Critique of Syndicalist Methods
Total Page:16
File Type:pdf, Size:1020Kb
Load more
Recommended publications
-
Federal Labor Relations Statutes: an Overview
Federal Labor Relations Statutes: An Overview Alexandra Hegji Analyst in Social Policy November 26, 2012 Congressional Research Service 7-5700 www.crs.gov R42526 CRS Report for Congress Prepared for Members and Committees of Congress Federal Labor Relations Statutes: An Overview Summary Since 1926, Congress has enacted three major laws that govern labor-management relations for private sector and federal employees. An issue for Congress is the effect of these laws on employers, workers, and the nation’s economy. The Bureau of Labor Statistics estimates that, nationwide, 14.8 million employees are union members. In the 112th Congress alone, more than 30 bills were introduced to amend federal labor relations statutes. The proposals ranged from making union recognition without a secret ballot election illegal to further modifying runoff election procedures. These legislative activities, and the significant number of employees affected by federal labor relations laws, illustrate the current relevance of labor relations issues to legislators and their constituents. The three major labor relations statutes in the United States are the Railway Labor Act, the National Labor Relations Act, and the Federal Service Labor-Management Relations Statute. Each law governs a distinct population of the U.S. workforce. The Railway Labor Act (RLA) was enacted in 1926, and its coverage extends to railway and airline carriers, unions, and employees of the carriers. The RLA guarantees employees the right to organize and collectively bargain with their employers over conditions of work and protects them against unfair employer and union practices. It lays out specific procedures for selecting employee representatives and provides a dispute resolution system that aims to efficiently resolve labor disputes between parties, with an emphasis on mediation and arbitration. -
Negotiating the Crisis? Collective Bargaining in Europe During the Economic Downturn
Working Paper No. 10 International Labour Office Geneva Negotiating the crisis? Collective bargaining in Europe during the economic downturn Vera Glassner Maarten Keune With support from the European Union March 2010 Industrial and Employment Relations Department (DIALOGUE) Working Paper No. 10 Negotiating the crisis? Collective bargaining in Europe during the economic downturn Vera Glassner and Maarten Keune Industrial and Employment Relations Department International Labour Office • Geneva March 2010 Copyright © International Labour Organization 2010 First published 2010 Publications of the International Labour Office enjoy copyright under Protocol 2 of the Universal Copyright Convention. Nevertheless, short excerpts from them may be reproduced without authorization, on condition that the source is indicated. For rights of reproduction or translation, application should be made to ILO Publications (Rights and Permissions), International Labour Office, CH-1211 Geneva 22, Switzerland, or by email: [email protected]. The International Labour Office welcomes such applications. Libraries, institutions and other users registered in the United Kingdom with the Copyright Licensing Agency, 90 Tottenham Court Road, London W1T 4LP [Fax: (+44) (0)20 7631 5500; email: [email protected]], in the United States with the Copyright Clearance Center, 222 Rosewood Drive, Danvers, MA 01923 [Fax: (+1) (978) 750 4470; email: [email protected]] or in other countries with associated Reproduction Rights Organizations, may make photocopies in accordance with the licences issued to them for this purpose. __________________________________________________________________________________________ ILO Cataloguing in Publication Data Glassner, Vera; Keune, Maarten Negotiating the crisis? collective bargaining in Europe during the economic downturn / Vera Glassner and Maarten Keune ; International Labour Office. - Geneva: ILO, 2010 1 v. -
Facilities for Trade Union Officials and Members to Exercise Their Rights – a Comparative Review 02 03
Facilities for trade union officials and members to exercise their rights – A comparative review 02 03 Table of Contents Introduction: The background of the project......................................................................................................................7 The freedom of association and the right to organize as a matrix...............................................................................9 Part I: General Part.............................................................................................................................................................17 European and international law...........................................................................................................................................17 Comparative labour law........................................................................................................................................................21 Protection against acts of anti-union discrimination......................................................................................................21 Belgium.....................................................................................................................................................................................21 Denmark..................................................................................................................................................................................22 France.......................................................................................................................................................................................23 -
Procedures for Establishing a Dual Gate System
