2-3 Short Paper- Organizing a Union in a Workplace

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1 2-3 Short Paper: Organizing a Union in a Workplace Emily Twombly Southern New Hampshire University OL-318-J2178 Employee & Labor Relations 23EW2 Catherine Matlack November 4, 2023

2 2-3 Short Paper: Organizing a Union in a Workplace The formation of a union in the workplace requires a comprehensive understanding of all the basic facts concerning a union and the process through which other workers can utilize to join. The National Labor Relations Board covers guidelines for the private sector, while the Federal Labor Relations Authority stipulates that it covers workers in the public service (Rosenfeld & Denice, 2019). Irrespective of the sector, there are six significant steps that workers ought to incorporate when initiating a new union. The first step is the integration of a meeting that serves to discuss the process formally with like-minded colleagues in the workplace. The second step is the discussion of issues that the union will address comprehensively. The third step is confirmation that at least thirty percent of the workers are in support in the form of signifying authorization cards (Katz & Colvin, 2020). This is followed by filing a petition with the NLRB, prompting an organization. The next step is awaiting the decision of the board, and the process is completed through a contract negotiation. Private sector unionization is protected by the Wagner Act, which states that private workers have the right to form unions and engage in collective bargaining. In the private sector, the NLRB plays a critical role in facilitating the unionization process, which involves activities such as election, order enforcement, and charge investigation (Doorey, 2020). This is identical to FLRA in that it addresses federal workers, although a significant difference is that it does not facilitate the unionization process as it is concerned with policy establishment and the provision of guidance. Employees in the private sector can join a union with the exception of top-level executives and middle-level managers. Based on the NLRB, independent contracts and domestic workers are excluded. The unionization process involves assembling interested individuals and developing a committee that facilitates the efforts of the group. This is

3 catalyzed by various issues that they want addressed, and upon obtaining sufficient members, they can petition the NLRB for election. The authorization process points to the completion of the process after the signing of the labor contracts concerning their mandate. Their formation is informed by ensuring the workers are accorded a favorable working environment and competitive wages that address their daily obligations (Katz & Colvin, 2020). Besides, it ensures the workers have job security as they can negotiate for their protection while stating rules that can be incorporated during layoffs and termination of employment.

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4 References Doorey, D. J. (2020). Clean Slate and the Wagner Model: Comparative Labor Law and a New Plurality. Emp. Rts. & Emp. Pol'y J. , 24 , 95. Katz, H. C., & Colvin, A. J. (2020). Employment relations in the United States. In International and Comparative Employment Relations (pp. 49-74). Routledge. Rosenfeld, J., & Denice, P. (2019). What do government unions do? Public sector unions and nonunion wages, 1977–2015. Social Science Research , 78 , 41-56.

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