SOC 402
Union Workers Versus Human Resources
University of Arizona Global Campus
SOC 402 Contemporary Social Problems & the Workplace
Union Workers Versus Human Resources
Unions have been around since 1935 when the National Labor Relations Act was passed.
It is the role of the union to safeguard employees' rights, ensure safe work conditions and
negotiate for the employees through collective bargaining. Since the beginning of offshoring and
outsourcing of manufacture goods from the United States and Europe, “labor organizations have
attempted to hold multinational corporations responsible for working conditions in global value
chains. They have done so by exposing substandard working conditions in terms of, for example,
verbal and physical abuse, dangerous working conditions, and subminimum wages, and the
suppression of labor unions in the global apparel, footwear, and electronics industries.”(Egels-
Zandén & Merk, 2013)
The existence of labor unions can alter human resources techniques in a corporation. In
the absence of unions, human resources managers develop guidelines related to hiring,
compensation and benefits based upon their research and management's determination of
business needs. Human resources and line managers work together openly with individual
employees to resolve grievances and performance issues. When workers organize, administration
must work through the union to determine policies, and, in some cases, to resolve grievances.
“The National Labor Relations Act forbids employers from interfering with, restraining,
or coercing employees in the exercise of rights relating to organizing, forming, joining, or
assisting a labor organization for collective bargaining purposes, or from working together to
improve terms and conditions of employment, or refraining from any such activity. Similarly,
, labor organizations may not restrain or coerce employees in the exercise of these
rights.”(National Labor Relation Board, n.d.)
The roles and responsibilities of the Union is to resolve workplace issues by being a
voice for employees and acting as a bargaining representative during bargaining negotiations.
The union must work with management to help resolve workplace issues, being an advocate for
employees, ensuring employers are meeting their minimum obligations looking into suspected
breaches of workplace laws discrimination laws and workplace safety laws. Unions bring a term
called collective bargaining to a small business. Collective bargaining involves of a mediation
process between the organization or HR department of a small business and the union
representatives of the company. For example, the union will negotiate equal payment for similar
work for all employees based on the job position and length of time on the job. This eliminates
the HR department’s ability to provide a bonus or raise to an employee who is exemplary and
whose work exceeds expectations. Additional terms the union negotiates under collective
bargaining includes cost of living raises, vacation pay, sick leave, health benefits and grievance
procedure.
Small business human resource departments lose their capability to dismiss personnel
quickly when there is a union. There is no “at-will” employment once the company becomes
organized. Vanished are the days when the human resource department could call an employee
into the office and let them go the same day. HR must now follow the regulation and execution
steps outlined in the collective bargaining agreement. Some of these steps can include informing
the member of staff in advance to allow him or her to speak with his union representative prior to
the meeting, allowing the union representative to attend the meeting, and an appeal process. All
these steps can increase the amount of money the small business owner pays for attorney fees
and lost production time.
Union Workers Versus Human Resources
University of Arizona Global Campus
SOC 402 Contemporary Social Problems & the Workplace
Union Workers Versus Human Resources
Unions have been around since 1935 when the National Labor Relations Act was passed.
It is the role of the union to safeguard employees' rights, ensure safe work conditions and
negotiate for the employees through collective bargaining. Since the beginning of offshoring and
outsourcing of manufacture goods from the United States and Europe, “labor organizations have
attempted to hold multinational corporations responsible for working conditions in global value
chains. They have done so by exposing substandard working conditions in terms of, for example,
verbal and physical abuse, dangerous working conditions, and subminimum wages, and the
suppression of labor unions in the global apparel, footwear, and electronics industries.”(Egels-
Zandén & Merk, 2013)
The existence of labor unions can alter human resources techniques in a corporation. In
the absence of unions, human resources managers develop guidelines related to hiring,
compensation and benefits based upon their research and management's determination of
business needs. Human resources and line managers work together openly with individual
employees to resolve grievances and performance issues. When workers organize, administration
must work through the union to determine policies, and, in some cases, to resolve grievances.
“The National Labor Relations Act forbids employers from interfering with, restraining,
or coercing employees in the exercise of rights relating to organizing, forming, joining, or
assisting a labor organization for collective bargaining purposes, or from working together to
improve terms and conditions of employment, or refraining from any such activity. Similarly,
, labor organizations may not restrain or coerce employees in the exercise of these
rights.”(National Labor Relation Board, n.d.)
The roles and responsibilities of the Union is to resolve workplace issues by being a
voice for employees and acting as a bargaining representative during bargaining negotiations.
The union must work with management to help resolve workplace issues, being an advocate for
employees, ensuring employers are meeting their minimum obligations looking into suspected
breaches of workplace laws discrimination laws and workplace safety laws. Unions bring a term
called collective bargaining to a small business. Collective bargaining involves of a mediation
process between the organization or HR department of a small business and the union
representatives of the company. For example, the union will negotiate equal payment for similar
work for all employees based on the job position and length of time on the job. This eliminates
the HR department’s ability to provide a bonus or raise to an employee who is exemplary and
whose work exceeds expectations. Additional terms the union negotiates under collective
bargaining includes cost of living raises, vacation pay, sick leave, health benefits and grievance
procedure.
Small business human resource departments lose their capability to dismiss personnel
quickly when there is a union. There is no “at-will” employment once the company becomes
organized. Vanished are the days when the human resource department could call an employee
into the office and let them go the same day. HR must now follow the regulation and execution
steps outlined in the collective bargaining agreement. Some of these steps can include informing
the member of staff in advance to allow him or her to speak with his union representative prior to
the meeting, allowing the union representative to attend the meeting, and an appeal process. All
these steps can increase the amount of money the small business owner pays for attorney fees
and lost production time.
