The Impact Of National Relations Labor Act ( Nlra ) And...

The Impact Of National Relations Labor Act ( Nlra ) And...
Labor Legislation in the 20th Century
Much of what we know about the improvements in the workforce came from 20th century
advancements with the workforce that we know today. Important developments came in the form of
methodology and data collection efforts. The 20th century was a remarkable period for the American
workers. Despite the initial stages of labor management, working conditions, wages and benefits
improved over the last century with the workforce increasing six fold over the period (Gould, 1986).
This research will focus on impacts of National Relations Labor Act (NLRA) and the Fair Labor
Standards Act (FLSA) enacted in the 20th century, including major circumstances that led to the
intent of the legislation. In ... Show more content on Helpwriting.net ...
The law was enacted on July 5, 1935 (Gould, 1986).
Fair Labor Standards Act (FLSA)
Considered to be a landmark, in 1938 President Franklin D. Roosevelt signed the Fair Labor
Standards Act. The nation was experiencing social and economic development of judicial opposition
and depression. This law set national minimum wages and maximum hours workers can be required
to work. Incorporated into this law are overtime pay and established standards to prevent child–
labor abuse. Consequently, in 1963 an amendment was made to this law, which prohibited wage
discrimination against women.
Implications Surrounding the Law
NLRA was considered to be the law that affected the relationship among the federal government and
private enterprise; this measure considerably increased the government's powers to arbitrate in labor
relations. Prior to this law, employers had the emancipation to chastise, spy on, question for no
reason and fire union members. Work stoppages commenced in the mid 1930's (Gould, 1986), which
included striking by factory and industrial occupational workers. By the time the strikes came to a
halt, America had a more conservative Congress. This Congress led to balance the power between
employers and unions. While the Wagner Act addressed only unfair labor practices by employers, it
was added to the enactment of
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The Regulations Of The Labor Relations Act
Along with the consequences that it would have on urban areas. Goldschmidt also felt that "the
regulations of the Labor Relations Act should be applied to the agricultural sector and that unions
should not only be allowed to develop, but should be encouraged". (Goldschmidt). Unfortunately,
the US government did not see the family farm as being an asset by the 1940's so the government
fired Goldschmidt and hide his work for many years. The government also enabled land reforms that
allowed corporate entities to take land away from family farms in order to create large industrial
farms. The fact that the government was unwilling to follow Goldschmidt's recommendations, has
caused, according to Goldschmidt the monopolization of the agricultural industry by agribusinesses.
The result of this has been to weaken small farmers which has led to a dependence on corporate
farms. The demographic the was hit the hardest by the decline of farming and land reforms were the
African American farmers. According to there were 746,717 black farmers in the United States in
1900, by 1910 that number had went up 19.6 percent, equaling 893, 377. Then after 1920 when the
number of African American farmers was at its peak of 925,710, there is a sudden drop in African
American farmers. This was because many African American farmers were pushed into abandoning
the farms their families were gifted by the United States during the Reconstruction. They
accomplished this by depriving the former

Topics in Labor Relations
Key Topics in Labor Relations 26 February 2012 Lynne Treykor Collective bargaining, as its name
implies, is achieved when two or more parties come together to make a decision about something.
Specifically, it is achieved when employers and a group of employees work together to decide
important terms and conditions regarding employment. These terms and conditions include
compensation as well as rights and responsibilities of employees, employers, and unions. They can
also include guidelines for resolving problems such as grievances and disputes (Budd, 2010, p. 13).
According to our text book, Labor Relations: Striking a Balance, increased focus on quality and
greater competitiveness caused changes in business that have ... Show more content on
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This law is also known as the Wagner Act, named for Senator Robert F. Wagner, the man who
championed it. In a nutshell this law protects employees' rights to form and participate in labor
unions. The book, Labor Relations: Striking a Balance identifies the central provisions of the Act.
These provisions include the establishment of the National Labor Relations Board (NLRB) which
answers representation questions and settles unfair labor practice claims. The act gives workers the
right to form unions and bargain collectively. It identifies five unfair labor practices and "establishes
exclusive representation for unions that have majority support and grants them rights of collective
bargaining over wages, hours of employment and other conditions of employment" (Budd, 2010, pp.
119–121). The law also made it illegal for companies to fire employees for forming or joining
unions and prohibited company managed unions. A news release on the NLRB website demonstrates
a real life example of a potential violation of the NLRA. The news release describes how well
known aircraft manufacturer, the Boeing Company has decided to establish a second non–union
production line for its 787 Dreamliner airplanes. This normally wouldn't be an issue but the
company's main production line is in a union facility. Boeing stated that the reason they decided to
use the non–union plant was because of previous strikes and the possibility of more strikes
occurring in the future.

National Labor Relations Board (NLRB)
The National Labor Relations Board (NLRB) is an independent federal agency provided with the
power to preserve the rights employees' have to organize and to remedy violations if so called for. In
addition, the agency was tasked with the prevention of unfair labor practices committed by private
sector employers and unions. The National Industrial Recovery Act initiated the NLRB, which
protected joint bargaining rights for unions. President Franklin D. Roosevelt later established the
National Labor Board that initiated 20 regional boards that handled the massive caseload, that later
proved ineffective. Congress, soon after, stepped in and passed a public resolution that empowered
the president to choose a labor board that had the authorization ... Show more content on
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The board consists of five members, who act as a quasi–judicial body that make decisions based
upon cases of unfair labor. The board is compromised of more than thirty regional offices that
conduct elections, investigate charges, and establish whether to dismiss, settle, or issue complaints.
The jurisdiction of the counsel's power is responsible for investigating and prosecuting claims that
suggest practices of unfair labor. The Counsel is also found to be independent of the Board but once
the Board has made a decision it becomes the General Counsel's duty to sustain the decisions of the
Board, even if the Counsel advocated towards the opposite position. The National Labor Relations
Board focuses on employees of the private sector and the postal service. Other than these two
jurisdictions the board has no authority over airline, agricultural, governmental, or railroad
employees. To be able to process charges, parties must first file against the employer or the union
with a regional office who will then examine the complaint. If the complaint proves valid it is then
taken before an Administrative Law Judge who will carry out a hearing. Both parties must prepare
their arguments and present their

