WHY WE SHOULD HAVE UNION IN THE CORPORATE WORKPLACE

Why we should have Union in the corporate workplace



Why we should have Union in the corporate workplace

You don't have to proceed far these days to hear contradictory things being said about unions. Many political leaders, employers and persons in the newspapers in an open way criticize the work movement. They say that unions are out of touch and out of date. They furthermore assertion that unions no longer "deliver the goods" for their members. Yet despite all these condemnations and accusations, 4 million Canadian employees proudly call themselves union members. In fact, one in every three working people in the country pertains to a union. In Alberta alone, more than 300,000 people are enclosed by amalgamation agreements - an increase of over 40,000 members since 1996. Why do so many persons choose to belong to unions? Because it makes sense! Unions are a major topic in the world of work. The reality is that unions help employees handle grievances (written complaint), a healthier and safer workplace, higher salaries and better advantages than non-union workplace. The amalgamation action has played an significant function in the past in the formation of new institutions such as credit amalgamations. Today, new claims on the union action will force it to analyze its strategic choices. Above all, the union action must structure itself to aid the survival of Canadian commerce and Canadian jobs in a fiercely competitive world market.

Unions help workers to better handle grievances. In a non-union workplace, employees are at the clemency of the boss. If an worker has a accusation associated to the workplace, he or she can try to converse to a manager about it, but the supervisor can select not to do anything. The supervisor might proceed on the complaint, disregard it or even penalize the employee for lifting the topic - it all depends on the nature of the complaint, the company's labour-management beliefs or even the manager's mood on that particular day. In a unionized workplace, on the other hand, grievances and accusations are handled in an entirely distinct manner. Unlike the non-union environment where the employees are basically subject to the whims of management, employees in unionized companies have a clear set of privileges which are outlined in detail in their collective agreements. Workers with grievance privileges are more satisfied with their job. In a review conducted by the WES (Workplace and Employee review) of over 5 million workers across the homeland in 2001, 91% of the these employees asserted they were satisfied or very persuaded with their job general contrasted with 88% of those without grievance privileges. If the boss breaks provisions of the collective affirmation - for demonstration, if he or she blazes a worker without just origin or if an worker is being harassed in some way on the job - then the worker can take defensive activity through the established grievance procedure. Union members don't have to face the boss or make their way through ...