Class Notes (839,116)
Canada (511,194)
LABRST 1C03 (126)
Lecture

Lecture - Understanding the Basics - 2014-01-17.docx

4 Pages
94 Views

Department
Labour Studies
Course Code
LABRST 1C03
Professor
Sandra Colavecchia

This preview shows page 1. Sign up to view the full 4 pages of the document.
Description
Unions: Understanding the Basics • core of what unions do today = collective bargaining and collective agreement – since 1940's the system structures around collective bargaining/agreement; it is an agreement bargained collectively by workers that have been unionized and they make a collective agreement with their employer; idea is you have more leverage if you gather together; sets terms of the fundamental things in a workplace (wages, etc) o strengths and limits - strength is that you actually have a contract negotiated with the employer and if the employer does something against the contract you have something to hold them; weaknesses: when not bargaining unions don't have much to do, stuck with the agreement that they have; core part of collective system is when it is in effect you stick with that agreement and cannot go on strike and organize other ____; only time you do can this stuff is when you are bargaining (bad especially when workplace and economy is transforming, can't anticipate these problems • recognition – process/ term for the employer recognizing the union as a bargaining unit and recognizing that they basic conditions of work will be bargained collectively; this doesn't mean that there are individual contracts with employers (however this has to match the collective agreement); for a long time unions had to force employers to recognize them; single reason for strike because employers wouldn't recognize unions as a bargaining agent; 1940's there were so many strikes that employers stepped in to create a new system o certification – this is the system; it is independent of the union and called the labour board; they will come in and certify a union using majority rules; if majority of the workers vote to form a union then one is created; when certification happens two things are created: a union, and a bargaining unit o bargaining unit – are a part of a bargaining unit even if you aren't in union; in bargaining unit if you get a job in unionized place; when certification happens they agree to who will be in the bargaining unit; this means you are in and have to pay dues but don't have to join the union  coverage and dues • rand formula – should not have to join a union in order to get a job however unions have a legit complaint about free riders • "free riders" – people who benefit from unions activities (higher wages, better job security etc) but do not contribute to the union; said everyone in the bargaining unit should pay dues Unions: Understanding the Basics Part 2 • compensation – wages and compensation higher in places where there is a union; this is why free riders was a legitimate complaint o union wage premium – between unionized and non unionized members; when unions reach critical mass it reaches something called a spillover (in industries where unions are strong enough (auto) whatever unions make in their workshops non unionized workers made as well;  gap of non-union vs. union wages (2008) • all workers 23% • permanent workers 19.9% • temp workers 49.6% • men 13.7% • women 35.5% • benefits – through collective bargaining there were new standards (medical coverage, maternity leave etc) o pensions – most are from unionized workplaces and bargained by unions; employers like pensions because it increase loyalty because the older worker tends to be more loyal (pensions nicknamed the golden handcuffs --> gold but cuff you to the employer); in lots of cases unions managed the pension funds, this often made it seem that unions were rooting for the other side • job security – union members extremely worried about; bargaining method isn't good for getting job security; before this was managed at the ground floor (someone was fired then workers would revolt together --> collective bargaining stopped this) o seniority – tends to not be popular with younger workers; for lots of people it is essentially because when they want to cut cost they get rid of the most expensive workers; before seniority the older people would get fired too; this was used to protect workers • day to day – when unions getting established the day to day matters drove them the most; in today's system matters are centred around the collective agreement rather than around the workers or management; in the collect
More Less
Unlock Document

Only page 1 are available for preview. Some parts have been intentionally blurred.

Unlock Document
You're Reading a Preview

Unlock to view full version

Unlock Document

Log In


OR

Join OneClass

Access over 10 million pages of study
documents for 1.3 million courses.

Sign up

Join to view


OR

By registering, I agree to the Terms and Privacy Policies
Already have an account?
Just a few more details

So we can recommend you notes for your school.

Reset Password

Please enter below the email address you registered with and we will send you a link to reset your password.

Add your courses

Get notes from the top students in your class.


Submit