Labor Relations Research Paper
MG420 DL Labor Relations
Research Assignment
(Arthur Crump)
(September 27, 2009)
Professor Stroud 1. Define and discuss the term "collective bargaining." Include and discuss
[showing relevance or applicability] a current web–based news item/magazine article about a real
life example of a collective bargaining action. Write a succinct and complete summary on the
contents of the article you 've provided along with your critical comments about that article. Support
your findings with referenced research. (5 points)
The Honolulu Advertiser recently published an article which cites on–going contract bargaining
negotiations between the University of Hawaii (UH) Professional Assembly (who represents the
faculty) and UH ... Show more content on Helpwriting.net ...
It is considered a win to labor because it allows them to have bargaining rights despite being in an
interstate industry which requires the employees to "work now and grieve later" concept:
(http://www.ipapilot.org/media/rla.asp#What%20is%20the%20Railway%20Labor%20Act). As far
as Employers and the Public, Congress implemented this act to protect the employer's, employees,
and the public's interest since rail was the main transportation of the day, and any disruptions due to
strikes would have had an adverse impact on interstate commerce as a whole. This law also covers
parcel drivers for UPS and FedEx, but an amendment to the law was introduced to amend the law as
it is now, to only limit individuals who hold an FAA–certified job. FedEx feels this would have a
negative impact on its operations in the event of a strike by removing the work now grieve later
concept from its other driver employees, and revert them back to the National Labor Relations Act.
(http://www.joc.com/node/409948).
3. List four issues that are potential components of a collective bargaining agreement. Pick any two
of the four issues you've listed and include and discuss [showing relevance or applicability] a
current web–based news item/magazine article about each of those [two] collective bargaining
issues in action. Write succinct and complete summaries on the article. Support your findings with
referenced research. (18 points) The four issues that

Walmart Corporation 's Labor And Employee Relations
Introduction As stated on the corporate website (2017), "Walmart is the largest retailer in the world,
where 2.3 million associates meet the needs of more than 260 million customers every week." These
numbers are huge, and with so many locations around the globe, they have had allegations been
made by employees regarding their dissatisfaction about poor work conditions, gender
discrimination, low wages, poor benefits, and inadequate health care. Walmart has been criticized
for its policies against labor unions and this issue has prompted public outrage, (Johansson, 2005)
which is of great concern for the market. The company has also faced criticism for being anti–union,
but it has claimed that it is rather pro–associate, whereby employees ... Show more content on
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Walmart however claims that their managers can handle complaints and grievance and that their
employees do not need to pay a union to advocate for them. Walmart management views labor
unions as negative (Ali, 2015), but if utilized correctly, it can actually have a positive effect on their
business. Strong labor relations can make a business more successful in the long run and can help
both employers and employees. Managers sometimes get the chills when they think of unions
organizing in their businesses and sometimes adopt an adverse approach to any existing labor group.
However, organizations can reap several benefits from the presence of a labor union if management
and the labor unions work together toward the same goals. When employees contribute into the
production process for a service, the quality increases as there is greater commitment on the part of
those making or delivering the end–product. Dealing with labor unions improves employee
satisfaction as they can rely on them as their voice to speak to the employers (Arthur, 2017). What
Are The Key Issues Regarding Employee And Labor Relations? Over the years, Walmart has been at
the center of controversies with regards, its low wages; overtime pay abuses, employee benefits,
gender discrimination, negative impact on small business, immense dealings with China, tax
avoidance and much more (Crofoot, 2012). Employees have been dissatisfied with these issues but
seem as if they can't voice it

Labor Relations
Labor Relations
Grand Canyon University: HLT–520
James Webb
September 23, 2015
The National Labor Relations Act (NLRA) started in July 1935 to protect the rights of employees,
rather, they be union or nor–union employees (Pozgar, 2012). The employees are protected under
the Act or may employ in bubble–like, rigorous goings–on in situations other than the customary
union organizations and cooperative bargaining. The National Labor Relations Board regulates the
employers from interfering with the rights of the employees to implement or organize and join with
a groups that offers assists with collective bargaining purposes like organization union or joining
one (Pozgar, 2012). The employer may not restrain, coerce or stop employees ... Show more content
on Helpwriting.net ...
Since employees are continually more progressive and aware of their legal rights and privileges, it is
critical for all employers to exercise caution when their employees occupy performance that could
be observed as strenuous activity. Patient's rights come into play during a strike and the patients care
is sure to suffer regardless of what is promise by the hospital administration. Failure to provide
adequate healthcare services to a patient would be a breach in the provisions and would affect the
rights of the patient's compensations and cause damage to their health (Allabaugh, 2013). Hospital
can hire outside agency to cover for the staff that is on strike like nurses. Factors that come into play
with hiring outside agency is that the hospital may end up paying more for the replacement and may
cause a series of events like low mortality among staff and patients (Allabaugh, 2013). Another
factor is with treatment intensity and lower quality of care for patients and hospital readmission
causing a decrease in hospital productivity (Allabaugh, 2013). In hiring from outside agency may
not be beneficial because it would like hiring a substitute teacher, they only do the minimum duties
because they are not fully trained.
Patients that need intensive care are more than likely to decline in health do to the substitute not
know how to care for the patient. Nurses

Essay on Union and Labor Relations,
The objective of this paper is to provide the history of Union and Labor Relations, outline the
advantages and disadvantages of working in a union environment, and to identify ways in which
management can successfully manage in a union environment. Today only one in eight Americans
belong to a union and even though Labor Relations has declined in the past 30 years, unions still
have a major influence in the lives of millions of Americans. America's 15.3 million union members
represent a cross section of people –– women and men of all ages, races and ethnic groups. They
work in hospitals and nursing homes, auto assembly plants and on construction sites, trains, buses
and airplanes. They are security guards, engineers, office workers, ... Show more content on
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Today, this is done without too much stress and strain on either side; usually this takes place in
meeting rooms in a very civilized manner with management, employees, and union negotiators.
Deals and concessions are made on both sides and once the final contract is agreed on, business
continues on. By paying dues and certifying affiliations, union employees gain the power in
numbers needed to ensure a better quality of life for themselves and their families. In most cases
relationships between management and employees continue on with mutual respect, and the
business continues to make a profit. It wasn't always this easy. In the beginning, the union was
initially considered a dangerous criminal act against businesses and instead of deals and concession
the negotiations consisted of murders and vandalism. In an early colonial America, as society
wrestled with massive economic and social changes, labor problems arose. Low wages, long hours,
as in dangerous work, and abusive supervisory practices led to high employee turnover. This
resulted in violent strikes and threats of social instability. John R. Commons founded and created the
first academic industrial relations program at the University of Wisconsin in 1920. He received
financial support from John D. Rockefeller Junior, who supported progressive labor–management
relationship in the aftermath of the

The Labor Relations Act Of The Senate
Introduction Today's economic climate has lost and shed more jobs than ever. Organizations need
unions to survive and a process to keep them. Under the present conditions, unions need to embrace
revolutionary change. They need to experiment with innovative models and build on existing ones
that have already proven their value that works for workers, business, and overall society. Today's
Economic Climate with organizations that unions no longer survive in In the fall of 1934 Senator
Wagner introduced the National Labor Relations Act in the senate. On July 5, 1935, President
Franklin Roosevelt signed the National Labor Relations Act. This act was put into place to help
unions survive, under the section 7, it gave employees the right to form and join unions and it
obligated employers to bargain collectively with unions in a selective manner. Although, the future
of organized labor in the economy today looks grim, the unions will have to do whatever it takes to
help keep contribute to a healthy economy. They will have to do use whatever form it takes to help
with the decline in private unions as well. In the past decades, unions have stood to fall by the
wayside, due to the contributing factor of the National Labor Relations Act (NLRA). They do not
adapt to external factors, such as competition and productivity in the global economy. These factors
are a problem for unionism by themselves. The current state of the NLRA has magnified their effect.

