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What types of worker benefits are required by an organization under U.S law?
Under the U.S law, the workers should have their right to base salaries, pay raises, and bonuses. Secondly, their pay is often determined by characteristics of the organization, the type of job and the different levels of performance. According to the United States Law, the relative position of an organization incentives in comparison with those of other different firms that exist in the same industry that employ similar kinds of workers determine the pay level.
The managers of a firm under the law can decide to offer low, average or even high relative wages. The high wages are known to attract and retain high performers but on the other hand raise costs; low wages can cause turnover and lack of motivation but on ultimately they lower costs.
The employees are often legal required to have social security, worker's compensation and also have unemployment insurance. These are mandatory benefits that should accrue to the employees and the organization should ensure that indeed they provide ensure that these benefits are accorded to the employees. The social security includes also the retirement benefits which the company or organization might ensure that indeed that they submit to the relevant authorities.
Further, worker compensation is also another large factor that is guaranteed under the United States law and it cannot be broken off from the employee's benefits. There is a need for the workers to be compensated in regards to their efforts. Lastly, each and every employee should be accorded what is referred to as unemployment insurance and their respective companies must ensure that indeed this is made true.
Chapter 12: Power point Presentation
The economic crisis in Europe keeps deepening and this has greatly affected the population of Spain and thrown it into a reverse with many Spaniards leaving the country to search for job opportunities elsewhere. The rate of unemployment is currently at 24 % and there are no signs of recovery in the near future. Spain has always been a hub for immigrants. It absorbed almost 5 million immigrants between 2000 and 2009 which means an increase of 13%. The country is currently experiencing the aftermath of this because of the unemployment crisis. The collapse of the construction industry has left many immigrants jobless, the unemployment rates are so high that Spain lost almost 200,000 people through emigration. The current demographic trends if maintained, the country will lose more than half a million people in the next 10 years (Jennissen, 2004)
One of the key rules governing the European Union is free movement off workers, the advantages of opening a labor market are many and freedom of movement and choosing a place of work is the same as a basic right, open labor markets are essential for encouraging growth and employment in Europe. Within the euro zone, labor mobility has become very important. To balancing current accounts and labor markets which results from the differences in the competitiveness ,union of currency need rebalancing mechanism to substitute for previous appreciation and depreciation mechanisms of a national currency of strong and weak economies
The economic crash in 2008 left tens of thousands homeless and according to the new statistics by UNICEF, about four children in Spain live below the line of poverty. Almost a quarter of the workface in Spain and half of the youths have no jobs to sustain their livelihood. In contrast the rates of unemployment in Australia, Germany and Netherlands are low. Migration is unpleasant but the industrial towns of countries like Germany are in dire need of educated staff and healthcare providers for their aging population. The new immigrants are most likely to return to Spain after the economy stabilizes. This short economic hysteresis shows that short term employment has long term consequences during the recession. A past observation proves that the level of country’s structural unemployment in the past previous recession is affected by hysteresis. Developing a hysteresis is complicated but a plausible way if loss of attachment to the labor force among workers who have been employed long term. Economists argue that this dynamic gives justification for a countercyclical policy.
Spaniards working in Germany will bring gains to Germany and to themselves . Migration affects the budgets because the population that just emigrated does not collect their claims. In the end is a large pool of highly skilled individuals who are not yet hysteresis victim and can be motivated for the economy when the crisis is over. This might actually be win for the Spanish economy. The situation has turned from net immigration to net emigration. Some Spaniards are going to Germany where the demand for labor is relatively high. The population fell because immigrants who were mostly from Ecuador, Colombia and Romania had moved back to their former countries or other countries to look for work. The main factor that influenced the immigrants to move into Spain was the language (Collier, 2013) .
Most immigrants came from Spanish speaking countries. Language is a factor now that the Spaniards are moving into other countries, since there are no other countries speaking Spanish within the EU. They need to be at least conversant with the official language of the country . Madras has recorded almost 60% of Spaniards seeking to learn German they are also facing a stiff competition from eastern Europeans who are known to work for low wages. the unemployment rate was recently calculated to 56%.According young Spaniards 16-24 yrs to take this risk is not as high as is expected . Some economists argue that the figures are inflated and most youths are students and some young mothers. So the actual percentage is 22% which is still high. The fertility rate in Spaniards has been low in the past decade and for every retired person there are 3.6 people of working age. It is predicted that this ratio will have deteriorated to 1.5 by 2050 according to OECD. This will increase the expenditure of the public to about 15.5% by the year 2050, this number might be worse with the recent emblem with the exodus of Spaniards.
