1 Running Head: PROCESS OF UNIONIZATION 2 PROCESS OF UNIONIZATION Process of Unionization Cassandra Dunn Colorado Technical University 09/06/16 Introduction Unions are workers associations that negotiate for improved conditions, benefits and wages for the employees they symbolize. Unionized workers have a tendency to make advanced earnings and have better admittance to employer-supported reimbursement as compared to the non-unionized workers, including paying lesser proportions of their healthcare payments. Most significantly, the privilege to unionize is sheltered by rule (Deakin and Morris 2012). Establishing a union is an independent procedure that necessitates workers to cast their vote to unionize. If a popular of the colleagues has the same opinion, one can partner with an accessible union or generate an autonomous union. The purpose of this project is it to analyze the unionization process, collective bargaining as well as right to work laws. Process for Unionization The procedure of creating a union starts when union planners ask for authorization cards in an aimed grouping of workers adequate to the National Labor Relations Board. As soon as the cards are signed they permit the union to stand for the signer in working with the manager on problems relating to working conditions, benefits, wages and hours. Union council and workers who hold up the union will endeavor to persuade workers to sign the approval cards. The NLRA protects the privileges of workers to join, form, assist and organize labor associations alongside protecting the rights of managers to communicate observations, opinions or arguments regarding unions provided that such expression does not have reprisal threat or force or even promise of benefit. The next step is to have the union avoidance strategy that has conversed to every worker at the instance of sign up. Managers should as well be acquainted with the signs of union creation for instance unusual group of workers gathering prior to and after the job or the unearthing of union cards. Immediately a union acquires signed cards from no less than a third of the workers in the aimed at group, it can file an appeal for depiction with the NLRB or if a union acquires more than half of the workers to sign approval cards; it possibly will provide the manager with a command for acknowledgment of the union (Farrington, 2006). Amid the filing of the petition and the duration of voting, manager-council characteristically attempt and persuade workers to cast their vote against unionization. During the election date, if more than half of the voting staff cast their vote for union council, the union is defeated on the election and the crowd of appropriate supporters continues to be union-liberated. Collective Bargaining Collective bargaining is an essential right. It is a chief way through which managers and their associations and trade unions can institute better earnings and working environment. In addi ...

1. 1
Running Head: PROCESS OF UNIONIZATION
2
PROCESS OF UNIONIZATION
Process of Unionization
Cassandra Dunn
Colorado Technical University
09/06/16
Introduction
Unions are workers associations that negotiate for improved
conditions, benefits and wages for the employees they
symbolize. Unionized workers have a tendency to make
advanced earnings and have better admittance to employer-
supported reimbursement as compared to the non-unionized
workers, including paying lesser proportions of their healthcare
payments. Most significantly, the privilege to unionize is

2. sheltered by rule (Deakin and Morris 2012). Establishing a
union is an independent procedure that necessitates workers to
cast their vote to unionize. If a popular of the colleagues has the
same opinion, one can partner with an accessible union or
generate an autonomous union. The purpose of this project is it
to analyze the unionization process, collective bargaining as
well as right to work laws.
Process for Unionization
The procedure of creating a union starts when union planners
ask for authorization cards in an aimed grouping of workers
adequate to the National Labor Relations Board. As soon as the
cards are signed they permit the union to stand for the signer in
working with the manager on problems relating to working
conditions, benefits, wages and hours. Union council and
workers who hold up the union will endeavor to persuade
workers to sign the approval cards. The NLRA protects the
privileges of workers to join, form, assist and organize labor
associations alongside protecting the rights of managers to
communicate observations, opinions or arguments regarding
unions provided that such expression does not have reprisal
threat or force or even promise of benefit.
The next step is to have the union avoidance strategy that has
conversed to every worker at the instance of sign up. Managers
should as well be acquainted with the signs of union creation
for instance unusual group of workers gathering prior to and
after the job or the unearthing of union cards. Immediately a
union acquires signed cards from no less than a third of the
workers in the aimed at group, it can file an appeal for depiction
with the NLRB or if a union acquires more than half of the
workers to sign approval cards; it possibly will provide the
manager with a command for acknowledgment of the union
(Farrington, 2006). Amid the filing of the petition and the
duration of voting, manager-council characteristically attempt
and persuade workers to cast their vote against unionization.
During the election date, if more than half of the voting staff
cast their vote for union council, the union is defeated on the

3. election and the crowd of appropriate supporters continues to be
union-liberated.
Collective Bargaining
Collective bargaining is an essential right. It is a chief way
through which managers and their associations and trade unions
can institute better earnings and working environment. In
addition, it provides the foundation for resonance labor
dealings. Distinctive challenges on the bargaining plan include
equal treatment, training, wages, occupational health and safety,
and working time. The aim of these negotiations is to come to a
collective harmony that regulates conditions and terms of
employment (Venn, 2009). It may also address the
responsibilities and rights of the parties, therefore, ensuring
productive and harmonious workplaces and industries.
Improving the comprehensiveness of collective bargaining and
the collective union is the main way of reducing disparity and
expanding labor security.
Right to work laws
Right to work laws hinder unions from including definite sorts
of union protection sections in their contracts with corporations
that efficiently compel the organization to make their workers
either join the union or in any case give a share of their union
excise as a provision of service. These state laws enable
employees to join a union if they are willing but managers
cannot force employees or coerce them to be part of the union
as a condition or term of employment. The union has to put into
consideration that the law does not forbid workers from joining
a union nor does it forbid them from giving union levies
willingly. The law only shelters an individual’s liberty of
association by forbidding the recompense of union levies from
being mandatory terms of service. According to the law, no
individual ought to be enforced to decide amid paying cash to a
reason a person may go up against and make a fortune.
Conclusion
For success of every union to be realized appropriate strategies
should be put in place by to ensure the union meets all the

4. qualities and is legal. The union should as well embrace the
idea of collective bargaining in order to bring equality in their
organizations. The right to work law is an important aspect and
every union should consider working according to it instead of
putting up rules that favor their own interest rather than the
employees.
References
Deakin, S. F., & Morris, G. S. (2012). Labor law. Hart
publishing.
Farrington, C. (2006). Unionism and the peace process in
Northern Ireland. The British Journal of Politics and
International Relations, 8(2), 277-294.
Venn, D. (2009). Legislation, collective bargaining and
enforcement.