“Labor Unions” Please respond to the following:
From the first e-Activity, evaluate the intended effectiveness of The Americans with Disabilities Act and The Rehabilitation Act of 1973. Determine how these laws affect human resource (HR) management. Speculate what the impact of the Act will be in 10 years. Support your position.
These laws and others affect Human Resources in the fact that they are not allowed to discriminate against anyone with a disability. The company must give everyone the same applications, the same testing, and ask the same questions. In my opinion, I believe in the next 10 years the laws will probably have to be updated to accommodate any other issues that may not exists or will develop over time.
From the second e-Activity, examine how the role of unions in other countries differs from the role of unions in the United States. Provide examples of three countries and how unions operate in those countries in regard to HR management.
The trade union system in the late Soviet Union consisted of thirty unions organized by occupational branch. Including about 732,000 locals and 135 million members in 1984, unions encompassed almost all Soviet employees. Enterprises employing twenty-five or more people had locals, and membership was compulsory. Dues were about 1% of a person’s salary. The All-Union Central Council of Trade Unions served as an umbrella organization for the thirty branch unions and was by far the largest public organization in the Soviet Union.
- Three countries that have unions and how they are utilized along with HR Management
- Soviet Union
Union membership influenced union operations only at the local level, where an average of 60% of a union’s central committee members were rank-and-file workers.
After the Polish trade union movement, Solidarity, had achieved some success in Poland Soviet trade unions became more vocal in protecting workers’ interests.
Labor unions emerged in Japan in the second half of the Meijii period, after 1890, as the country underwent a period of rapid industrialization. Until 1945, however, the labor movement remained weak, impeded by lack of legal rights, anti-union legislation, management-organized factory councils, and political divisions between “cooperative” and radical unionists. In the immediate aftermath of the Second World War, the US Occupation authorities initially encouraged the formation of independent unions. Legislation was passed that enshrined the right to organize, and membership rapidly rose to 5 million by February 1947. The organization rate peaked at 55.8% of all workers in 1949 and subsequently declined to 18.5% as of 2010.
- 2) The European Union
- The European Union is a political-economic union that consists of 28 member states that are located primarily in Europe. The EU operates through a system of supranational institutions and intergovernmental negotiated decision by the member states. The institutions are: the European Commission, the Council of the European Union, The European Council, and The court of Justice of the European Union, the European Central Bank, Court of Auditors and the European Parliament. The European parliament is elected by the EU citizens every 5 years.
- 3) Japan
The labor movement went through a process of reorganization from 1987 to 1991from which emerged the present configuration of three major labor union federations, along with other smaller national union organizations.
HR develops all kinds of cultures, but they will only do this as long it benefits the company. The average person would state that the Human Resource department is for the employee but its actually for the benefit of the company They make sure that the company follows the state and federal regulations that has been sent forth, that the company must adhere follow. HR is the one that determines who gets hired, fired, who gets paid what and when the employee’s will be paid.