The other problem is that the emigrants comprise mostly of the brightest minds with the most qualifications. The remaining are school dropouts who left school to work on construction sites to earn some money. This will pose big challenge when seeking for employment. There is the concern whether Spain has a climate to accommodate foreign companies willing to invest in order to curb this problem. The country was ranked 136 for ease in starting business by a World Bank survey. According to experts the exodus is a social disaster and the country’s economy system will greatly affected .They speculate that the drain might leave the country unable to recover fully from recession countries like America have flourished because of immigrants. The drain of the young generation leaves the elderly at despair over who will take care of them.
Some Spaniard experts say that the departure of unskilled migrants will help to reduce the pressure on the job markets even if the emigrants are originally from other countries. Unemployment among immigrants with some who may not have the right papers for work is potentially dangerous as it might cause conflict. The long term effects are also not so negative because it is the unemployed who are leaving. But the brain drain especially by doctors and nurses has caused the health ministry to warn of a shortfall of about 25,000 trained medical staff (Dennis J. Snower, 1997).
The rise of unemployment in the youth is also because of weak correlation between training in the workforce and the requirements of the labor market .School dropouts are high in Spain when compared to other EU countries. The youths were running after the lucrative construction industry before its collapse so they are not trained enough to adapt to labor market, the government should have invested in the workers, this might have helped in keeping the goods and services in pain competitive and helped the economy instead of expanding trade deficit and allow the jobs to ho out of the country. Spanish universities are also not competitive enough to attract international scholars and donations and even investors. the benefits of unemployment in Spain needs to be reformed and assist laid off workers but it has to be where they have incentive to work and the employers have incentives to hire .Spain did not take full advantage of the economic boom in 2000 to invest in innovation and education to make their workers competitive but allowed a lot of jobs to go overseas. The government needs to reform the system of getting benefits so that the unemployed are encouraged to apply for the new jobs they have created (Sinitsky, 2014)
Collier, P. (2013). Exodus: How immigration is changing our world. Oxford Univerity press.
Dennis J. Snower, . d. (1997). Unemployment Policy: Government Options for the Labour Markets. Cambridge university press.
Franks, J. R. (1994). Explaining Unemployment in Spain: Structural Change, Cyclical Fluctuations. International Monetary Fund.
Garcés-Mascareña. (2012). Labour Migration in Malaysia and Spain: Markets, Citizenship and Rights. Amsterdam University Press.
Jennissen, R. P. (2004). Macro-economic Determinants of International Migration in Europe. Rozenberg publishers.
Richard Lipsey, . C. (2011). Economics . oxford university press.
Sinitsky, J. (2014). Unemployment in Spain after the Financial Crisis. Retrieved december 1st, 2014, from undergraduate economic association: http://buuea.com/unemployment-in-spain-after-the-financial-crisis/
A trade union has been defined as an organization of workers who have come together to make sure they receive favorable wages, working hours and other working conditions that suit them. The workers may be from the same professional field or different fields that have a relation. Trade unions are very common especially in the skilled labor taskforce rather than for professionals. Their activities aim at ensuring their member's satisfaction with the working conditions of the places where they work (Skurzynski, 2008). Trade unions are popular because of the power to rally their members to hold protests and peaceful demonstration if the government does not fulfill their wishes. Such demonstrations are more common in third world nations rather than developed nations. In such nations, trade unions command respect from the government since they have the power to rally their members to protest against the harsh working conditions.
Such demonstrations in most cases happen to last for a couple of days. The members happen to be resilient and not willing to go back to their working places until they get what they desire. However, a look at the future of the trade unions of the United States shows a decline in their membership rates and also their power. It beats all odds since it would be expected that as the number of the employed people rises the power and influence of the trade union would as well increase. Therefore, if some people share these thoughts, they better be in for a rude shock. Trends show that, in the United States, trade unions are at the brink of extinction, and no one seems to try and save this sinking boat.
