Labor Relations and Collective Bargaining, Assessment Example

Many work industries present in the United States are equipped with some type of union entity. This union carries the responsibility of maintaining ethics between all interested parties. Unions handle issues in the industry or organization regarding wages, benefits, disputes, and workers’ compensation.

The US Department of Labor Statistics Reported in January 2008 that the US had 15,700 total union members in every industry across the board. The majority of union members were in the private non-agricultural sector of US industries. Members as a percentage of wage and salary workers consisted of 12.1% in the US this same year.

The unions in the US started to rapidly expand in the 1930’s in the wake of unsafe working conditions, unfair treatment towards workers, and non-sufficient wages/salaries to compensate for the amount of work done. These unions, although not attorneys, became the legal representatives of workers in the various industries across the US.

Union workers are given both the responsibility of their union membership, along with their regular job. There is a difference between the two roles of these unique employees. As an employee, they are tasked with carrying out their responsibilities of their primary position of employment. This is how they earn their base paycheck along with any benefits they are entitled to such as health care of 401k.

As a union member, these union employees must also carry out the responsibilities of overseeing the ethical treatment of workers. This means ensuring that all workers are treated fairly; free from discrimination, racism, biasness, or sexual harassment. Union members must also ensure that all workers are compensated fairly regarding wages and salary.

Although the responsibility of being a union member is hard, they are compensated for their extra duties. Most union members earn about 10% to 30% more than non-union employees. It can be difficult to execute both jobs effectively which is why it is important that union members are capable of handling both tasks.

References

Carrell R., Michael & Heavrin, Christina. Labor Relations and Collective Bargaining: Cases, Practice, and Law; 9^th edition. Prentice Hall, 2010