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Human resources and labor relations

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Exceptions to compulsory union membership

Article Abstract:

Employers are bound by some union security clauses, but the compulsory unionism of closed-shop agreements is unlawful under the National Labor Relations Act (NLRA) as amended by Taft-Hartley. Union shops and maintenance of member agreements are subject to some restrictions. Section 8 (a) 3 of the NLRA indicates that an employee must pay union dues and initiation fees but is not required to become a member. Section 8(b) 2 of the NLRA prohibits union and employer discrimination against non-members for any reasons other then non-payment of dues and fees. The true strength of unions can be more accurately determined when employees realize that membership is not necessary for employment. Employees who do not join unions because of their own philosophical reasons are neither subject to union discipline nor financially responsible for union activities that are only open to members.

Laws, regulations and rules, Labor unions

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Protect profits through arbitration

Article Abstract:

Arbitration is becoming an effective method of settling labor disputes among companies while simultaneously avoiding litigation costs. Managers should know arbitration is only a viable alternative to settling disputes in court if a written contract allowing for it is drawn up between the parties before the dispute, or those involved agree to it after the dispute has begun. In constructing an arbitration clause, the following elements should be considered: limiting incentives for companies to seek big financial awards; establishing a convenient location and amount of time for arbitration; identifying the availability of types of arbitrators; and identifying locally applicable laws regarding arbitration.

Management, Negotiation, mediation and arbitration, Labor arbitration, Labor disputes

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Pullers-back pushed out - the end of restrictive practices at Smithfield market

Article Abstract:

A segment of the labor force at the Smithfield meat market, one of the UK's last closed shops, has been restructured under a revised work agreement intended to control costs and improve sanitary conditions. Specialized job titles for the workers transporting meat in the market, including pullers back, pitchers, shunters, and cart-minders, have been eliminated in order to end restrictive job demarcation practices. Retirement is mandatory at age 65 under the agreement. A severance payment fund has been created to compensate the 120 self-employed workers who will lose their jobs due to these changes.

United Kingdom, Compensation and benefits, Severance pay, Meat industry workers

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