A labor union is a group of individuals working together to achieve shared job-related goals, such as higher pay, shorter working hours, more job security, greater benefits, or better working conditions. Labor unions have changed over the years. In the following paragraphs, I hope to be able to explain what I have learned from my textbook and from research of the Websites listed for the course.
Labor unions began during the Revolutionary War because of the desire of workers to have better working conditions, better pay, better working hours, better treatment, and to do away with child labor. These unions appeared because of the craft workers they supported. Courts did not side with unions during this time and unions found it difficult to improve pay and working conditions. The Knights of Labor used lobbying instead of collective bargaining to achieve their goals. This was the first union to organize whether the group was a craft or not. They also were the first to have women and blacks as members. The depression of 1873 did nothing to help the union. If anything it created the perfect conditions for the union to fail. The Knights of Labor, having reached a membership of approximately 700,000 by the mid-1800’s, was weakened by inside disagreements and outside charges of violence. The union disbanded around the turn of the century.
Craft workers still needed representation and sought that representation with unions that would have their best interests at heart. The American Federation of Labor (AFL) founded by Samuel Gompers was formed in 1886. The AFL used collective bargaining and a pragmatic approach to union-management relations.
Membership grew to more than five million by the end of World War I. The 1920’s were difficult years for the AFL and membership began to decline. The Great Depression of the 1930’s caused an even greater decline in membership. Then President Franklin D. Roosevelt announced the New Deal. This was to jump-start the economy and bring it out of depression. The New Deal came with laws that made organizing easier for the unions. During the 1930’s, the AFL continued with craft workers being the main membership. The Congress of Industrial Organizations (CIO) was formed from thirty-two unions kicked out of the AFL in 1938. The CIO was concerned with the steel, mining, auto, meatpacking, paper, textiles, and electrical industries. The CIO had approximately half of the membership of all unions at that time. Growing conflicts within the union and Congress putting the brakes on the power of the unions caused the AFL-CIO to merge in 1955. The membership was at fifteen million with the merger.
There were major labor laws that came about to govern the rules, regulations and judicial decisions of unions. The Norris-LaGuardia Act of 1932 limited the ability of the courts to issue injunctions prohibiting certain union activities. National Labor Relations (Wagner) Act of 1935 was a federal law to protect the workers rights to form unions. This act also established the National Labor Relations Board. This board oversees all labor relations still today. The Fair Labor Standards Act of 1938 dealt with the work hours and wages. The Taft-Hartley Act of 1947 dealt with unfair and illegal union practices. This law allowed states to pass right-to-work laws and did away with closed shops. The Landrum-Griffin Act of 1959 imposed regulations on internal union procedures. These included elections of national leaders and filing of financial disclosure statements.
From the mid 1950’s, union membership has been on a decline. There are still many unions and many union members, but the incentives of becoming a union member are not attractive enough to get many new members. The tradition of union affiliation is changing with the changing of the workforce. The workforce has gone from predominantly male to more women and ethnic minorities and they are less likely to join unions. Another reason union membership has declined is because of the employers. Employers have tried to eliminate the feel of need for a union. The workplace has been made more employee friendly and the employees are treated with respect and dignity. Another way employers have avoided unions is by letting the employees be involved in the management of the business, paying higher wages, and giving job security. The third reason unions have declined is because they are victims of their own success. Unions raised their wages above the wages paid to nonunion workers. Therefore, union products have become so expensive that sales were lost to less expensive foreign competitors and nonunion producers.
Although union membership has declined over the years, unions are and will remain a major role player in the business world. Unions have changed over the years, going from demanding benefits for employees to working with management to find suitable contracts. Ensuring job security, maintaining the benefits employees have, and becoming partners with the businesses are a few of the ways unions have changed. Survival is the key today for unions and businesses. By becoming partners, employees and the business share the same goals. The graph below shows what percentage the union membership was from 1995 until 2002 and what the decline has been from 1955 to 2002.
A union is the bargaining agent for workers of a given business. The union bargains with the business for a contract for employees. The contract covers such things as benefits, vacation time, wages, working hours, cost of benefits to employees, job security, and management rights. When the bargaining gains approval by the union and the business, a contract for a specified agreed upon length of time is signed. Both parties agree to abide by the terms of the contract and to be able to negotiate another contract at the end of the present one. When the bargaining fails, the union and the business have not come to satisfactory terms to be able to sign a contract. The union then decides what steps to take. This is usually in the form of a strike. There are other tactics that a union can choose. They include boycotts, picketing, and a work slowdown. Management tactics include lockouts and the hiring of temporary or permanent workers to replace the striking workers. The final way of settling a failed bargaining is to have a third party serve as a mediator. This mediator can advise in the mediation phase or can dictate the settlement in a voluntary arbitration.
The administration of a labor agreement is a collective effort by union representatives and management. Labor agreement details are written in the form of a contract. Disagreements arise out of the things that are not written down, the way things are handled from one situation to another, interpretation from one individual to another, and the list could go on. To solve these situations, a shop steward investigates to see if and where there is a violation of contract. If there is indeed a violation, the shop steward files a written grievance form signed by the individual who has the claim. There are a number of steps that a grievance could go through. Hopefully for both sides, grievances are settled early in the procedure. If not, the grievance can go to arbitration. At this step the union and the business face costs. This is not the desired avenue on either side to settle a dispute.
In closing, as wages stagnate, as companies cut back on health insurance and pensions, and as work hours grow longer, more and more workers want a voice on the job with a union. Community and religious allies of these areas along with elected officials in the state and local levels strive to help these workers have a voice and build a majority in Congress for labor law reform. Unions aren’t strong in all areas of the United States. There are still areas that need union intervention along with help from Congress to make the working conditions, wages, and etc. better. It looks as though unions will continue to be strong, but will take on much different roles and responsibilities. To be able to survive, unions and businesses will need to form partnerships and make those partnerships work for profitability, growth, and effectiveness. By doing this, the rewards for both should be equitable.