What Do Labor Unions Protect?
First appearing in the late 1700s, the formation of labor unions represents a prominent movement in the history of the United States. Surviving tumultuous economic times and thriving in the face of changing workplace landscapes, unions seek to protect rights for all involved, including the employee and employer.
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Initiating Change
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Labor unions sprung up when the United States went through drastic changes on the production front. This included the move to a more industrialized economy, focused on manufacturing instead of agriculture. Restrictions on the amount of hours an employee could work in one day, the minimum age of workers and the safety of work conditions were largely left in the hands of the employer. With little oversight, employees began to take matters into their own hands and form groups, now referred to as labor unions. These groups organized protests and sought to force employers into providing better working conditions for all.
Employee Protection
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Various labor laws, such as the National Labor Relations Act (NLRA), provide coverage for a wide range of employees, specifically those involved in unions representing private- and public-sector employees. Unions seek to enforce fair and safe working conditions for union members. This includes limiting the number of hours an employee can work in a given day, seeking additional pay for any overtime hours and negotiating a fair wage for the type of work the employee performs. Labor unions also provide employees with a way to bargain collectively. Collective bargaining is a way for a group of employees to negotiate with an employer for increased wages, better benefits and limits on layoffs and firings.
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Employer Rights
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Some people see unions as offering rights only to union members; however, unions also provide rights and benefits to the employer. Through the collective bargaining process, unions work with employers to bring about changes that will benefit the employees and help the employer stay competitive and profitable. This includes union concessions on freezing pay raises for a specified period to avoid layoffs. The relationship between a union and the employer also sets forth a strict policy for how to handle disciplinary actions, up to and including termination.
Other Considerations
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In the grand scheme of things, unions can even provide benefits to workers who choose not to join a union. Those employed by an employer with a strong union presence need not join the union, or pay dues, to benefit from standards set in place during the collective bargaining agreement. For instance, a pay raise for a specific position is likely to apply to anyone, union member or not, holding that job.
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