Chinese Labor relations
Chinese Labor Relations Labor relations in China have become more and more complex, labor
conflicts have occurred frequently, and thus labor disputes have been growing with a rate much
faster than that of the development of GDP in the past decade. They could become a potential
obstacle to the economic development if not appropriately managed. The paper studies the condition
of labor relations, and probes the profound reasons for it, and compares it across the world in order
to give a description for it. 1. CONDITION OF LABOR RELATIONS IN CHINA Since the mid of
1990s, accompanied with the deepening of economy reform of China, most social and economic
relationships have been undergoing formidable transformation and the social and ... Show more
content on Helpwriting.net ...
Therefore more studies were much needed. In conclusion, the weak status of workers and the related
labor conflicts will still exist for a long time in present and in the coming future and it is urgent to
regulate and coordinate the labor relations. However, the labor relations were not absolutely
contradictive and non–coordinated because the acute labor relations can bring losses and damage to
the interests of both employers and employees. Thus the coordination of labor relations should be a
long trend. 2 BACKGROUND FOR SHARPLY INCREASED LABOR CONFLICTS: ECONOMIC
TRANSFORMATION The labor relations have experienced radical changes in the process of
economic transformation in China in the past two decades. The economic transformation in China
meant the transformation of both the economic system and the economic structure. In the
transformation of economic system, the labor relations changed from the traditional planned–
economy system to market–oriented economy system, and from the simple style between state–
owned enterprises and employees to the complex style between enterprises of various ownerships
and employees with different status, from interest consistency and inter–cooperation to interest
conflict and the combination of inter cooperation and confliction. In the transformation of economic
structure, lots of rural surplus labor, attracted by the payment difference between rural and urban
China floated into

The National Labor Relations Act (NLRA)
The National Labor Relations Act (NLRA) was passed in July 1935 to govern the labor–
management relations of business firms engaged in interstate commerce. Examples of violating the
NLRA are unfair labor practices. All health care establishments are prohibited from engaging in any
events or matters that the NLRA considers to be associated with employer unfair labor practices
(Pozgar, p 475). Under the NLRA guidelines all employers must negotiate in good faith with the
employees or their representatives. Examples of employer unfair labor practices are: the employer
tries to control, discriminate, dominate or interferes with the union or its members, employer
supports a competitive union thus giving it access to the hospital facility but not ... Show more
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First should be if whether or not you should terminate the employee by reviewing employee's
personnel files, look at any write–ups, warnings, etc. to establish if termination is warranted or
supports the firing of the employee. If termination is imminent it should be in the business best
interest but if decides not to terminate consider legal ramifications for not terminating the employee
(poor work due to disability, sexual harassment, threatening or violent staff). All termination risks or
legal issues should be reviewed as well as the reassigning of that employee's job duties (Green, Ryan
& Levy, n. d.). Lastly the supervisor should be ready to answer the employees questions concerning
any severance pay, benefits and other company positions to name a

Essay on National Labor Relations Act
History
The National Labor Relations Act (NLRA), also known as the Wagner Act, was enacted in Congress
in 1935 and became one of the most important legacies of the New Deal. Prior to the passage of the
NLRA, employers had been free to spy on, interrogate, discipline, discharge, and blacklist union
members. Reversing years of federal opposition, the statute guaranteed the right of employees to
organize labor unions, to engage in collective bargaining, and to take part in strikes. The act also
created a National Labor Relations Board (NLRB) to arbitrate deadlocked labor–management
disputes, guarantee democratic union elections, and penalize unfair labor practices by employers.
The law applied to all employees involved in the interstate ... Show more content on Helpwriting.net
...
More commonly, the union will obtain authorization cards from 30% of the employees of a
company. At this stage the union can now petition the National Labor Relations Board to have an
election. For a union to be organized the employees must represent an appropriate bargaining unit.
The appropriate bargaining unit must have a mutuality of interest among the workers. This interest
is determined by job duties, job similarity, skill levels, work site proximity and no management
employees.
Once these criteria are met an election occurs to determine if employees want to unionize. The
National Labor Relations Board oversees the election to make sure that a true secret vote is secured.
If a majority of employees, which is one vote over 50%, agree to join the union then the NLRB
certifies the union as the bargaining representative.
Management's Responsibilities
Members of management of a company whose employees are attempting to organize cannot, by law,
join a union. Once preliminary organizing begins and during the election campaign, employers have
certain rights and responsibilities, as mandated by the NLRB. The employer may lawfully limit
campaign activities that occur on company property, if it has a legitimate reason to do so. Employers
may also limit places where solicitation may occur, limit time during which solicitation may take
place, and limit access to the workplace by any outsider. Employers may limit distribution of union

National Labor Relations Essay
a. National Labor Relations Act The National Labor Relations Act, is occasionally called the Wagner
Act, after its primary benefactor, Senator Robert Wagner of New York, conditions and outlines the
entitlements of workforces to coordinate and to bargain communally with their superiors through the
delegates of their selecting or not to do so. The Act has numerous areas of importance, two of which
are: 1) To safeguard that workforces can liberally vote for their individual delegates for collective
bargaining, otherwise prefer not to be represented, the Act authenticates a practice through which
they may implement their selection at a secret–ballot election controlled by the National Labor
Relations Board. 2) Moreover, to safeguard the ... Show more content on Helpwriting.net ...
Furthermore, to coordinate, it safeguards workforces who participate in grievances, on–the–job
demonstrations, picketing, and strikes. it states: "Employees shall have the right to self–
organization, to form, join, or assist labor organizations, to bargain collectively through
representatives of their own choosing, and to engage in other concerted activities for collective
bargaining or other mutual aid and protection". 3. Section 8 outlines organization unreasonable labor
routines:  Organization restriction, restraint, or intimidation targeted against union or collective
activity (Section 8(a)(1))  Organization dominance of unions (Section 8(a)(2))  Organization
discrimination against workforces who participate in union or collective activities (Section 8(a)(3))
 Organization retaliation for filing unfair–labor–practice charges or cooperating with the NLRB
(Section 8(a)(4))  Organization refusal to bargain in integrity with union delegates (Section 8(a)
(5)) Additionally, Section 8 proscribes federation fraudulent labor procedures, which include, in
accordance to legal interpretation, failure to provide a reasonable representation to all participants of
the bargaining constituent. (Office of the General Counsel, National Labor Relations Board, 1997)
4. Section 9 stipulates that coalitions, if accredited or acknowledged, are the exclusive delegates of

