Labor unions are important organizations because they act as an intermediary between employees and employers. Its main aim is to protect the rights of the employees and make sure that they work in a conducive environment. However, organizing such unions attracts various costs and benefits which must be considered. For instance, it will take my school about $400 to organize for a union to assist the teachers and other employees address their needs (Kahancová & Szabó, 2012). On the other hand, there also exist the cost of not having the union. That said, there is also a contingency plan for working with an employee as they organize the union or even when the board disapproves the move to unionize.
Organizing unions involve introducing the employees of an institution to labor unions to act as an intermediary between the employees and company management. On the other hand, not having a union means that employees would organize for a private representative in case an issue arises (Schmalz, 2018). From research, the costs of organizing a union for the school is 25% to 35% greater than for a non-unionized one. (Schmalz, 2018). However, it is evident that not having a union means that the employee would not pay anything for managing the union but will incur some costs for hiring a labor attorney.
Moreover, the costs for additional benefits of unions may consist of payment for employees who are called in to stand in for other employees as a representative when attending issues of the union. For instance, the union will have some officials who will stand in for other employees particularly in union matters. On the other hand, a school without a union will not have such costs because employees arrange for their private representation (Cregan, 2013). For instance, they will also not incur documentation cost in collecting information from each employee on a spreadsheet with each person’s name, phone numbers, position, and department.
Contingency plan for solving employee issue
In the event of an employment issue within the school, as the employees are organizing for a union, the following contingency plan will be put into action (Lei et al., 2016). In case of a work-related issue demanding attention, the following procedure should be followed;
A contingency plan should the board and stakeholders refuse a proposal to unionize
Following the decision of the board and stakeholders not to allow any action to unionize the employees, this contingency plan will be put into action. In case of any employment issues within the school;
- There will be an independent committee to address the issues affecting the employees such as delayed payment, compensations, and others
- All employees will have a right to contact the committee when they have issues which demand for attention
- The school will make sure that all the employees get the necessary resources to boost their performance
- The school will cooperate with the employees where necessary. This is important to make sure that issues are handled within the school
- The school will make sure there are appropriate materials for employee safety such as teaching materials to foster a good working condition
- The issues reported by the employees will be addressed in good time to avoid possible collisions
Labor unions have its benefits and dis-benefits even as they represent the employees and fight for their rights. Thus, because it is itself an organization that must be managed to operate effectively, it requires some funds. For instance, the standard annual cost for organizing a union is $400. However, it is also apparent that not having a union will cost an employee is looking for a representative such as a lawyer to handle a situation. That said, it is also important to have a contingency plan as a school to assist in managing the employees during the process or organizing for a union and also in case the board fails to grant the need to unionize.
Cregan, C. (2013). Does workplace industrial action increase trade union membership? An exchange relationship approach to union joining and leaving behavior. The International Journal of Human Resource Management, 24(17), 3363-3377.
Kahancová, M., & Szabó, I. (2012). Bargaining systems, trade union strategies and the costs and benefits of migration. CEU (mimeo).
Lei, Z., Waller, M. J., Hagen, J., & Kaplan, S. (2016). Team adaptiveness in dynamic contexts: Contextualizing the roles of interaction patterns and in-process planning. Group & Organization Management, 41(4), 491-525.
Schmalz, M. C. (2018). Unionization, cash, and leverage.