Process

The procedure of shaping a union starts when union coordinators request authorization

cards inside of a focused on gathering of workers adequate to the National Labor Relations

Board (NLRB). Approval cards, when marked, permit the union to speak to the underwriter in

managing the business on issues concerning wages, advantages, hours, and working conditions.

Union agents and workers who support the union will attempt to persuade representatives to sign

approval cards.

While the National Labor Relations Act (NLRA) secures the privileges of workers to

compose, shape, join and help work associations, it additionally ensures the privileges of bosses

to express perspectives, contentions or assessments concerning unions, if such expression

contains no risk of retaliation or drive or guarantee of advantage. In this manner, businesses

mindful of union sorting out that wish to keep the unionization ought to quickly instruct

representatives concerning the reasons why a union is not to their greatest advantage and ought
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to convey this data in consistence with the complex standards encompassing boss discourse amid

a union representation crusade.

Forming a labor union involves engaging with the workers in order to identify their

concerns; the second stage involves forming an internal organizing committee made up of

workers. The committee will deliberate on the workers concerns and address them to the labor

organizing institution representative. The third stage involves educating the workers about the

state and federal laws concerning labor union formation followed by signing of confidential

authorization cards by workers to indicate their support of the union formation. Authorization

cards are filled with NLRB after which a secret ballot election is conducted by National Labor

Relation Board. The bargaining committee negotiate with the management and issues of

concerns agreed upon after which the employees covered by the agreement automatically

members of the union, (In Milkman, & In Voss, 2004).

Union to Be Used To Help

The American Federation of Labor and Congress of Industrial Organizations (AFL–CIO)

will be chosen to help in organizing the union because it is one of the strongest and the most

organized labor unions in the United States. It therefore has the experience and the expertise to

aid in forming an active workers union.

Responsibilities of the Workers

Workers are responsible for clearly airing their concerns during the union formation

stages; they also select coworkers to be in the organizing committee and later in the bargaining

committee. They are responsible for electing the union officials or representatives, nominating
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people for office, protesting conduct of election if unsatisfied with the process and after union

formation they are to abide with the regulations of the unions and pay the necessary taxes.

Union’s Role to Help Labor

Labor unions help workers in several ways including ensuring that the employers meet

their part of the bargain by designing workplace requirements and standards that eliminate

workers discrimination such as poor pay or any form of mistreatments. They also design

appropriate models and approaches for solving employees’ problem besides advocating for

workers human rights, their health and safety concerns. Unions have a generous effect on the pay

and work lives of both unionized and non-unionized labors. A few conclusion of union’s role in

labor life are as follow;

1. Unions increase salaries of unionized laborers by approximately 20% and raise

remuneration, including both wages and advantages, by around 28%.

2. Unions decrease wage disparity on the grounds that they raise compensation more for

low-and center pay laborers than for higher-wage specialists, more for hands on than for

cushy specialists, and more for specialists who don't have an advanced education.

3. Strong unions place a pay standard that nonunion managers take after. For instance, a

secondary school graduate whose working environment is not unionized but rather whose

industry is 25% unionized is paid 5% more than comparable specialists in less unionized

commercial ventures.

4. The effect of unions on aggregate nonunion wages is just about as huge as the effect on

aggregate union wages.

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5. The most clearing point of interest for unionized laborers is in incidental advantages.

Unionized specialists are more probable than their nonunionized partners to get paid

leave, are give or take 18% to 28% more prone to have manager given medical coverage,

and are 23% to 54% more inclined to be in business gave benefits plans.

6. Unionized employees get a greater number of liberal medical advantages than

nonunionized laborers. They likewise pay 18% lower social insurance deductibles and a

littler offer of the expenses for family scope. In retirement, unionized specialists are 24%

more inclined to be secured by medical coverage paid for by their manager.

7. Unionized laborers get better annuity arranges. Not just are they more inclined to have an

ensured profiting in retirement, their managers contributing 28% more toward benefits.

8. Unionized laborers get 26% more excursion time and 14% more aggregate paid leave

(travels and occasions) (Walters, 2003).

Unions assume a vital part both in securing administered work assurances and rights, for

example, wellbeing and wellbeing, extra time, and family/therapeutic leave and in implementing

those rights at work. Since unionized laborers are more educated, they will probably profit by

social protection projects, for example, unemployment protection and labor’s remuneration.

Unions are along these lines a delegate organization that gives a fundamental supplement to

administered advantages and insurances (Walters, 2003).

Management Legal Reaction to Organizing Unions

Most firms’ managements do not favor formation of labor unions but legally they are

bound to respect workers union and bargain in good faith. The labor laws prohibit management
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from firing, disciplining, demoting, or penalizing workers for engaging in union activities,

(Walters, 2003).

Once the union is guaranteed, the business is legitimately needed to deal in accordance

with some basic honesty with the union. The business must go to the bartering table with a

receptive outlook and a true craving to examine the issues. Both sides must attempt to achieve a

settlement through arrangements, and when agreement is come to, they must sign a composed

contract, called as a collective bargaining agreement (CBA).

Helping the Overseas Workers to form Workers Unions

In order to help overseas workers to form unions, the new local union will form an

international solidarity committee to educate its members of benefits of international solidarity

and to form alliance with overseas workers, (Schiavone, 2008). The union will proceed to

facilitate international contract through free trade grassroots networks and use International

Union conferences to advocate for the rights of overseas workers. The next step involves

engaging in industry wide networks, engaging in international coordinated bargaining and finally

rank and file workers to make them militant and member-controlled, (Schiavone, 2008).

Global Nature of the Business and Its Influence the Organization and Bargaining Process

The global nature of this firm does influence its organization and bargaining process.

This is true owing to the fact that it operates in different continents or countries with different set

of labor laws and regulations. Its global nature calls for international solidarity in order to

achieve good bargain for both the local and the overseas workers; once a business has gone

global it adopts international industrial relations in order to achieve effective organization and
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bargaining process, (Schiavone, 2008). This results into intra country employee consultation

system and harmonization of the different labor law in order to solve industrial conflicts.
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References

In Milkman, R., & In Voss, K. (2004). Rebuilding labor: Organizing and organizers in the new

union movement. Ithaca, N.Y: Cornell University Press.

Schiavone, M. (2008). Unions in crisis?: The future of organized labor in America. Westport,

CT: Praeger.

Walters. M. (2003). How unions help all workers. Retrieved on 27 September 2015 from

http://www.epi.org/publication/briefingpapers_bp143/