National Labor Relations Act
Labor unions protect our rights as a person in the work force. The Labor Union Act was much
needed during the Great Depression because it gave people a voice when they were afraid to speak
their thoughts; in fear of being fired, they kept quiet. Once the act was legal, the employers began to
become furious because they had to make sure that their employees were treated well, this costed
them more money. Many employers were against this act because they were expected to make sure
that the work environment was up to par, and the reasons for firing someone has to be justified with
evidence. The National Labor Relations Act was successful because it helped decrease labor strikes
and raised wages; however, it failed to establish a permanent culture of labor relations in today's
society. The National Labor Relations Act was put into place in order to protect the employment and
the rights of a worker. Before the act was put into effect, there was a large strike that caused an
abundance of workers to lose their jobs, this was shown "During 1934, there was a strike so large
that it eliminated 400,000 textile workers. This strike was known as the Textile Workers Strike"
(Textile ... Show more content on Helpwriting.net ...
By being in a union you are guaranteed better wages, "The overall weekly income of full time wage
and salary workers who were a part of a union in 2010 was $917, said the U.S. Bureau of Labor
Statistics. People who aren't in a union, it was $717" (US Bureau of Labor Statistics). Because of the
changes the United States have undergone, the people who are a part of the union have the rights to
demand higher wages; ones that they deserve. Labor unions cut down the amount of hours you have
to work and to some people that is a negative thing, but in reality it's good because you get paid
more money per hour. The decrease of work is beneficial because it allows the opportunity for more

Labor Relations In Labour Relations
Labor Relations Labour relations refers to the relations between employee and employers. They are
affected by certain factors, including the labor market, collective bargaining, labor organization,
government policies, economy conditions, labor law and technological change. Since industrial
relations are frequently associated with unions, it is important that in Canada, until the 1970s, a
larger piece of unions and union individuals had a place with American–based specialty and
mechanical unions. The incidences of the strike have raised a lot in North American labor relations.
The latest one is Ontario college teacher's strike which was the longest college strike in Ontario
history. Developing a labor relation plan Labor relation plan is a study and practice of managing
unionized employment situation and work relations to distinguish the objectives in labor relations
wanted by work or administration, separately or together; to decide the methodology expected to
achieve those objectives, and to build up the activities expected to do that system. An important
professional association for Canada labor relations scholar's and practitioners is the labor and
employment relation association. All labor legislation weather it's federal or provincial has certain
features in common: fair employment practices wages and work hours vacations and holidays
maternity benefits and sick leave employee safety job and income security industrial relations
regulations UNION

Labor Relations
1. Define the term "collective bargaining" and list and describe four issues that are mandatory
components of a collective bargaining agreement.
Collective bargaining can be defined as the process of involving representatives from both
employers and employees to come to terms and conditions of employment that both parties agree.
These agreements are written into legally binding contacts good for one to five years. (Budd, 2009,
p. 229)
Four issues that are mandatory components of collective bargaining agreement are compensation,
personnel policies, employer rights and responsibilities. Compensation would include wages,
benefits, vacations, holidays, and profit sharing. Personnel policies refer to layoffs, promotions, and
transfer ... Show more content on Helpwriting.net ...
Also called the Landrum–Griffin Act, this law amended the Taft–Hartley Act to protect the rights of
union members within their union and imposed new reporting requirements and codes of conduct on
unions and employers. This was act created in response to the surge of corruption from various labor
union officials who used violence as a way to quail the union opposition from employers and
employees. Another process of the Labor–Management Reporting and Disclosure Act of 1959 was
to stop labor unions from be infiltrated by communist. Furthermore, former members of the
Communist party and former convicts were prevented from holding a union office for a period of
five years after resigning their Communist party membership or being released from prison.
(infoplease.com, 2011)
Three examples of unfair labor practices include; firing a union supporter or someone trying to form
a union, Failing to bargain in good faith, threatening to employees with job loss or demotion or
physical harm if they support a union and preventing employees from talking about a union or
wearing union buttons when it doesn't interfere with their work duties or customers. The National
Labor Relations Board which is an independent federal agency devoted to conducting representation
elections and adjudicating unfair labor practices (Budd, 2009 , p. 124)
I want to discuss a news article written by Chris Sieroty, who writes for the Las Vegas Review–
Journal. Mr. Sieroty details in his

Labor Relations, Unions, And Safety Issues
Labor Relations
Due to issues in the past with labor relations, unions were started by employees to help employees
and management to work out the differences. These unions helped workers work out issues with
management regarding employment conditions, pay, and safety issues, along with the employee's
rights. Because of issues in the past, the National Labor Relations Act (NLRA) was created
(Youssef, 2013). Thanks to the National Labor Relations Act, many issues were addressed in the
past that concerned employees. This is where Human Resource managers had to work hard towards
preserving the reliability of the organization. No one wants to work in any job that might cause him
or her harm or never offer a raise or advancement in the company. This area also helped women to
advance in careers. Unfortunately, many women were discriminated against or passed over in many
jobs in the past. In today's world, some women take it for granted that they should get whatever they
want because if they did not, then they would file complaints against the company. For example, in a
call center I worked for we had a causal dress code. Several younger women wanted to push it to be
able to wear shorter shorts, tank tops or spaghetti strap tops during the summer. When they were
denied their request, they contacted the corporate office and claimed that they were being
discriminated against. Personnel from human resource to the legal departments interviewed
everyone in our office. At this time, I

Labor Relations
Weekly Written Assignment, Week 2, Chapters 4, 5 and 6 Union and Management: Key Participants
in the Labor Relations Process Why and How Unions are Organized Negotiating the Labor
Agreement October 30, 2014 Case 5–3, "Did the Company Violate....?", p. 232; and Case 5–5,
"Bulletin Board Use", p. 236. Answer the questions at the end of each case in typewritten format, 3
– 5 pages. 1. Was this matter within the jurisdiction of the National Labor Relations Board? The
statements made by the employer appear to coincide with an unlawful promise of benefits, and
therefore, are unacceptable in relation to the act. The concept of "positive coercion" is addressed in
the case study, and these actions directly influence the manner ... Show more content on
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An employer may not interfere with its employee's ability to communicate union messages or
discriminate between union communications and non–union communications. Barry Marcks
violated Section 8(a)(1) of the Act by barring union employees from using the employer's e–mail
system for union business. Case 5–5, Bulletin Board Use p. 236 1. Is an employer required to have
bulletin boards at the workplace? No, I do not believe an employer is required to have a bulletin
board. My company does not have a bulletin board; with the use of technology such as email and
intranet websites, a traditional bulletin board is not needed. 2. If an Employer did not provide
bulletin boards at the workplace, would employees have a right to provide and mount their own
bulletin boards? I do not think an employee would have the right to bring in a bulletin board. I think
if they want a bulletin board they should discuss it with their supervisor and if agreed, let the
company provide it. If the employee brings in the board, they may feel like they can dictate what is
posted and it may not be work appropriate. It could cause conflict if other employees want to post
something on the board. Items posted could violate a non–solicitation policy and other workplace
rules. To avoid this situation, employees should not be allowed to bring in their own bulletin board.
3. If there are company–provided bulletin boards at the workplace, does the Employer have a right
to restrict the purpose or