The history of trade unions in the United States dates back to the early nineteenth century. The reason that led to the formation and organization of workers in the mid-nineteenth century was the industrial revolution. The economic and social impact of the industrial revolution influenced the employees to form trade unions. In 1866, the National Labor Union was born, and this happens to be the first ever trade union in the United States. The National Labor Union did not have restrictions and accepted workers from all types of jobs. The organization, however, crumbled before it could make any significant achievements but set the pace for the emergence of other trade unions later. In the post civil-war era, the Knights of Labor was one of the major forces in the late 1880s. The Knights of Labor had a membership of about 700,000 and the main issues that it addressed were: opposition against child labor and eight hour working system (Harcourt, 2006). However, its fame did not last for long and after a few years the organization collapsed due to; poor leadership, constant disagreements in the leadership and strong opposition from the leaders both in the government and the employers.
In 1886, Samuel Gompers with the help of a few other scholars founded the American Federation of Labor. This union, unlike its predecessor, was more successful, and it fostered the union of local unions into one large national forum. The organization also had much more influence than the Knights of Labor commanding a membership of about 1.4 million workers. Under the union, employees were able to articulate their grievances and the union held a couple of strikes which are not told whether they successful or not (Skurzynski, 2008). The American Federation of Labor had a political part to play, and its support for the democrats was clear. The American Federation of Labor was also successful in ensuring the safety of workplaces for their members and negotiations of wage increase.
Before there was an amendment in the federal laws, trade unions were illegal since workers did not have the right to organize and create such organizations. However, in 1935, in the passage of the National Labor Relations Act, Wagner Act, of 1935 employees were given the go ahead by the state to join and form trade unions. The enforcement of this law favored the unions in a very big way since they were now able to carry out their activities in the open, without the fear that they might be offending other laws. In the late 1930s, a few American Federal Labor unions came up to form a national organizational that would work in favor of all types of employees. This led to the emergence of the Committee for Industrial Organization (CIO). The Committee for Industrial Organization was aggressive in its activities and rallied millions of workers in steel, rubber and automobile plants to join the organization.
However, in 1938 the American Federation of Labor broke off with the other unions that had helped in the formation of the Committee for Industrial Organization., The AFl went ahead to join with the Committee for Industrial Organization, which had changed its name to the Congress of Industrial Organization, which had made itself an individual organization. The merger which took place in 1955, lead to the birth of the AFL-CIO. The strength of these organizations kept on increasing as the number of public workers also increased. In the 1970s, the trade unions were very powerful, and even politicians would seek their help to try and clinch their seats. The membership of private trade unions, however, was not as good compared to the public sector.
Up to date, the AFL-CIO has kept its stake in the market and is the largest trade union in the United States. In 2005-2006, there was a break off by some members of the AFL-CIO, who formed the Change to Win Federation (Booth, 1996). Most of the labor unions in the United States, therefore, either belong to the AFL-CIO or the Change to Win Federation. The two labor unions are involved in the same activities; protection of the rights of the workers and ensuring they get the best working conditions. Their activities involve the workers in the United States and Canada, as well. Both organizations also indulge in political favoring, and they seem to support the Democrats in all instances. The AFL-CIO is, however, concerned with issues regarding international economic issues and trade and tries to make the situation better for Canada and the United States. Trade unions have, however, had to sustain attacks from imperial conservative political operations which blame the unions for the company bailouts and anything wrong that might be happening to their workers.
The main reason why the private sector unions are not successful compared to the public sector unions is because their activities were monitored by the National Labor Relations Act in 1935. This law is under the governance of the National Labor Regulations Board, which is an independent federal corporation. On the other hand, the public sector unions tend to be a little free since they are under the governance of both the state and federal law. Compared to their private counterparts, the public sector unions have proved to be successful in ensuring wage increases, increased memberships and better working conditions for their members. They hold negotiations with the federal or state government to achieve what they propose and the negotiations end after a common ground is reached. In the case of disagreements and the federal or state government failing to honor their proposal, they result to the last option which is strikes.
