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Labor Relations: State of Unions

Explore the changing dynamics of labor unions in the private and public sectors, analyzing the decline in private-sector unionization rates and the growth of public-sector unions. Delve into the reasons behind these shifts, from the challenges faced by service workers to the impact of foreign competition. Understand the goals and strategies of unions in advocating for job security, economic improvements, and better working conditions. Unpack the ongoing debate between pro-labor and pro-management perspectives in the realm of labor relations.

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Labor Relations: State of Unions

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  1. Labor Relations: State of Unions • Decline in private-sector unions: • Percentage of private-sector workforce unionized declined from 24% (1975) to approximately 16% today. • Still over 70,000 local unions and 173 national unions; of these 110 belong to AFL-CIO. • AFL-CIO represents 80% of all unionized employees. • Only 16% of Americans believe union leaders had “high” or “very high” ethical standards. • (but only 17% thought business leaders were honest or ethical)

  2. Private-Sector Decline Due To: • Shift from Industrial to Service Economy • service workers more difficult to organize: • hold pro-management views • spread out across organizations • Foreign Competition • NAFTA (manufacturing moved to other countries) • Narrowing of union/non-union wage gap in construction industries • Management interventions: • enlightened management • preventative labor-relations • union-busting

  3. Public Sector Unions • Growth in Public-Sector Unions: • Approximately 40% of workers unionized • Comprise 45% of all union members • These employees have less bargaining power: • Government power is diffuse: no one person is in charge (ie. pay increases approved by city council) • Right to strike is limited (varies by state and region: teachers can’t strike in Colorado, can in Illinois) • Results in: • Mandated arbitration and mediation • Broader focus on quality of work-life and safety issues (safety equipment, class size, academic freedom and job security) • Members vote: well-organized public-sector union powerful figure in local and national politics.

  4. Union Goals • Union Security: • Union shop • all new employees must join (usually within 30 days) • right-to-work states (about 20) prohibit union shops • Agency shop • employee not required to join union, but must pay dues(which can only be spent on collective bargaining activities, not on political campaigns/lobbying) • Maintenance-of-Membership shop • not required to join, but those who do join must remain until contract expires or designated “escape period” occurs. • Closed shop: illegal requirement that employee must be union member at point of hire (happens in practice with union hiring halls) • Open shop: employee free to decide on membership.

  5. Union Goals (cont’d) • Job Security • Seniority system • Subcontracting (ie: use laid-off employees rather than subcontractors) • Retraining rights, advance notice, outplacement • Make-work activities(13 crafts req’d to install bathroom) • Improved Economic Conditions • wages, benefits, pensions • Working Conditions • safety, shorter workweeks, less mandatory overtime, clean/healthy work environ. • Social Actions(lobbying)

  6. Pro-Labor Views: Pro-Management Views: Labor Relations Debate!

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