Deconstructing contingent staffing: flexible work, constrained choice, and union initiatives

Article Abstract:

Labor unions need to accept the presence of contingent labor and use their resources to minimize the impact on union workers and provide some security for contingent workers. Contingent work has benefits for the employees in that they can establish their own hours and for the employers by allowing for flexible staffing levels. Unions can use collective bargaining to retain some control by creating quotas, making competitive salaries and negotiating benefits for contingent workers. Organizing contingent workers is also a possibility.

Employment Placement Agencies, Help supply services, Temporary Help NEC, Planning, Usage, Temporary employment services, Collective bargaining, Temporary employment

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Professors without picket signs: a Yeshiva/Electromation argument for labor-management cooperation on the private college's campus

Article Abstract:

Faculty members at private universities and colleges are considered managers and thus are not covered by the National Labor Relations Act, according to principles set forth in the cases of National Labor Relations Board v. Yeshiva University, and Electromation, Inc. Furthermore, labor-management cooperation should be the policy whether the faculty are unionized or not. Going on strike would be counterproductive, especially given the abundant supply of prospective replacements for striking faculty members.

Colleges, Universities, and Professional Schools, Colleges and universities, Private Colleges, Management, Human resource management, College teachers, College faculty, Labor relations, Participatory management, Teachers' unions, Private universities and colleges

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Gilmer and compulsory arbitration of employment claims in the union sector: avoiding a "distinction without a difference."

Article Abstract:

The US Supreme Court held arbitration agreements enforceable for non-union employees in Gilmer v. Interstate Johnson Lane Corp and so any attempt to establish a separate standard for union arbitration contracts is unfair. Union arbitration contracts are often better able to secure employees' rights than non-union agreements and disallowing the arbitration clauses would interfere with both the employees' and employers' contractual freedom.

Laws, regulations and rules, Contracts, Grievance arbitration, Commercial arbitration agreements

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