Management and Unions
Management and Unions
Unions are bargaining units formed by a group of employees to enable them fight for their rights on issues of wages, security, work benefits and other employment issues. Management involves the staff group of workers who manage the organization. These two groups of people should be conversant with the law to ensure there is a good relationship between the management and the employees. There are major legislations in management and unions. These laws formulated to ensure that both the employee and the employer rights are observed and respected by both parties. The Fair Labor Standards Act was started to ensure that there is an effective bargaining on the employees’ wages. The Act was formulated due to negligence of the workers overtime and any training sessions done where no compensation was done. The employee is also entitled to leave days where the Act orders employer to give compensation on the days left at the closure of the year. The Act also regulates the age of the employees on various job groupings. For instance persons at under the age of eighteen years are not allowed to work in the non-agricultural operations (Greenwood, Suddaby, & Hinings, 2012).
The Occupational Safety and Health Act regulate the working safety and health in the working conditions. They regulate both the public and the private sector where they ensure that the employees are well protected from external violence together with their hygiene. For instance the Act allows the employer to file a case if his or her health is violated in the working environment. In case the employee is sick due to the working conditions it is an obligation of the employer to cater for the medication of the employee. The employer is also advised to update all the insurance bills of their employees. The Employee Retirement Income Security Act was formed to ensure that the employees get their retirement benefits. The Act is also concerned with the welfare of the employees. In that, when an employee diminishes his or her family is compensated and given their retirement dues. Any legislation has got benefits and roles to play in an organization (Harris, 2009).
Importance of the union-management laws
The laws chosen have different importances in an organization. For instance, Fair Labor Standards Act has got prescribed standards by which organizations should meet to their employees. This legislation of wages and hours ensures that the overtime hours are paid which are witnessed in most private sectors and also public sectors. It restricts children who are under 16 from working and provides age standards for the employers during recruiting the employees to avoid child labor. Workplace safety &Health which is administered by the OSHA ensures that the working environment is safe for the workers. Safety and health conditions are critical issues for the employees therefore; OSHA ensures that this rule is observed in the private sectors. Workplace Safety & Health legislation covers the employers whereby both public and private employers must comply with rules and regulations for the provision of health working environment of the employees (KANE‐URRABAZO, C. H. R. I. S. T. I. N. E. 2010).
OSHA programs give the employer the task of ensuring that the employees are free from hazards and workplace recognition which may affects the employee’s participation. Pension is one of the benefits an organization provides for the employee. Employee Benefit Security therefore ensures that there are plans for dealing with the pension benefits. The Employee Benefit Security law ensures that the administrators have funded the insurance system to ensure that the employee’s benefits are fully covered. It is also responsible in health care provisions whereby the Act reports any requirements needed for the continuation of the health care. It makes the employees feel secured and protected by the unions. Job security ensures that there is great relationship between the supervisor and the employees which lead to their satisfaction (Harris, 2009).
Role played by the three legislations in shaping management- union relationship today
Conclusively, laws have contributed so much in shaping the management-union relation. This is witnessed in the employee’s satisfaction in their workplaces. The laws have played a role of ensuring that the voice of the employees has been heard and their welfare has been improved. The legislation has set standards whereby the employer must follow all the guidelines provided by the legislation from recruiting, retaining, training and employment of the employees. The law has shaped the relationship in management-union by ensuring that the voice of the workers is heard reducing the level of strikes. There is good relationship between the employers and the employees whereby their interests are communicated to the employer via the unions.Trust has been improved between the employer and the employees have been improved through laws whereby problems can be discussed and solved to avoid future challenges within the organization (Greenwood, Suddaby, & Hinings, 2012).
Greenwood, R., Suddaby, R., & Hinings, C. R. (2012). Theorizing change: The role of professional associations in the transformation of institutionalized fields. Academy of management journal, 45(1), 58-80.
Harris, J. (2009). Scientific management, bureau-professionalism, new managerialism: The labour process of state social work. British Journal of Social Work, 28(6), 839-862.
KANE‐URRABAZO, C. H. R. I. S. T. I. N. E. (2010). Management’s role in shaping organizational culture. Journal of nursing management, 14(3), 188-194.