Collective Bargaining

MBA HRM Collective Bargaining Paper
University of Phoenix

The purpose of this paper is to describe the major provisions, roles and effects of specific Federal laws and regulations that play a role in collective bargaining initiatives.   In addition, this paper will also evaluate conditions presented in the product and services markets that lead to collective bargaining.   The term “collective bargaining” is governed by federal and state statutory laws and is referenced as negotiations between an employer and a group of employees so as to determine the conditions of employment (Cornell University School of Law, 2009).   Bargaining negotiations results in a collective agreement where employees have agreed to the terms and conditions of their employment.
To protect the employee within their working environment there are a number of federal and state statutory laws that present ethical business practices organizations must follow.   The main body of law governing collective bargaining is the National Labor Relations Act of 1935 (NLRA) also known as the Wagner Act.   One of the amendments to the NLRA is the Labor Management Relations Act of 1947 (Taft-Hartley Act).   The Taft-Hartley Act has several provisions based on employees’ rights to organize unions, bargain collectively with employers and engage in activities solely dependent upon collective bargaining.   Per Byars and Rue (2004), the Taft-Hartley Act made known that unfair labor practices stemming from employers were considered illegal and that managers could not form or join labor unions.   In addition, the Taft-Hartley Act permitted agreements and allowed memberships within the construction industry.   This allowed a “union hiring hall” within the construction industry that allowed preferential treatment and referrals of individuals with union memberships to other employers and to current job openings.  
The National Labor Relations Board (NLRB) is comprised of a five-member panel appointed by the...