In the American labor movement, perhaps no other mechanism has brought about more change and controversy than the collective bargaining unit. The collective bargaining unit, likewise, is viewed differently from the viewpoint of a company director and organizations such as the National Labor Relations Board (NLRB) who determines the suitability of collective bargaining units themselves (National Labor Relations Board, 2006).
Putting one’s self in the role of a company director, the collective bargaining unit would most likely be viewed as an obstacle to the worker/manager relationship, as collective bargaining, in fairness, does sometimes impede the ability of workplace leaders to perform their jobs effectively.
For the NLRB, of course, collective bargaining units are important, provided they meet established criteria, chief among these criteria being at least a 30% majority in the workplace in favor of establishing a new collective bargaining unit, or to abolish one already in place (National Labor Relations Board, 2006). Also, the NLRB operates within the guidelines of federal labor regulations such as the National Labor Relations Act (NLRA). As a conclusion, the issue of the viability of unions and the status of union in 21st century workplaces is worthy of note.
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While, of course, there are exceptions to the rule, unions and union membership in the present day are dwindling. However, in closing, let it be understood that collective bargaining has played an important role in protecting the rights of workers in the past, and surely has a place in doing so in the future.
National Labor Relations Board. (2006). NLRB Procedures Guide. Retrieved March 5, 2007, from NLRB Web Site: http://www. nlrb. gov
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