Nov 10, 2017 in Law

Labor Laws and Unions

Introduction

The International Labor Organization (ILO) is an organization that aimed at uplifting decent and accepted working standard throughout the world. It is an agency under the United Nations that encompasses the representation of Governments, Employers, and Workers who come together to formulate policies and programs contributing to decent working conditions and promoting value of life (Boal, W.M. and J.H. Pencavel, 1994).

Background Information

International Labor organization was first established in 1919 as an affiliate agency of the other member of the Nations under the treaty of Versailles, and it has its headquarters in Geneva, Switzerland. It, then, became an associate member of the United Nations in 1946. It consolidates governments, employers, and workers from its 183 member states with the aim of formulating policies to foster decent and standardized work. The organization participates in various activities concerning labor standardization, and gains recognitions and awards like the Nobel Prize for peace in 1969. Moreover, the organization has a basic tripartite structure, unlike any other form of organizations. The tripartite structure consists of the International Labor Conference, the Governing Body, and the International Labor Office. Each member country provides representatives to the ILO drown from the government, employers, and employees on each part of the structure (Bynum, C. (n.d.).

Child labor has been taken into consideration in relevance to the view that some worst forms of child labor undermine the rights of childhood. The article 3(d) of the Convention of ILO provides quidlines on the recommended age of employment or work to be above 16 years with the provisions that the safety, health, and the moral obligations of the child are put into concern. The members, therefore, have the mandate of ensuring that the responsible authorities implement the provisions set in the law against the worst forms of child labor.

Organizations gain a lot in joining Unions due to the existence and use of collective bargaining power through representation. Union management has the capability in decision- making and is able to use their monopoly powers to have influence on employers to pay reasonable wages and benefits for their workers depending on the nature of work (Freeman and Medoff, 1984). Unions can also fight for fairness of workers in workplace level through their managerial behavior in decision-making, hence, workers receive fair wages in regards to the work that they are doing. However, labors unions may consider using the collective bargaining agreement to create benefits like the pension plans, hence, increasing their compensation rates. Unions have measures to considering when deciding the amount of workforce of the employees. Their collective bargaining agreement on organizations categorically specifies the reasonable amount of workforce for their unionized workers. The amount of the workforce may correspond to the amount of wages (Ingram D., n.d.).

Organization of employees may decide to join a union that is protected by law with the aim of improving the employees’ demands. The unionization process consists of a five steps activity. First, employees should be in a position to know their legal rights as workers to form a union. The employees should also go to the next step of gathering information from their place of work on the issue facing them as workers so as to speak in one voice concerning their grievances. This is followed by building their own union by creating some representative group of co-workers who can take action and organize the group. The fourth step is making union official through signing of “authorization”. Then, lastly, win a strong union contract through certification and obtain a written and legallybinding contract (vary .I, n.d.).

The union bargain through a process is called collective bargaining and it entails negotiations between the group of employees and the employers striving to reach an agreement concerning the working conditions. The union represents the employees in bargaining through the National Labor Relation Act (NLRA). The union has the managerial power to make a decision over employers and, thus, have the greatest bargaining powers to influence the employers in response to their demands.

Therefore, organization under the unions has opportunities to claim its rights in most legal processes for the employees to sustain their welfare in a just and agreeable way.

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