Unions are labor organizations that are concerned with the welfare of the members, who are employees of various institutions. These labor organizations represent unionized employees in matters concerning their relationship with their employers. They do protect employees from unfair treatment by the employers and therefore act as a bargaining power for employees. In the United States of America, formation and joining of labor organizations was legalized in 1938 by the enactment of the National Labor Relations act, popularly referred to as the Wagner act.
Active union members, especially union officials, are on the other hand employees of their respective institutions. This means that they have to play two sometimes conflicting jobs in different organizations. Much concern has been voiced over the ability of such employees to deliver at the different work places. To understand this predicament, it is imperative to discuss the different roles played by an individual who is an active union member and an employee.
Active union members are first and foremost employees. In this particular regard, they are expected to deliver exemplary service at their workplaces. One would rightfully argue that without having been employed in a particular organization, it would be practically impossible to be registered in a labor organization.
The Term Paper on National Labor Relations Act Employees Employer
... deter union organization and bargaining. 1. The Labor-Management Relations Act (LMR A) (Page 367) The Labor-Management Reporting Act was ... employers with three or less employees are exempt. Also protected are charitable organizations as well as farming industries. ... union members. 3. Equal Pay Act of 1963 (Page 369) This act prohibits sex discrimination in determining an employee's pay. Employees ...
Employees are required to carry out their day to day activities in line with their job descriptions at their workplaces and this should be the priority work for them. On the other hand, if such employees are actively involved in the affairs of the labor organizations they are registered with, then this becomes an extra undertaking for them. If such active employees are for instance officials of the union, then they might be required to run the activities of the union. Similarly, even if they are not officials of the union, then they will be expected to actively participate in union activities such as demonstrations, public debates and also public awareness campaigns. This becomes a second job for them.
Working as an employee and at the same time as an active participant of the union’s activities are two distinct roles and there is no doubt that striking a clear balance between the two jobs can be tasking. A difficult situation arises when different activities of the employer and the union are scheduled at the same time. The employee, who is also an active union member, will be in a state of dilemma as to which activity to participate in. One would rightfully argue that the employer’s activities are a matter of priority, human rights activists will however point out that the employee’s welfare comes first since an un-satisfied employee will not deliver at the workplace.
Carrying out the two roles of being an employee and at the same time an active union member can be tiring both physically and psychologically. An employee who has just had a long tiresome and sometimes frustrating day at the workplace can not concentrate enough to participate in vital union activities, especially when such activities involve critical evaluation of concepts and making of significant decisions.
In conclusion, employees who are actively involved in union affairs have more responsibilities than their counterparts who concentrate on their work. The act of balancing two different roles with efficiency is in most cases not successful.