Labor Unions And The American Labor Relations Act Of...
Before the 1930s, labor unions had little to no voice in the contracts of industrialized companies.
Labor Unions "are organizations of workers whose primary objectives are to improve the pecuniary
and nonpecuniary conditions or employment among their members" (Ehrenberg & Smith, pg. 451).
The Christian Labour Association of Canada (CLAC) and the United Automobiles Workers (UAW)
are different unions in Canada and the Unites States. Even though they have some similarities, the
two groups have many differences as well. Some similarities include how they bargain and
negotiate. However, they differ in the type of union, what they stand for, how large they are, why
and when they started, and what they negotiate for. Unions were finally able to form in the Unites
States because the National Labor Relations Act of 1935 passed, which "required employers to
bargain with unions that represented the majority of their employees" (Ehrenberg & Smith, pg. 453).
Because of the National Labor Relations Act, unions could legally form and be recognized by
employers. The United Automobiles Workers (UAW) began in May of 1935 in Detroit, Michigan.
Initially, 200 delegates from different automobile companies met in Detroit to establish the UAW,
and its power over negotiating strengthen just a few years after forming. The UAW created a union
for auto plant workers, which made them an industrial union. The UAW represents different types of
workplaces from multinational corporations, small

Labor Law: Labor Relations
1. Labor Relations In my union contract it states anything that is a job requirement, the employee
must be compensated while doing it. I attended a weeklong mandatory class and the department
decided they did not have the funds to compensate me. This resulted in my line manager and union
grieving the process. HR is very involved in the grievance process and is helping to sort everything
out. They are sitting in during the meetings to make sure everything stays fair. Unfortunately the
grievance has not been resolved yet. 2. Human Resource Planning I was a supervisor in another
organization that was undergoing some extreme budgetary cutbacks. I was called upon to develop a
plan on how to continue operations within the new reduced budget

Labor Relation Milestone
HRM 450 Module 5 Portfolio Milestone Labor relation issues have been on the forefront in the
United States since the early 20th century when the first labor laws were passed (HG.org, 2015)
Laws were enacted to govern the rights and responsibilities between employers and employees. The
first phase of labor laws dealt with laws to compensation for injured workers, a standard minimum
wage and work week and prohibit child labor (HG.org, 2015) In the 1960's and '70s, laws were
focused on discrimination and unsafe work conditions, today issues include employee healthcare
and equal pay for men and women (HG.org, 2015). As these laws came into effect, several
government agencies were created to ensure that employers, employees and unions were ... Show
more content on Helpwriting.net ...
According to Sarah Bernhardt, Human Resource Manager at Carmel Partners, she has twelve years
of experience in human resources, an undergraduate degree in management, a PHR certificate, and a
SHRM–CP certification. She has been in the role of Human Resource Manager for the past two
years. Sarah states that she learned more in her PRR/SPHR courses, than she learned in her college
education classes. All of her education has allowed her to perform in her position with knowledge
and professionalism that she is acting responsibly and within the law to protect her company and the
employees that work at her company (Bernhardt,

The National Labor Relations Act ( Nlra )
North Carolina is an at–will state, and this by no means gives any employer the right to act as they
wish in the work place. Certain laws govern the workplace that have to be honored with each and
every employee. One such law is the National Labor Relations Act (NLRA). This law was endorsed
in July of 1935 and was modified by both the Taft–Hartley amendment in 1947, and Landrum
Griffin amendments in 1959 (George Pozgar, 2012, p, 474). This law is responsible for stopping and
relieving unfair labor practices by employers, their agents, and or organizations. The NLRA is
independent of the Department of Labor, but entrusted to the National Relations Labor Board (NLB)
(Pozgar, 2012, p. 474). To illustrate, in the setting of a hospital, there are two violations that would
certainly grab the focus of the NRLA; discrimination against an employee who engages in union
activity, and retaliation against an employees who file unfair labor practice charges. Furthermore, in
the face of a strike certain rights of patients come into play to protect the patient and ensure they
continue to receive quality care.
Violation of the National Labor Relations Act The NLRA is entrusted by the NLB, which protects
collective bargaining in the private sector. Some of the activities of the NLRB is to primarily
conduct elections to determine whether or not employees want union representation, and to
investigate and relieve practices that are unfair by employers and unions (Joe Twarog, 2005). When
a

Labor Relations Essay
From the beginning, the American Federation of Labor (AFL) set out to be a different. Rather than
focusing on remolding American life and the institutions in control of American life, the AFL sought
to better workers lives by securing higher wages, a shorter work day, and more favorable working
conditions (Holley, Jennings, & Wolters, 2009). The AFL also divided membership up by trade,
recognizing that different skilled trades had individualized needs (Holley, Jennings, & Wolters,
2009). The Haymarket Riot, Homestead Incident, and the Pullman Strike all played a role in the rise
and decline of the AFL. The first event, the Haymarket Riot, was a delightful success for the newly
created AFL under Samuel Gompers (Holley, Jennings, ... Show more content on Helpwriting.net ...
By all appearances this was an atrocious blow to the union movement as a whole. Union
memberships after this episode plunged dramatically from 24,000 to 8,000 two years later in 1894
(Holley, Jennings, & Wolters, 2009). Also the union's demands were not granted. But, the media was
sympathetic to the union in this case; they claimed that Carnegie was responsible for initiating the
Incident (Holley, Jennings, & Wolters, 2009). For union members, they gained a sense of inspiration
in standing up for their rights as well as a solid indication of Gompers' support for their demands
(Holley, Jennings, & Wolters, 2009). The Pullman Strike was noteworthy because it was the first
time that a federal injunction was utilized to break up a strike (Brendel, 1994). George Pullman
provided residences for his railroad employees; the rent was deducted directly from employee
paychecks (PBS, 2001). A depression hit the economy at the time, many workers were laid off; those
who kept their jobs experienced wage cuts, but their rents remained the same (PBS, 2001). Staff,
under the direction of Eugene Deb's, the American Railway Union (ARU) leader, began to strike,
demanding higher wages and lower rent (Holley, Jennings, & Wolters, 2009). When tensions rose
strikers became violent and destructive. This prompted negative media against unions and once
again the federal government stepped in (PBS, 2001). The ARU was

