Human Resource Management Term Paper

10 October 2016

The Taft –Harley Act was enacted in 1947, sponsored by Senator Robert Taft and Representative Fred Hartley; known as the slave-labored bill due to its conflict with democratic principles. This act gave employers the freedom to bargain and negotiate their rights while maintaining order and production. As a result of these acts and culture there is a distinct deference in how managers and employees view unions. (4) As the desire for fair treatment and equal treatment become the priority, the members of West University are not immune to the politics.

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Of the many factors that forced the Resident assistants (RA’s) to seek protection under Wagner Act, job security was at the forefront. As high turnover in RA’s continued many members were faced with acts of discrimination and unfair punitive actions. The concerns came when RA’s were being fired for doing the same acts that residence i. e. (area directors, resident directors) was only being counseled for. This issue struck me as favoritism towards Directors, which in many cases will cause animosity among members. I feel the RA’s have a legitimate grievance against the system in-place.

History has shown that when subordinates are subjected to policies that differentiate from management, the work place can become a hostile environment. True, ranking and seniority has its privileges; but when acts are subject to termination then a system of due process and policy uniformity should be in place. In this case a need for a union is needed to speak and protect the rights of all that are affected. (5) Coupled with change and growth, an air of resistance will arise giving those whom oppose an idea fuel to debate whether a union is needed.

In the implementation process of petitioning for union, senior RA’s and Community Development Assistance (CDA) gave testimony that only 12 out of 600 RA’s were fired over a two-year period. These numbers were immensely low compared to other organizations. The members were justified in their opposition towards union representation. (5a). There has been a great deal of debate to whether unions worsen or improve labor relations. One the on hand union employees have a workload limits that they abide by as well as unionized strikes which can completely shut down an organization.

But on the other hand unions can reduce turnover by allowing employee-employers relationship to grow by being an outlet for both sides. (Noe, Hollenbeck, Gerhart &Wright, 2004) The benefit of a strong union in place allows members to resolve grievances, bargain wages and benefits, and organize campaigns that attract new talent from certain companies or industries. The union will also encourage members to join by highlighting the benefits of having a major voice during contract negations. 6) The union laws in comparison to state and public employees with rules regarding National Labor Relations Association (NLRA) recognition for private sector employees. Although NLRA sets standards that govern the labor relations between many employers and employees, the federal governments ability to regulate labor and management relations is then limited by the commerce clause of the U. S. Constitution. This means that congress can only declare the rights of employees and employers to regulate labor and management relations in situations when the employer’s organization effects interstate commerce therefore is subject to NLRA rulings. 7) The Labor Relations Commission (LRC) determined that the RA’s were entitled to fair assembly and the right to engage in collective bargaining base on the federal law given under the NLRA. Which states that local and state governments cannot regulate activity that are protected by or prohibited under the NLRA. Base on the fact that these regulations are preempted by the federal regulation of the same activities. Moreover state and local governments cannot regulate certain area of labor relations that are not regulated by the NLRA because Congress’s decisions do not regulate.

Furthermore, the NLRA prohibits employers and employees from engaging in certain “unfair” labor practices, the violations of which are grounds for legal action. In conclusion state and federal labor laws are set in-place too not only protect the rights of employee’s but bridge communication gaps with employers. The simple act of knowing what yours rights are as an organizational member will foster peaceful relationships at all level.

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