Labor Relations and Unionization

This document discusses the guidelines for supervisors to successfully respond to employee questions about unionization and the legally permissible actions they can take in this situation. It also highlights the importance of adhering to labor laws.

Running head: LABOR RELATIONS AND ROLE OF UNIONIZATION
LABOR RELATIONS AND UNIONIZATION
Name of Student
Name of the University
Author Note

1LABOR REALTION AND UNIONIZATION
Table of Contents
Introduction......................................................................................................................................2
Discussion........................................................................................................................................2
What guidelines will you develop for supervisors to successfully respond to employee
questions about unionization?......................................................................................................2
What can your supervisors say or do that is legally permissible in this situation?.....................3
Conclusion.......................................................................................................................................3
References........................................................................................................................................4

2LABOR REALTION AND UNIONIZATION
Introduction
Unionization in United States comprises of organization that looks after the protection of
the interest of the employees of the organization who are covered under the labor law and their
main activity is to carry out carry out collective bargaining (Freeman, Doucouliagos & Laroche,
2017). The main aim of the study is to highlight the guidelines that will help the supervisors in
responding to the employee questions about unionization and what actions will be taken by the
supervisors that are legally permissible in this situation.
Discussion
What guidelines will you develop for supervisors to successfully respond to
employee questions about unionization?
In case the employees form a union and approach the supervisor for answers regarding
the failure of the company to pay any merit increases is that- The supervisor can show them the
past record regarding the merit increases and by doing so the supervisor will be able to take a
stand that the company has not done such an activity in the last 15years and moreover the results
of the survey can also be discussed with them that beside this problem, the customers are not
facing any problem (Markovits, 2016). Moreover the supervisor can offer various other types of
compensation to the employees such that they also feel that the company is looking after their
interest and the company will be able to retain their key employees by meeting their needs. The
supervisor can provide for various types of incentives, paid leaves and much more in accordance
with the existing labour laws in United Nations. Besides this, the company can also give non-
monetary benefits to its employees such as time off, mentoring programs; the company can give
psychological benefits, lifestyle benefits such as free gym membership, life insurance and others.

3LABOR REALTION AND UNIONIZATION
What can your supervisors say or do that is legally permissible in this situation?
Supervisors can offer such benefits that is permissible as per the various labour laws in
United States such as occupational health and safety, equal pay act, Age discrimination in
workplace act and many others (Un.org., 2019). In accordance with these laws, the company can
offer health benefits to the employees, childcare support, gym membership and passes, and
others. In order to meet the mental health requirements and to give them psychological
satisfaction various types of activities can be carried out such as mental health care coverage,
educating the employees about various mental conditions and how to improve the same, Mental
benefits can also be given to the employees (Johnson, 2016). These may include family
coverage, health insurance and others. Besides these non-monetary benefits, some monetary
compensation can be given in some proportion to motivate all the employees who did not get
their merit increase due to unfavourable economic conditions.
Conclusion
From the above discussion it can be concluded that the supervisors can be given proper
guidelines regarding managing the questions of the employees after their formation as a union.
Various types of monetary and non-monetary compensation can be given by the supervisors.
However, these compensations should be in agreement with United Nations labor laws.

4LABOR REALTION AND UNIONIZATION
References
Freeman, R. B., Doucouliagos, H., & Laroche, P. (2017). The economics of trade unions: A study
of a research field and its findings. Routledge.
Johnson, G. E. (2016). Comment on A. Oswald,“The Economic Theory of Trade Unions—An
Introductory. Trade Unions, Wage Formation and Macroeconomic Stability, 52.
Markovits, A. (2016). The politics of West German trade unions: Strategies of class and interest
representation in growth and crisis. Routledge.
Un.org. (2019). Human Rights. Retrieved from
http://www.un.org/en/sections/issues-depth/human-rights/