Collective Bargaining In The Workplace Essay

Collective agreement. That’s the biggest separation between union and non-union work places. Employee’s who work under a non-unionized work environment are subject to being employed under “management conditions.” They have no legal protections about the conditions in which they were hired, so if a manager changes his/her mind about the terms and conditions of the employment your subject to those changes. Where as in a unionized work environment you have set terms and conditions in which you were hired that must be maintained. Some of the terms and conditions that unions protect for example are wages and benefits. Being part of a union protects you from a management that “changes the conditions” of employment.
There are many benefits to being …show more content…
This was more in favor of the employers by limiting the power that some of the unions had acquired under the Wagner Act. The Taft Harley Act was definitely more favorable to management by limiting the power that unions had, the intentions of the Taft Hartley Act was to readjust the regulations of labor management and basically give everyone involved a fair playing field if you will. Another big thing the Taft Hartley Act did was to establish 6 unfair union labor practices. It stopped excessive fees for joining unions as a condition of memberships. The Taft Hartley Act also prevented the influences in a employers representation they choose if collective bargaining is needed and protects the employer from paying services that were not …show more content…
The Landrum Griffin Act required that unions create a “bill of rights” that can be used to make sure that there was internal democracy, and this was to be given to the Department of Labor. This act also required that all financial reports must be submitted, this is to include any activities and interest that the union may have to the Department of Labor, this helped enforce and protect members of the union from losing money for personal