Labor Relations Paper
A union is an organization of workers who join together in order to have a voice in improving their
jobs and the quality of work within the organization. In many occasions, unions help employees of
an organization negotiate pay, benefits, flexible hours and other work conditions that may arise.
Unions have a role because some degree of conflict is inevitable between workers and management
(Noe, 2003). In this paper, I will be discussing the impact of unions and labor relations within an
organization. Labor Unions Labor unions represent workers interests and the collective bargaining
process provides a way to manage the conflict (Noe, ... Show more content on Helpwriting.net ...
A union steward is actually an employee of the organization that is elected by the union members to
represent them and investigate complaints and help them file grievances if an employee feels that
his/her union contract was violated in any way. Union stewards will fight to avoid disciplinary
action for the employee's behavior. Union officials and union stewards are voted in by the union
members. One disadvantage of being part of a union is that the employee must pay to be represented
by the union. Different unions have different pay rates. At Kaiser Permanente employees need to
contribute 2% percent of his/her annual pay to the union. Union fees are usually withdrawn from the
employee's paycheck on a bi–weekly basis. Labor Relations Labor relations purpose is to minimize
costly employee and organization conflicts and try to always find a "win–win" solution to issues that
arise. Labor relations strategies, negotiating contracts and administering contracts are the three
levels of decision that are involved within labor relations. Kaiser Permanente is an organization that
is successful in dealing with labor relations. In today's challenging

The Role Of The National Labor Relations Act
The National Labor Relations Board (NLRB) is a federal government agency, founded by Congress
in 1935 (Galiatsos, 2015). The primary responsibility of the NLRB is to administer the National
Labor Relations Act (NLRA). However, the NLRB takes action to safeguard employees' right to
organize, and to decide whether to have unions serve as their bargaining representative, with their
employer (Galiatsos, 2015). The agency also acts to prevent and remedy unfair labor practices that
are committed by private sector employers and unions. The NLRB protects the rights of most
private–sector employees to join together, with or without a union, to improve their wages and
working conditions (Galiatsos, 2015). The Labor Management Relations Act ... Show more content
on Helpwriting.net ...
2087). Therefore, Drake and Keeler are deemed to have acted in a concerted manner, and walked off
the job for the remainder of the day, in order to demonstrate or protest the poor working
environment, due to the cold weather at the workplace. As such, this action was considered to
bargain an issue that was linked to their working conditions; hence, is protected by Section 7.
Furthermore, Section 8 of the LMRA, stipulates that it is an unfair labor practice by the employer;
for an employer to interfere with, restrain, or force employees in the exercise of the rights,
guaranteed in section 157 (Galiatsos, 2015). Thus, Section 8 specifically disallows the discharge,
constructive discharge, layoff, suspension and failure to recall from layoff, demote, discipline, or
take any adverse action against the employee, due to their concerted activities. Concerted activities
can be viewed as protection available

Understanding Labor Relations And Collective Bargaining
Understanding Labor Relations and Collective Bargaining In the video, "Understanding Labor
Relations and Collective Bargaining", Donald Carty, CEO of American Airlines at that time,
expresses the disappointment of the many executives in a union environment face in regards to labor
costs. Shortly after this video, Mr. Carty had announced executive–retention bonuses and pension
protection right after most union members had already voted to accept over $1 billion worth of wage
and benefit concessions (Zellner, 2003). Needless to say, this didn't brief too well to the point that
two of the three unions were calling for new votes (Zellner, 2003). Mr. Carty claimed that it was
merely to keep the company out of bankruptcy. So, if the labor costs were part of American Airlines
restructuring before the contract negotiations as Mr. Carty had stated, what other preparations would
have the company took prior to the negotiation process? What federal government agencies were
involved in the labor relations? And what type of response would be expected from the unions that
represent American Airlines employees after comments such as the ones Mr. Carty stated?
Preparations Prior to a Negotiation Process "Preparation for any negotiation should start with a
number of steps designed to develop your negotiating strategy" (Lynn, 2002). The company should
have reviewed union agendas from previous negotiations, if there were any. This would have
allowed them to analyze arguments made by both

Labor Relations Process Paper
Phases of the Labor Relations Process
It's viewed that each organization has a union formed by the workers so as to act as a single unit
when dealing with management and fulfills the pursuits. Nevertheless, good relationship between
the union and management is required to run the union successfully. For this reason, a labor relation
process is carried out within the group in a few phases. For this reason, the labor relations process
occurs when administration and union collectively pick and administer terms and conditions of
employment (Holley, Jennings & Wolters, 2011). There are a few key individuals in Labor Relations
Process that play the important position, such as administration officers, union officers, staff, and
government. Now, labor ... Show more content on Helpwriting.net ...
After accomplishment of the second segment that settled the contract terms, now is to start
implementing those conditions in every day operations. The administration phase is generally
accomplished with the help of day to day interactions of the union and management (Antoine,
Craver & Crain, 2011). On this section, union and administration normally settle their disputes by
way of utilizing a complaint–arbitration procedure. It is a true fact that nobody likes disputes.
Nevertheless, they need to be settled somehow to return to the productive stage. Hence, it may be
acknowledged that administration section of labor contract typically involves the interpretation of
labor contract phrases on the everyday basis that primarily administered by administration and
monitored by union effortlessly and efficaciously.
Value of Labor relations system for HR Managers
It is fundamental for human resources managers to understand labor relations due to the can need of
making an environment peace and productivity of the organizations (Antoine, Craver & Crain,
2011). It is usually essential for human resources managers to inhibit crisis of conflicts and
discrimination to make an excellent relationship between union and

The Purpose of the Labor Relations Act
Over the last seventy–five years labor related issues has went through a dramatic changed that
affects today labor movement. During the 1930's the labor movement gained due to the abundance
of labor, employers easily replaced workers. Labor unions were established in order for workers to
get organized and bargain for their needs and rights. These unions were created because it was
known that groups have more power in bargaining than individuals. "When large groups of
employees make joint decisions, employers are forced to listen to their concerns. For example, if all
the workers in a factory stopped working at the same time, it would be difficult to keep the company
operating. Early unions in North America faced a difficult battle. Employers refused to accept the
unions. The courts often declared the unions illegal. The National Labor Relations Act of 1935 and
other laws required employers to bargain with unions. Political parties and other groups have also
become involved with the labor movement" (Labor Movement). Understanding the legal
ramifications involved both with and without a union is a necessity for all human resource
professionals. I will address the differences and similarities in employee relations approaches in
both types of environments. In addition reviewing key aspects of labor relations law and the
collective bargaining process, I will address the purpose of the Labor Relations Act and what it
provides for workers. From there, the purpose of the Labor