Strikes or industrial walk outs are held in compliance with the state law to avoid the breaking of laws. The process of holding a strike can be hectic and very long at times. This is usually the last option and is a secret weapon which seems to sway the employers to give in to trade unions demands in the long run. A strike is a good example why trade unions are much more powerful than individual workers (Phelan, 2009). This is because logic defies that one worker in a company hosting thousands of workers would have any impact when demonstrating compared to all the workers rallied by a trade union. If a single employee decides to put her work tools and demonstrate, her fate will be easily sealed. All the employer has to do is to fire her; however, an employer cannot fire a whole lot of employees that they have after they go on an industrial walk out.
For a strike to take place, a union must announce for a strike action which is a declaration by the leadership of the union. This is usually the result of failed negotiations between the union with the government or concerned parties. The leadership of the union has to vote first before a strike action can be issued. Different unions happen to have different rules, which determine the least number of votes needed to, call for a strike action. Most of the trade unions approve of an eighty percent support for the strike action to be issued. In the case of workers who belong to a certain union striking without the consent and approval of the union, this is referred to as a wildcat’s strike. Unions try to use all available methods to avoid the occurrence of a strike. They are willing to hold negotiations for more than one time before they can result to call for a strike action. In most cases, strikes happen to settle the dispute.
Employers weigh the stats, and it is very clear that, during the strike, the company does not make any money thereby incurring losses. These losses added to the debts that the company has to service and the expenses still being incurred. This prompts the employers to agree to the terms the union is offering or renegotiate. In most strike cases, employees also miss out on their salaries but unions have come up with ways of countering this. They have come up with protection rights that ensure the employees still get paid while they are demonstrating for better conditions. In some cases, especially when the number of workers involved is not that big, some employers may be tempted to fire the staff and hire new staff. This, however, can lead to civil strife between the striking workers represented by the union and the employer. In most cases, the employer will lose the case since they may be no valid reason for the firing of the striking workers. The court in most cases may demand the employees to be reinstated, paid damages charges and their grievances reviewed. The best course of action in a strike for an employer is to call the union and have renegotiations which will see the two reach a favorable ground for both sides.
Under the law, every employee is entitled to join a trade union of their choice under Article 23 of the Universal Declaration of Rights. In 1947 and 1959, two laws were passed. The laws are the Taft-Hartley Act and Landrum-Griffin Act respectively. These two laws powered the private sector employees to form and join trade unions freely for their own benefit. In 1962, the president John F. Kennedy issued an Executive Order #10988 that allowed public sector the right to form trade unions like their private sector counterparts, but made strikes illegal. In 1981, Professional Air Traffic Controllers Organization members went on strike, and this was still illegal due to the executive order issued by former president John F. Kennedy. President Ronald Reagan, therefore, in support of the law and his capacity as a president fired all employees who were involved in the strike. The firing of the employees despite being technically legal was faced by an outburst by the labor organizations accusing the president of union bursting.
The National Labor Relation Act makes it possible for private sector workers to carry out industrial walk outs. If the strike is based on economic reasons like workplace conditions, the employer is allowed to hire replacements for the striking workers. The striking worker, therefore, has to wait for a vacancy to come up in the same company as a replacement worker continues working. However, if the strike is based on unfair labor practices, the striking workers have the right to demand the reinstatement at the end of the strike. If, during the negotiations, there is a no-strike clause and the unions goes against this and holds a strike, the employer has the power to fire all the employees involved.
Such a scenario is considered by labor unions as union bursting though such action could also lead to the dissolution of the union. In the United States, there is a provision in the federal and state law that allows the decertification of trade unions. This policy is quite similar to the Derecognition of Trade unions in the United Kingdom. The National Labor Relations Act, which is under the governance of the National Labor Relations Board, provides an allowance that allows the decertification of a trade union. This is done through a petition which is either filed by an employer or a person or organization on behalf of the employees. The decertification claims if considered lead to a decertification election where the decision of the majority is what determines whether the labor organization remains, or it scrapped off.
A decertification petition also has its limits, and like an election petition can only be served when a contract has already expired or is nearing its expiring date. In Canada, the situation is not so different, and all the provinces have set out rules that state what is needed for employees to decertify a trade union (Harcourt, 2006). The government in most nations is strict and has set it out that employers should make it very clear to employees on the various ways that they can decertify a union. A union buster is a term used by labor organizations to refer to individuals or organizations that represent the trade unions during decertification process or trade disputes. The post of a union buster in most cases is given to a firm that involves itself in management consultancy, industrial relations consultants, independent contractors, former trade union leaders and specialists in industry psychology. They also seek the legal advice of attorneys who specialize in the field of supervisory training, compensation analysis, arbitration and mediation, labor law and bargaining.
