Employee and Labour Relations Report: Avoiding Unionization Strategies

This report examines strategies for avoiding unionization in the workplace. It emphasizes the importance of providing a safe working environment, fair compensation, and comprehensive employee benefits. The report highlights the significance of adhering to U.S. employment laws, including those enforced by the National Labor Relations Board (NLRB), and the Occupational Safety and Health Act (OSHA). It also covers the Civil Rights Act, Age Discrimination in Employment Act, and Equal Pay Act. The report suggests establishing a robust communication system to address employee grievances and ensure a healthy work environment. The report also references key sources like HR Daily Advisor, ICLG, and TheBalanceCareers.com to support its arguments, providing a comprehensive overview of how organizations can maintain positive employee relations and avoid the need for unionization.

Running Head: Employee And Labour Relations
EMPLOYEE AND LABOUR RELATIONS

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Requirements or steps to be undertaken for avoiding unionization
Most of the business organisations feel the barriers of trade union within the organisation
which is effecting the organization at large level. Trade unions use to affect cost to an
organisation’s operating efficiency and the overall organisation (Woods & Tan, 2018). At times,
collective bargaining put management body at odds with the employees and the cost of
manufacturing products and processing services increases. The basic things a business
organisation is required to provide to its employees for avoiding unionisation are –
 Providing a safe working environment and conditions
 Fair and timely pay along with required amount of allowances
 Providing employee benefits so that they do not feel the needfulness of forming a union
within the organisation to put their grievance by in front of the management body.
 running a safe, and secure workplace to ensure health and work safety
 Establishing a healthy and effective communication system to redress employee
grievances (hrdailyadvisor.blr.com, 2018).
The company is advised to abide by the U.S. Employment Laws for setting up minimum
standards for its employees across their employment in the following areas such as maximum
hours of work in a week, annual leave, arrangements of flexible working conditions, parental
leave along with related entitlements, public holidays and more. In the U.S, the National Labor
Relation Board (NLRB) uses to prevent unfair labor practices, in terms of protecting right of the
workers in the organisation (thebalancecareers.com, 2018).The U.S. Employment Laws includes
laws regarding payments, hiring and firing, discriminations, labor laws and some other
employment related laws to keep employee’s interest. All the U.S-based companies are required
to follow and act in compliance with the below stated federal employment laws –
 Civil Rights Act 1866 (Section 1981)
 Age Discrimination in Employment Act
 Equal Pay Act (EPA)
 National Labor Relation Act (NLRA)
 Occupational Safety and Health Act (OSHA) (iclg.com, 2018).

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Reference List:
HR Daily Advisor. (2018). 8 Steps to Keep Your Workplace Union-Free. Retrieved on 15th May
from https://hrdailyadvisor.blr.com/2012/08/29/8-steps-to-keep-your-workplace-union-
free/
ICLG. (2018). Employment & Labour Law 2018, USA. Retrieved on 15th May from
https://iclg.com/practice-areas/employment-and-labour-laws-and-regulations/usa
Thebalancecareers.com (2018). List of U.S. Employment Laws. Retrieved on 15th May from
https://www.thebalancecareers.com/list-of-employment-laws-2062282
Woods, K., & Tan, K. J. K. (2018). How Labor Unions Affect Firm Value: Evidence from
Political Contributions in the United States.