Labor Unions and National Labor Regulations Act

The Impact of the National Regulation Labor Act and Labor Unions

The National Regulation Labor Act and labor unions are important allies in the struggle for employee rights. The competitiveness between non-unionized and unionized workers is significantly impacted by the National Regulation Labor Act and labor unions. The primary impact is manifested in changes to wages, total compensation, workplace safety, pay equality, and fringe benefits. First and foremost, labor unions increase member wages by roughly 20% and total pay, including benefits and salary, by around 28% (Tait 89). Unions and the National Regulation Labor Act play a significant role in the fight for employee rights. The National Regulation Labor Act and labor unions have a substantial impact on the competition of non-unionized and unionized workers. The main effect comes in the form of effects on wages, total compensation, workplace protection, pay equality, and fringe benefits. Primarily, labor unions raise wages of their members by almost 20% and the compensation including benefits and salaries by approximately 28% (Tait 89). Unions and the National Regulation Labor Act play a significant role in securing labor rights and protections such as health, safety, overtime compensation, family/medical leave, and the implementation of such rights. Moreover, because the union members have more knowledge than non-union workers do and they are likely to benefit from social programs such as workers compensation and unemployment programs (Levi et al., 40). Therefore, unions are an intermediary institution whose central mandate is to provide the necessary complement to legislated protections and benefits.

Advantages and Disadvantages for an Organization and within the Human Resources Function

What do you see as potential advantages and disadvantages for an organization and within the human resources function?

Labor unions have several benefits and drawbacks to an organizational setting. The benefits include firstly, simpler negotiations. When dealing with labor unions, an employer does not have to negotiate with several employees but only the labor union officials. Secondly, labor unions improve employee satisfaction because they speak with one voice. Thirdly, when dealing with labor unions, organizations experience less turnover (Levi et al., 47). This is because the employees have to pay their dues to the union and do not want to lose their positions in the organization. Fourthly, it is easier to make changes when dealing with labor unions than multiple employees. The disadvantages, on the other hand, include the relationship between the management and unions can be frustrating, especially when they cannot find common ground. Secondly, it will be hard for the organization to discipline or terminate an employee because the union will prevent the act from taking place (Tait 78). Thirdly, unions can easily mobilize their members to engage in a strike, bringing the services of the organization to a standstill.

Works Cited

Levi, Margaret, et al. “Opening Access, Ending the Violence Trap: Labor, Business, Government and the National Labor Relations Act.” Organizations, Civil Society, and the Roots of Development. University of Chicago Press, 2016.

Tait, Vanessa. Poor Worker’s Unions: Rebuilding Labor from Below (Completely Revised and Updated Edition). Haymarket Books, 2016.