Labor Relations: Collective Bargaining Agreements
Collective Bargaining
Collective bargaining is the process which involves negotiation on the employment's terms between
the employer and employees. The employment terms possibly include the items like working
conditions, employment conditions and workplace rules, overtime pay, base pay, work hours, work
holidays, shift length, vacation time, sick leave, health care benefits and retirement benefits.
In US, the collective bargaining is done among the leaders of labor union and the company's
management that employ the workers for the union. The outcome of the process is known as the
collective bargaining agreement, and it also developed the employment rules that are set for several
years. The expenses of this representation of employee are ... Show more content on Helpwriting.net
...
The arbitrator is a third party whose work is to listen to both, the union members and the employer
to resolve their dispute and he also has to find a solution which is best for the benefit of both parties.
The arbitrator is the one who decides about the ways in which any issue should be handled which
the both the parties have to accept.
Question 2:
The Laws That Support Collective Bargaining
The three US laws that support the collective bargaining are listed and discussed below:
1. National Labor Relations Act or Wagner Act of 1935
2. Taft–Hartley Act of 1947
3. Labor–Management Reporting and Disclosure Act in 1959
The National Labor Relations Act or Wagner Act
This law was endorsed by the President, Franklin D. Roosevelt, who legalized the formation of
unions within the companies. This law guarantees the basic and fundamental rights of the employees
of the private sector to engage in the collective bargaining for better conditions and terms at the
workplace, to organize into trade unions, and to take the mutual action which may involve strike if
essential (Morris 45).
Taft–Hartley Act of 1947 This act is also known as the Labor–Management Relations Act. The act
has amended the relations of workers and management by offering the government the authority
over the activities of the union, which also

Compare And Contrast The Nlb And The National Labor...
The National Labor Relations Board (NLRB) and the National Labor Relations Act (NLRA), also
known as a Wagner Act of 1935, permit workers to create unions and choose representatives to
support their rights. The union representation and support are significant elements that protect
workers from illegal actions like discrimination and adverse employment actions. Many employees
view job security as a guarantee of work. The union safeguard employees and represent their rights
during layoffs, and other hard economic times. The idea to establish and support seniority was
created based on job protection and security. The ratio–rank principle combines seniority lists by
determining a ratio based on the total number of workers. Many laws, such as a last–hired, first–
fired, created to encourage rank and show workers that unions represent people's interests. For
instance, the Worker Adjustment and Retraining Notification Act (WARN) also known as a Plan
Closing Act, ... Show more content on Helpwriting.net ...
There are many laws and regulations that the Board supports in the representation of the workers'
interests. The prevailing wages and length of service pricing are essential regulations and methods
that promote fairness, and not just seniority. Another example is pay or a pay separation. Pay
separation happened when workers got discriminated, and it affected their wages. The race, sex, age
and other individual characteristics should not be considered while determining the earnings. Our
society still has unequal gender wages. For instance, according to a statistic, women make less than
men. The inequality should be addressed, and new laws should be created to fix the

Essay about The National Labor Relations Board
The ability for the federal government to regulate businesses' activity is given in the Constitution.
Article 1, Section 8 is known as the commerce clause; it states, "Congress shall have the Power...to
regulate Commerce with foreign Nations, and among the several States, and with the Indian Tribes"
(Reed, 173). Through the commerce clause, the government is able to regulate business activity by
the use of administrative agencies, which is defined as "a governmental regulatory body that
controls and supervises a particular activity or area of public interest and administers and enforces a
particular body of law related to that activity or interest" (Administrative Agency, 1). There are two
types of regulatory authority that agencies may ... Show more content on Helpwriting.net ...
(Reed, 630)
To properly examine the NLRB it is imperative to understand how it is organized. The NLRB "has
five members and primarily acts as a quasi–judicial body in deciding cases on the basis of formal
records in administrative proceedings. Board Members are appointed by the President to 5–year
terms, with Senate consent, the term of one Member expiring each year" (NLRB.gov). In addition to
the board members there is a General Counsel, which is appointed by the President to a 4–year term
and is independent from the board. The person appointed to the position of General Counsel is
responsible for the investigation and prosecution of unfair labor practice cases and for the general
supervision of the NLRB field offices in the processing of cases. (NLRB.gov) The NLRB also has a
Division of Judges, which is made up of 40 Administrative Law Judges who hear, settle and decide
unfair labor practice cases throughout the United States.
Next, it is important to understand what the NLRB does and does not have jurisdiction over. The
NLRB does not have jurisdiction over 6 types of labors: (1) governmental employees, (2) persons
covered by the Railway Act, (3) independent contractors, (4) agricultural laborers, (5)
household/domestic workers, and (6) employees who work for their spouse or parents (Reed, 631).
Technically the NLRB has jurisdiction over everything else; however, the NLRB has a limited
budget as well as time constraints and so must limit

Labor Relation In The Workplace
Introduction
The age of "technology" has changed communication in both our personal and professional lives
with the advent of social media. Facebook, Linkedin, Twitter, and others have global connections to
the external world. The readiness of I–pads, laptops and smart phones has provided both the
individual and organizations alike to have instantaneous engagement to a broad and large audience
over one or all of the social media networks. The relationship between the employee and the
organization can be tested if company social media policies are to broad or restrict the employee's
rights under the labor laws protected by the National Labor Relation Act (NLRA) under Section 7
and Section 8. On the other hand, the organization is seeking ... Show more content on
Helpwriting.net ...
AMR, to answer and discuss the questions posed of how one may represent the company in this
case, one must ask, if I were the company representative and the regional director for the NLRB
asked "If the company would settle the union's charges voluntarily, or if they company would legally
insist on pursuing the company's right for a formal NLRB hearing of the charges", how would I
respond? As the company representative I would recommend that the company should voluntarily
settle with the union to address the matter, due to the ambiguous or broad SMP that infringe or
interfere with Souza's rights under Section 7 and Section 8 of the National Labor Relation Act.
Further, the AMR supervisor's refusal to allow Souza her rights under the collective bargaining
agreement, to allow opportunity to meet with her local union representative and that they be present
to help with her incident report which is found to be unfair labor practice under the Act, (NLRA)
was not in good

Summary: The National Labor Relations Act
As a way to ensure that employees in the private sector, had an equal footing in regard to efficiency,
equity and voice, laws were implemented. These laws gave employees the abilities to unionize,
without fear of relation from their employer. As a way of protecting employees from unfair labor
practices, congress implemented The National Labor Relations Act. The National Labor Relations
Acts was created in 1935 by Robert F. Wagner, a New York Senator. Also known as The Wagner
Act, the law gave employees a say in collective bargaining in order to improve conditions in the
workplace, and the rights to strike. ("National Labor Relation Act, 2015) Employees had the ability
to participate in concerted activity without coercion, interference

