ANALYSIS OF THE UNION AND EMPLOYEE CAMPAIGN

Analysis of the union and employee campaign

Analysis of the union and employee campaign

Outline

Introduction: The intro discusses that provides a literature synthesis on the impact of downsizing on the survivors and examines the experiences of three large Canadian companies. Results confirm trends that are generally reported in the literature regarding the negative aspects of downsizing.

Analysis of the union and employee campaign: This section explains the aim of our research i.e. As business managers search for ways to enhance competitiveness there is keen interest in Employee Involvement (EI) programmes. Employee Involvement (EI) - broadly used to describe Quality Circles (QCs), self-managed work groups (SMGs), Quality of Work Life programmes (QWL), and other types of joint process.

Conclusion: This parts discusses that This study also highlights the importance of other personal variables that influence decision making such as group identity. Just as in the Kelly and Breinlinger (1995) study of women's participation in collective action, attitudinal factors were strongly associated with intentions for weak identifiers, but normative support was not significant for strong identifiers.

Introduction

In the long tradition of labor representation elections, employers face ongoing restraint of their ability to communicate a campaign message to their employees. Laws governing conduct during a union campaign prevent management from advancing promises during the campaign, particularly promises that convey a benefit to employees. This commentary discusses the legal underpinnings of legislation prohibiting pre-election promises of benefits, and questions the soundness of an electoral system that provides a manifest campaign advantage to the union over its employer opponent.

Analysis of the union and employee campaign

Union members are 52 percent more likely to have job-provided health care, nearly three times more likely to have guaranteed pensions and earn 28 percent more than nonunion workers. No matter what else we do to turn around America's economy and rebuild the middle class, we will not have broadly shared prosperity until we restore workers' free choice to bargain with their companies for a better life—without corporate intimidation. The Employee Free Choice Act will do that.

But they routinely deny workers the same opportunity. Although U.S. and international laws are supposed to protect workers' freedom to belong to unions and bargain, employees are on an uneven playing field from the first moment they begin exploring whether they want to form a union, and the will of the majority often is crushed by brutal management tactics.

• Streamlining the representation process to afford workers a fair and free path to unionization;

• Overcoming the current 44 percent failure rate in first-contract negotiations by offering a process of mediation and arbitration to guarantee that workers who choose collective bargaining are able to achieve a contract; and,

• Reversing the dramatically escalating number of employer violations of workers' rights by imposing civil penalties, treble back pay damages and mandatory injunctive relief for willful or repeated violations during organizing and first-contract efforts

In arguing for affording employer speech in the context of labor elections a higher degree of protection, inspiration is sought in First Amendment ...