Firms and organizations also employ the attorneys to help in the formulation of policies that will not lead to the satisfaction of their members. The attorneys work in cooperation with supervisors and management of the company with one of their aims being the creation of policies that ensure workers attitudes are positive towards the union. They advise the leadership of the companies to solve any civil unrest before word arrives at the trade unions. It is easier to discuss the terms that employees desire with them rather than with the trade unions which are more radical and aggressive. The company’s management will be encouraged to have a forum through which they can have talks with their employees. The aim of such talks should be to access the problems that their employees may encounter. Talks should also address any suggestions that they may have to make the working conditions favorable for them.
There are many controversies that have manned the future of trade unions with some predicting their end is near while some critics do not agree on this fact. There is an overall trend that shows that the membership to trade unions is decreasing. The membership of private unions has been on the decrease compared to the public sector (Booth, 1996). This can be compared to an increase in the number of public workers compared to the private sector. Therefore, creating the need for the public sector employees to be employed more compared to the private sector. In 1940, the trade unions represented only 9.8% of public workers and 33.9% of private sector employees. However, in this era, things have reversed, and the trade unions represent 36% of those working in the public sector compared to the 7% represented by the private sector.
In 2007, the department of labor reported a possible increase in the membership of trade union members, from 12.1% to 12.4%. This was after the membership of the unions started decreasing from 1954 to 1967. The membership was stagnant with insignificant increases and decreases in membership from 1967 to 1979, which after that the numbers started decreasing again. The increase in membership was from the service sector rather than the manufacturing sector (Baldwin, 2002). On the other hand, the membership of the private sector employees to trade unions increased from 7.5% in 2007 to 7.6% to 2008. However, the trend changed in 2008 after the number decreased again to a percentage of 7.2.
According to statistics provided by the Department of the United States labor, only 11.3% of the salary and wage workers were members of trade unions. In the year 2011, 11.8% of the salary and wage workers were members of trade unions. This shows a decline of 0.5% in the membership of the trade unions. Compared to the year 1983, which was the first year which statistical data concerning trade union membership was provided, the membership was 20.1% of the salary and wage workers. In 1955, the private sector unions commanded a membership about 35% of the workers who work in the private sector. There are various reasons that researchers and economists have provided to try and explain the reduced membership of trade unions in both the private and public sector.
The main reason that faces accusation of the decline in the membership of the trade unions, both in the private and public sector is the reduction of workers in the manufacturing sector. The basis of the creation of trade unions was to cover for the workers involved during the industrial revolution. Therefore, the greater percentage of these workers worked for the manufacturing industries. The change in the task force has seen the reduction of the manufacturing industries and seen the introduction of other industries. This trend has not only been experienced in the United States, but most of the developed nations are facing the same situation (Harcourt, 2006). The United States has, however, had the highest rate of the decrease in the membership to the trade unions in all the developed nations.
This trend, however, cannot be completely accounted for, and the economists say the difference in market share may also have a hand in the change. The fact that, in this decade, most people in the workforce are professional explains a part of the decline. People working in white collar jobs takes themselves as individuals and, therefore, may command a pay rise or promotion according to their abilities or effort. If the company or organization does not offer the expected results from the professional employees, they have a better option than rushing to the unions. Most employees will opt to quit their jobs and seek employment in other organizations that have better policies and where their efforts will be appreciated (Phelan, 2007). This is different from the 1950s where the workers had no option.
If they quit their jobs, they would not have the qualifications that they could produce in order to help them secure other jobs. They, therefore, had only two options: agree the oppressive situations with which they may be working under or join a trade union which will stage a fight on their behalf. The bigger populations of employees now possess degrees and are professionals in the areas that they work. Therefore if one is not satisfied with the working conditions of their working places, one has the option to leave and work in a more favorable organization.
