Collective Bargaining

Introduction

Collective bargaining is an economic procedure that is connected with the manager and

the agent of the workers, normally a blue collar union, to discuss pay, operation hours, operation

environment, and other situations of important matter. The normal end outcome of collective

bargaining is manager and union come to a compromise. The terms on this agreement and enter

the agreement and terms into a printed contract, which will preside over the regular management

of the operational partnerships between administration and workers. The written agreement

needs to entail article that presides over debatable promise.

National Labor Relations Board

The National Labor Relations Board is one entity of the U.S. government develop in

early 20th century to oversee and apply work associations-connected legislations like the Taft-

Hartley Act to sustain reasonable work and apply both by the employment union and manager.

The main objectives of the National Labor Relations Board are to confirm lawful and moral

behaviors of the employment union and the manager when dealing with working problems, and

to confirm an employment union anticipated by large amount of the workers in a company. The

board has a power to settle the labor disputes and to implement its decision in the federal courts.

It is governed by five member board and a General Counsel and all of them are appointed by the

president with consent. Members are appointed for the term of 5 years and the General Counsel

is appointed for 4 years. General Counsel acts as a prosecutor and the board acts as a judiciary

body for the decisions of the administrative body.

In the board, charges are filled by the parties against unions with the appropriate regional

office. The regional office investigates the complaint. Board's decisions are reviewable by US

court of appeal. Decisions of Board are not self-executing. The value of E-GOV is recognized by

NLRB, and is committed to continue to enhance all stakeholder services through the use of the

Internet.

Taft-Hartley Act

The Taft-Hartley Act preserve many features of the NLRB, also acknowledge as the

Wagner Act, but prohibited barred and union departments and allowed the leader power to obtain

an 80-day injunction when the president believed that a strike would endanger national health or

safety. Historically the Taft-Hartley Act has only been successfully invoked twice because

normally the eighty-day "cooling off" period has been enough time to settle the disputes between

the parties.

Union Membership

The Right-to-Work doctrine guarantees that every working man and woman's free will

about labor union. In essence, employee may freely choose to become unionized or non-

unionized; if they decide to join the union, they shall pay union dues, and if they choose to be a

free agent, they are not obligate to pay union dues mostly labor unions, argue that unless workers

have a union contract, they are at the mercy of company policies. International Union mentioned

that workers who do not have a union contract are and which means employer may hire or fire

them at any time or at any cause. In contrary, workers who have a union contract are protected

under union contract in term of disciplinary action. These workers go through a grievance

procedure and binding arbitration before an employer may terminate them.

Roles of Human Resources

Human resources are the most valuable resources of a business. To maintain good

relations, it is necessary for the people to look forward