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    Employee Movements

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    Karen Rei Ramos Francisco
    Employees form labor unions to collectively address financial needs, unfair management practices, and social/leadership concerns. Unions follow a multi-step process to organize workers that includes initial contact by union organizers, informational meetings to build support and identify leaders, forming an in-house committee to campaign among employees and get them to sign authorization cards, requesting a certification election if enough employees sign on, and negotiating a collective bargaining agreement once certified. The grievance procedure then allows the union to formally represent members in resolving workplace issues.

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    Employee Movements

    Uploaded by

    Karen Rei Ramos Francisco
    645 views14 pages
    Employees form labor unions to collectively address financial needs, unfair management practices, and social/leadership concerns. Unions follow a multi-step process to organize workers that includes initial contact by union organizers, informational meetings to build support and identify leaders, forming an in-house committee to campaign among employees and get them to sign authorization cards, requesting a certification election if enough employees sign on, and negotiating a collective bargaining agreement once certified. The grievance procedure then allows the union to formally represent members in resolving workplace issues.

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    Employees form labor unions to collectively address financial needs, unfair management practices, and social/leadership concerns. Unions follow a multi-step process to organize workers that includes initial contact by union organizers, informational meetings to build support and identify leaders, forming an in-house committee to campaign among employees and get them to sign authorization cards, requesting a certification election if enough employees sign on, and negotiating a collective bargaining agreement once certified. The grievance procedure then allows the union to formally represent members in resolving workplace issues.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    645 views14 pages

    Employee Movements

    Uploaded by

    Karen Rei Ramos Francisco
    Employees form labor unions to collectively address financial needs, unfair management practices, and social/leadership concerns. Unions follow a multi-step process to organize workers that includes initial contact by union organizers, informational meetings to build support and identify leaders, forming an in-house committee to campaign among employees and get them to sign authorization cards, requesting a certification election if enough employees sign on, and negotiating a collective bargaining agreement once certified. The grievance procedure then allows the union to formally represent members in resolving workplace issues.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 14

     Series of action initiated by employee

    groups toward an end of specific goal


     Unionism – the principle of
    combination for unity of purpose and
    action
    A labour union is a formal union
    of employees/workers that deals
    with employers, representing
    workers in their persuit of justice
    and fairness and in their fight for
    their collective or common
    interest
    Employees or workers
    unionize because of
    financial needs, unfair
    managements practices,
    or social and leadership
    concerns.
     A. Financial needs – complaints regarding wages or
    salaries and benefits given to them by the management
    are the usual reason why employees join labor union
     B.Unfair management practices – perceptions of
    employees regarding unfair or blased managerial actions
    are also reasons why they join mass movements; examples
    of lack fairness in management are favoritism related to
    promotion and giving of training opportunities and
    exemption from disciplinary action
     C. Social leadership concerns – some join unions for the
    satisfaction of their need for affiliation with a group and
    for the prestige associated with coworkers recognition of
    one’s leadership qualities
    Terry Mosser, an expert
    union organizer, was
    credited by Snell and
    Boh-lander(2011)for the
    following union-
    organazing step
     Step 1 - Employee/union contact-To
    explore unioniziation possobilities,
    employees weigh the advantages and
    diasadvadtages of eeking labour
    representation while the union
    representation while the union officers
    gather more data about the employees
    complaints, as well as data about the
    employers’s management style,
    financial stability, policies, etc.
     Step 2- Initial Organizational
    Meeting – This is conducted to
    attract more supporters and select
    potential leaders among the
    employees who can help the union
    organizers.Information or data
    obtain in step 1 will be used by the
    organizers to meetr the employee’s
    need to explain the means to
    accomplish their goals
    Union claim
    Managment
    proposal

    Negotiations

    3rd Party Refferal

    Collective
    Agreement
     A. Prepare for negotiations – Data to
    support bargaining proposals are collected
    and arranged in an orderly manner by both
    parties – the union and the union and the
    employer’s group.
     B. Develop strategies – Management
    proposals aare developed and limits of
    concencions are determined, while also
    considering the union’s goals and their
    possible strike plans.The unions on the
    other hand tries to develop better strategies
    to convince the management group to
    accept it’s proposal
     Step 3 – Formation of in-house
    organazing committee-This start with
    identification of employee who are
    ready to act as leader in campagning for
    their goals, in trying to get the interest
    of the other employees to join their
    movements, and in convincing
    employees to sign an authorized card
    to show to show their willingness to be
    represented by a labor union in
    collective beginning with their
    employer.
     Step 4 – If a sufficient number of employees support
    the union movements the organazer request for a
    representation election or certification election – A
    representation petition is filled with the NLRC asking
    for the holding of a secret ballot election, to determine
    the employee’s desire for unionization.

     Step 5 – End of union organazing – When the


    sufficient number of votes is garnered, the NLRC
    certifies the union as the legal bargaining
    representative of the employees. Contract negotations
    or collective bargaining agrreement (CBA) negotations
    follow the certifications. The CBA process nvolves the
    following procedure:
     C. Conduct negotiations – this consist of
    bargaining, analazyng proposal, resolving
    issues related to the proposal and
    remembering to stay within their
    respective bargaining zone. If no
    agreement is reached at this point, a
    deadlock may result.

     D. Formulize agrrement – after the


    negotiation process, the union and
    management group have to formalize their
    agreement.
    The grievance procedure is a
    formal procedure that
    authorizes the union to
    represent its members in
    processing a grievance or
    complaint.
     THE END

     THANKYOU FOR LISTENING

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