The Pros And Cons Of Labor Relations
In the U.S. labor relations, a group of employees who desire to bargain collectively rather than
individually, are those who typically form a union (Dooley, 1957). This demonstrates to the
employer that the majority of its employees support the union and the organizing process begins.
First, employees cannot form a union without abiding by certain basic procedural steps and legal
standards that are required. Decisions to vote against or for a union are based on factors such as
satisfaction with their job, beliefs of the effectiveness of the union, and the culture or social
environment in which the employee works. Next, when an employer exerts undue punishment to an
employee who the employer suspects as being an illegal alien, this may be poor public policy. From
a legal perspective, a recent federal court case, Singh v. Jutla & C.D. & R. Oil, Inc., 214 F. Supp. 2d
1056 (N.D. Cal. 2002) spoke to this issue. In this case, when the plaintiff Singh filed a wage claim
under the Fair Labor Standards Act (FLSA), the employer fired him and reported him to INS as an
illegal alien (Labor Law, 1969). Likewise, the union certification process which was established by
the National Labor Relations Act (NLRA) in 1935 was a victory for workers waning union
representation upon its initial implementation. Workers could petition the National Labor Relations
Board (NLRB) for a determination made democratically of whether a majority of workers favored
unionization (Labor Law, 1969). This effort

National Labor Relations Board (NLB): A Case Study
The NLRB, National Labor Relations Board, is an independent federal agency that guarantees
workers to be able to join groups and to act in group efforts in order to improve their wages and
working conditions (Bernardin & Russell, 2013). The NLRB is also used for preventing and
correcting unfair labor laws and whether workers choose to be represented and by who (Bernardin
& Russell, 2013). Whether you, as an employee, are in a union or not, you have the right to join
with or without your co–workers to address and try to fix any issues you have at work (National
Labor Relations Board, n.d.). It appears that the Trump Administration and Board are wanting to
make sure that these laws are definite and abided by. Under the Obama Administration they

Labor Relations Paper
A union is an organization of workers who join together in order to have a voice in improving their
jobs and the quality of work within the organization. In many occasions, unions help employees of
an organization negotiate pay, benefits, flexible hours and other work conditions that may arise.
Unions have a role because some degree of conflict is inevitable between workers and management
(Noe, 2003). In this paper, I will be discussing the impact of unions and labor relations within an
organization. Labor Unions Labor unions represent workers interests and the collective bargaining
process provides a way to manage the conflict (Noe, 2003). More than ever, union employees have
come to see unionizing as a way to achieve an ... Show more content on Helpwriting.net ...
In most cases, bargaining agreements governs wages, benefits, and the working conditions for the
union coalition employees. The agreements also set common goals and ground rules for the
employee 's and management. When management and labor employees have a difficulty coming
into agreements, the bargaining process breaks down. To bring difficult negotiations to an end,
unions may possibly decide to strike. Strikes A strike is a collective decision of the union members
not to work until certain demands or conditions are met (Noe, 2003). If the majority of the union
members vote to strike, the union will strike. Most strikes usually have union employees not show
up to work to perform his/her day–to–day duties but rather have the union employees picket outside
the organization. While the union employee is on strike, the employer does not pay the employee
his/her wage. In many strikes, the unions help the employees compensate their wages while they are
on strike. The purpose of a strike is to make the employer lose production because the regular
employee 's do not show up to work. The vast majority of labor–management negotiations do not
result in a strike, and the number of strikes has plunged since the 1950s (Noe, 2003). Are unions still
relevant in the United States? Unions are still very relevant in the United States. Labor relations
remain an important competency for HR professionals despite the long–term

Leveraging Labor Relations
Compensation and Benefits
Leveraging Labor Relations
Companies are interested in leveraging relationships with their employees in order to improve the
quality of the health care they provide. Labor relations refer to managing situations between
companies and their employees in different unions. This activity is usually attributed to human
resources management. Therefore, this ensures that the objectives of the company are reflected by
these relations.
It is important that companies try to improve the health care they provide their employees. This is
one of the most important issues that unions are trying to improve. However, in order to reach this
objective, companies must increase their investments in health care packages. This leads to
increased leverage (Investopedia, 2012). In other words, these companies must increase their debt in
order to improve health care services.
This is usually performed by borrowing more money from banks. This is not always a good idea for
most companies. This is because some of them already have large sums of money borrowed from
banks, and most banks prefer not to increase these amounts. In addition to this, interest rates
determine the increase of the investments made in improving health care services.
Another strategy that company can use in order to improve the health care services they provide to
their employees is represented by better negotiations between these companies and health care
services providers. These providers can

Overview of Labor Relations
LABOR RELATIONS 2
Labor Relations
Introduction
Labor relations are concerned with the learning and management practices of unionized situations of
employment. However, in the circles of academia, labor relations get classified as a subarea of
industrial relations, even though researchers from numerous disciplines also study labor movements
and labor unions. Nevertheless, in practice, labor relations get classified as a subarea in the
management of human resource. Therefore, the courses in labor relations characteristically look into
the history of labor, labor regulation, and organization of union, bargaining, administration of
contract, as well as, any contemporary topics that are significant. In the U.S., the labor relations of
the private sector get regulated through the Act of the National Labor Relations. On the other hand,
the labor relations of the public sector gets regulated through the Act of the Civil Service Reform
that was introduced in the year 1978, along with the appliance of a series of state pieces of
legislation (Fossum, 2012). A look into other countries, the labor relations, could be standardized
through tradition or law. The association of Labor and Employment Relations is a significant
professional organization for the labor relations intellectuals, as well as, practitioners in the U.S. The
employment, economy, as well as, management of rights are some of the topics for thought when
the discussion involves the manner in which labor unions bring

Hrm Labor Relations Paper
Being an HR manager in any company requires a lot of carefulness and tact. The HR manager is
responsible for hearing out the employees and making sure that the work environment is conducive
for them. There are always problem to foresee. For example, when there is talk of unionizing and
the HR manager hears about this, something has to be done immediately. This is the case with these
four companies. Acme Auto Parts, The Zinnia, School District 273 and Woodville Healthcare are all
relatively small companies that seem to be compensating their employees properly. However, there
have been talks about unionizing. There are even petitions being signed. As an HR manager, these
matters need to be handled appropriately and carefully. Acme Auto ... Show more content on
Helpwriting.net ...
The article, The Concession Trap: Auto Worker Givebacks and Labor's Future, talks about how the
UAW failed to get their requests because the Big Three companies has had financial problems. The
employees also need to be informed about this. They need to know the background and history of
the union that is trying to contact them. I know this is an attempt to form a union because the first
step involves initiating an organizing drive. There could be three initiators: one or more employees,
a union or an employer. In this particular case, the union is trying to initiate the organization. They
are trying to contact employees of Acme Auto Care and are trying to convince them to unionize.
These are some the justifications I would use to explain to upper management the importance of
immediate action regarding the matter. Similarly, The Zinnia is a 300–room hotel in the central
business district of a major Midwestern metropolitan area (Budd 2013). They are a nonunion
company. It seems that employees are happy with their wages and benefits. In comparison to the
other unionized hotels, The Zinnia employees are compensated fairly. Many of the city's major
hotels are unionized. The local union is not afraid to organize union activity and to loudly vocalize
their concerns through marches and demonstrations. Normally, this would not be a concern but I
recently received a notice from the NLRB that a petition was filed by the local hotel union
requesting an election covering

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