The changes in the political and economic sectors in the United States are also to blame for the decline in the popularity of trade unions. The changes have left behind a rather hostile environment that is putting the future of trade unions to risk. In the 21st century, the percentage of organized labor has declined rapidly compared to about twenty years ago. This has led to the unions registering few new members and having to stick to their old members who are also quitting. The ineffectiveness of the trade unions and the government to combat globalization and democracy will cost trade unions their existence. The low membership in private sector trade unions can solely be associated with the National Labor Relations Act. The NLRA has constantly failed to adapt to the changes in the global market and competition.
Most multinationals have put strict rules that ensure that the alteration of any social partnerships for their workers. This viewed as a new form of neo-liberal globalization which has caused challenges to trade unions not only in the United States but also globally. It has also presented a very dramatic turn in the way view capitalism when it comes to the working class and the global market, as well. The people on the suffering end are the workers, and the effect has also touched the political system. This has caused a shift of the political system to the political Right when it comes to the leadership circles in the USA.
The advancement of technology and the growth in the education levels are also posing a threat to trade unions. Most people in this century are professionals in what they do for a living, and the careers have changed. There is also the emergence of an era where people apply for jobs online and work from their homes. The terms of such jobs are usually well elaborated, and every party is expected to follow them to the letter. For such a person, they would find it unreasonable to join a trade union since they do not see the need to. People actually prefer suing the employer or employee if one breaches the contract rather than the lengthy procedure of joining a trade union.
The solutions that trade unions have on their hands to try and save their existence are very limited. For the private sector, it would be right to say that unions can only be saved by being let free of the regulations put under them by the NLRA. The regulations of the NLRA should be stricter when it comes to the state and the unions rather than putting restrictions on employers and employees. The NLRA has failed on its agenda to creating favorable labor markets by the change of the bargaining power from the employers to the employees. Trade unions need to change and adapt with the market. This can be achieved by the use of modern methods of advocating for and increasing their membership.
There is a need for the trade unions to prove themselves to the government and the workers that they are relevant. This is the only way that they can increase their membership which will lead to the return of the lost power. The unions must come up with new political plans that focus more on the needs of the working class. They should also formulate ways through which they can take care of the unorganized labor and not only limit their membership to organized labor. The issue of democracy would also save the existence of trade unions. This should be done on a national and international level, ensuring all forms of irregularities are catered for in the right way.
In conclusion, it is very correct to say that the end of trade unions is nearing. If things keep moving in the same way they are, then some decades to come, trade unions might end up being irrelevant (Baldwin, 2002). The result might lead to the introduction of Trade unions as a topic only to be studied and written in history books. A poll done by the New York Times shows that, the larger percentage of the American population 60% is against collective bargaining. Only 33% of the American population declared the support for collective bargaining. This shows that the popularity of the trade unions has decreased compared to some decades ago.
The decline of the popularity of the trade unions can be traced to 2009, as indicated in the Great Recession research paper. This saw the reduction in the popularity of trade unions to below 50%, which was the first time for such action. There is also a big part of the American Population that associates the high unemployment rate with the low hours that the unions advocate (Phelan, 2007). Therefore if the unions want to secure their existence; re-strategize is the only option they have. The only way the leadership can save their companies from the sinking boat is by finding new and better ways of carrying out their activities.
Baldwin, R. E. (2002). The decline of US labor unions and the role of trade. Washington, D.C: Institute for International Economics.
Booth, A. L. (1996). The economics of the trade union. Cambridge: Cambridge Univ. Press.
Harcourt, M., & Wood, G. (2006). Trade unions and democracy: Strategies and perspectives. New Brunswick, N.J: Transaction Publishers.
Phelan, C. (2007). The future of organised labour: Global perspectives. Oxford, [Eng.: Lang.
Phelan, C. (2009). Trade unionism since 1945: Towards a global history. Bern: Peter Lang.
Skurzynski, G. (2008). Sweat and blood: A history of U.S. labor unions. Minneapolis: Twenty-First Century Books.
Employers usually involve in the negotiation processes with the workers unions when they want to improve the performance of their organizations. Some of these negotiations are concerned with the level of payments to be offered to the workers that will enable both the works union and the employers benefit. As such, employers may call upon the workers unions to reach a consensus by cutting down the workers’ wages by some specified percentage to improve the efficiency and profitability of the firms and to include more potential workers into these unions. This paper will discuss the issues concerning the workers demonstrations or strikes and their union’s agreement to wage cuts.
