Terms And Conditions In Unions

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Terms and conditions in unions

Introduction

Workers generally form unions with many objectives in consideration, in addition to higher wages. They can establish coercive terms and conditions for a better work environment and, therefore, demand improvements in working conditions. These unions, in addition to the previous objectives, strive to resolve disputes between management and employees. They play the role of referee or mediator to solve problems. There are several challenges that human resources administrators can face when the workforce decides to join a union.

Developing

Now I will present some challenges that human resources professionals can face when workers decide to unionize; Labor law implies that management faces a unionized work environment that results in having the internal experience to handle job management problems. In a contract negotiation, Human Resources Management consults with specialists in compensation on salaries, increases and health and retirement benefits to produce proposals that the company believes that the union will accept.

 There is a challenge on the part of the human resources administration, since they first have to negotiate a series of contingent rates to include them in the proposals to the union during the contract negotiations. The payroll adjustments implies the level of responsibility that the human resource must assume to ensure that the appropriate amounts of the payment of the union members are deduced. The challenge posed by a union for human resources management are the complaint processes that exist by virtue of the collective bargaining agreement. 

Trade union contracts contain specific guidelines for human resources management and union leadership in the management of employee complaints and problems related to working conditions. Human Resources Administration must train supervisors and managers in strict compliance with laboratory conditions during a union representation campaign. Compliance with labor laws will not generate any problem or penalty for employers who Spit the Trade Union Organization efforts.

Managers and unions are the two sides of the same currency. Management always wishes to be part of this company, which is free of unions and union tasks have to form a union to safeguard their interests and rights in the company. The following are the arguments regarding the union membership that is likely to be presented by a union and that they contrast with those that are probably presented by an employer:

Employees come together or form unions for many reasons, as well as to administer their economic needs. When employees are not happy with their salaries, labor benefits and working conditions, they form a union to seek support. When employees do not find the practices of the employer and some policies regarding the promotion, degradation, transfer, reduction of personnel are not appropriate or unfair, they create a union to fight injustice. The employer does not provide additional benefits, favoritism is also an important reason to join unions.

When the social and affiliation needs of employees are not met, they tend to create a trade union party. This union finds and supports employees who suffer the same problems, complaints, complaints, etc. Job security, hopelessness, lack of freedom, humiliation, etc. These are some of the reasons why employees bind to unions. Similarly, when employers do not provide adequate salaries to employees, a disturbing situation is created and unions are formed.

Employers avoid union practices due to the insecurity that they will begin to create their own work culture and that they will hinder the general operation of the company. A single union will attract more employees in the company and disturb the productive environment of the workplace. The Human Resources Department today is considered an integral aspect of business and plan to achieve several objectives to improve if the organization also reaches a certain. The labor relations process implies the design of a managerial union relationship with three phases that the union organization that talks about the process of organizing the employees of a company in a union in a union.

conclusion

It acts as an intermediary between employees and company management, sometimes it implies a majority vote of employees authorizing a union. Next, there is the negotiation of a labor agreement in which a contract between the work and the administration that governs the wages and benefits, the working conditions, the collective agreement and the employment contract that is a binding agreement between the Administration and employees that can be enforceable by law. Finally, it is the administration of the agreement that now implies the management, address or control, or implementing the agreements established in the collective agreement.

Since the unions are part of an organization, a union in its simplest form speaks of a group of individuals who have similar occupations that join to negotiate salary levels with an organization whose main objective is to regulate the payment given to their workers. In the ethical aspect, if an organization religiously follows the established labor laws and practices that must be and be entitled to employees, then, 

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