UAW agreement to wage cut
The UAW union consent to the 50% wage cut was due to many reasons. Because they felt that the recession made the company more vulnerable to pay the new recruits and the existing workers, the only way to make things possible was to ensure that the payments are lowered to accommodate everyone in the workforce (Workers.org, 1). The wage cut would enable the company to revive from the recession by enhancing efficiency concerning the labor costs. The union must have agreed to the wage cut to make the company profitable at the expense of its members’ economic concerns and human rights. Another reason for the consent could be because the union wanted to enhance a stronger collective bargaining power (Workers.org, 1). When the laid-off workers are called back, new recruits incorporated into the existing workforce, and the existing workforce maintained the workers’ base would be large and stronger to speak for their rights in future proposals.
The union could have been aiming at obtaining a stronger bargaining power by ensuring that the level or size of the workers is big enough to influence the employers’ actions in future when they want some changes about the workers’ rights to be made (Industryweek.com, 1). The union was also responding to the agreements or promises made by the employers. The employers always subcontract with the unions of workers on issues related to how they can make their organizations more profitable by cutting down the costs of operations. Some of the agreements can be calling back the laid-off workers and employing more workers (Workers.org, 1). The union can be convinced by some of these reasons and promises made by the employers. This makes the union accept the changes such as the 50% wage cut as a way of achieving the promise which sometimes the employers do not fulfill.
The workers have the justification to demonstrate because of the negative effects that the reduction in their pay will have to them. Their living conditions may worsen because they are not able to obtain enough funds to take care of their families. They will not be able to afford the prices of household commodities because the wages they would be paid would not be sufficient for their limited wants (Industryweek.com, 1). It is the right of the workers to be paid fairly and equitably according to their experiences and competence. Failure to do this by the employers means a violation of their rights. It was therefore justified for the workers to demonstrate. Also, according to the labor laws, strikes and demonstrations that are reasonable and reflecting fighting for human rights is legal. Workers are free to strike in regards to economic reasons such as better pays and benefits and favorable working conditions (Industryweek.com, 1). Also, they are free to strike to resist the improper decisions and unfair negotiations that happen between their union representatives and their employers. The workers’ demonstration, therefore, was in agreement with the policies and laws regarding employment contract.
Moreover, the workers also believe that the company is in a position to pay them the fair levels of wages but simply ignore that because of new recruits. The workers have not found a valid reason their payments have to be reduced by half. Furthermore, they consider that the reduction is so much significant and inhumane (Industryweek.com, 1). The workers’ unions should always work and act in the interest of the members. Since workers are the members, the unions should act or implement changes that make the workers feel motivated and inspired to work harder. When the unions cannot act in the interest or favor of the workers, it means they betray them (Workers.org, 1). One of the ways to show the unions about their betrayal and improper actions and decisions is to demonstrate or strike. Therefore, it was valid for the workers to picket and show their grievances.
Employees influence on the union leaders
Some of the common tactics that the employees can apply to influence the union leaders to make a change in the union goals include; free speech fights where workers directly talk to the union leaders on their concerns by challenging the authority through perseverance (Iww.org, 1). Also, workers can use tactics such as conventional strikes for better pays and working conditions (Iww.org, 1); short strikes especially during busy seasons of the business; and sit-down strikes and boycotts, where employees go to work but do nothing, can also be used to enforce the union leaders to realize the seriousness of the workers concerns.
The workers unions can agree to wage cuts with an aim to respond to the employers’ appeal to improve business efficiency and profitability, and also obtain other benefits in return such as stronger bargaining power and calling back the laid off workers. Workers strikes and demonstration is legal when it is about economic mistreatments by the employers such as low wages. Moreover, workers can ensure that their goals are met by engaging in sit-down strikes and boycotting work to convince the union leaders and employers to make better changes concerning their working conditions.
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Iww.org. '(8) I.W.W. Tactics Or Methods | Industrial Workers Of The World'. N.p., 2015. Web. 31 Oct. 2015. Retrieved 31 October 2015, from http://www.iww.org/about/official/StJohn/8
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