PROCEDURES FOR ESTABLISHING A DUAL GATE SYSTEM WWW.AGCMASS.ORG Procedures for Establishing a Dual Gate System 888 Worcester Street, Suite 40 Wellesley, MA 02482-3708 781/235-2680 Fax: 781/235-6020 www.agcmass.org INTRODUCTION The procedure to follow in establishing a dual gate has been developed to assist member firms, both union and open shop, in effectively providing for a mixed job site with minimal exposure to costly job shutdowns caused by potential labor problems. The practice of having both union and open shop firms working side-by- side on the same site is widespread throughout the industry. Construction trade unions are able to place economic pressure on project owners and general contractors by picketing non-signatory contractors. Unless a specific legally established procedure is followed, these pickets could cause signatory firms’ employees from crossing the picket line, thereby shutting down the job. In many cases, the unions have a legally protected right to picket. Dual gates provide a practical, low-cost method of minimizing the impact of these pickets. This guide is intended to provide a step-by-step approach to establishing dual gates and should be used in conjunction with assistance from Associated General Contractors of Massachusetts – (781) 235-2680 – and legal counsel. Remember to call AGC for a review of each individual situation – it’s one service of your membership. AGC of Massachusetts wishes to acknowledge the efforts of the California chapter of AGC in developing many of the guidelines for this publication. DEFINITIONS Dual Gate, Reserved Gate, Two Gate System is a procedure under the National Labor Relations Act, which isolates a disputing union and employer, thereby allowing other neutral contractors to continue working. -
A Union Representative's Perspective of Declining Union Membership
A Service of Leibniz-Informationszentrum econstor Wirtschaft Leibniz Information Centre Make Your Publications Visible. zbw for Economics Rivers, Melvin J.; Truitt, Tim Article A union representative's perspective of declining union membership International Journal of Management, Economics and Social Sciences (IJMESS) Provided in Cooperation with: International Journal of Management, Economics and Social Sciences (IJMESS) Suggested Citation: Rivers, Melvin J.; Truitt, Tim (2014) : A union representative's perspective of declining union membership, International Journal of Management, Economics and Social Sciences (IJMESS), ISSN 2304-1366, IJMESS Int'l Publishers, Houston, TX, Vol. 3, Iss. 3, pp. 125-143 This Version is available at: http://hdl.handle.net/10419/102314 Standard-Nutzungsbedingungen: Terms of use: Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Documents in EconStor may be saved and copied for your Zwecken und zum Privatgebrauch gespeichert und kopiert werden. personal and scholarly purposes. Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle You are not to copy documents for public or commercial Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich purposes, to exhibit the documents publicly, to make them machen, vertreiben oder anderweitig nutzen. publicly available on the internet, or to distribute or otherwise use the documents in public. Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, If the documents have been made available under an Open gelten abweichend von diesen Nutzungsbedingungen die in der dort Content Licence (especially Creative Commons Licences), you genannten Lizenz gewährten Nutzungsrechte. may exercise further usage rights as specified in the indicated licence. http://creativecommons.org/licenses/by-nc/3.0/ www.econstor.eu © International Journal of Management, Economics and Social Sciences 2014, Vol. -
Collective Bargaining Agreement
COLLECTIVE BARGAINING AGREEMENT BETWEEN UNITED GOVERNMENT SECURITY OFFICERS OF AMERICA, INTERNATIONAL UNION AND UNITED GOVERNMENT SECURITY OFFICERS OF AMERICA LOCAL 161 AND AKAL SECURITY, INCORPORATED July 1,2011 through September 30, 2014 UGSOA IU, UGSOA Local 161 with Akal, 07.01.2011-09.30.2014 MISSION STATEMENT COURT SECURITY OFFICER • Ensure the safety of US Federal Courts, Protected Government facilities and their employees against unauthorized, illegal and potentially life-threatening activities. • Cadres of qualified and highly skilled officers perform this mission. CSO Goal & Vision Goal To conduct ourselves in a manner as to bring credit upon the Court Security Officer and Special Security Officer program and the United States Marshal Service at all times. Vision To be alert to all situations and events that take place and take necessary measures to prevent dangerous situations from happening. UGSOA IU, UGSOA Local 161 with Akal, 07.0l.2011-09.30.2014 2 ARTICLE 1 GENERAL PROVISIONS SECTION 1.1 PARTIES This agreement is entered into by and between Akal Security, Incorporated a New Mexico corporation, hereinafter referred to as the "Company" or "Employer", United Government Security Officers of America, International Union (UGSOA, IV), and UGSOA Local 161 (hereinafter referred to as the Union). The Company recognizes the Union as the sole and exclusive bargaining representative, of the bargaining unit for the purpose of collective bargaining as defined in the National Labor Relations Act. This agreement shall be binding upon all parties, their successor's and assigns. In the event of the sale or transfer of the business of the employer, or any part thereof, the purchaser or transferee shall be bound by this agreement. -
LEON TROTSKY: from "COMMUNISM and SYNDICALISM" the Trade Union Question Is One of the Most Important for the Labour Movement And, Consequently, for the Opposition
LEON TROTSKY: FROM "COMMUNISM AND SYNDICALISM" The trade union question is one of the most important for the labour movement and, consequently, for the Opposition. Without a precise position on the trade union question, the Opposition will be unable to win real influence in the working class... 1. The Communist Party is the fundamental weapon of revolutionary action of the proletariat the combat organisation of its vanguard that must raise itself to the role of leader of the working class in all the spheres of its struggle without exception, and consequently, in the trade union field. 2. Those who, in principle, counterpose trade union autonomy to the leadership of the Communist Party, counterpose thereby – whether they want to or not – the most backward proletarian section to the vanguard of the working class, the struggle for immediate demands to the struggle for the complete liberation of the workers, reformism to Communism, opportunism to revolutionary Marxism. 3. Prewar French syndicalism, at the epoch of its rise and expansion, by fighting for trade union autonomy actually fought for its independence from the bourgeois government and its parties, among them that of reformist-parliamentary socialism. This was a struggle against opportunism – for a revolutionary road. Revolutionary syndicalism did not in this connection, make a fetish of the autonomy of the mass organisations. On the contrary, it understood and preached the leading role of the revolutionary minority in relation to the mass organisations, which reflect the working class with all its contradictions, its backwardness, and its weaknesses. 4. The theory of the active minority was, in essence, an incomplete theory of a proletarian party. -
NFIB Guide to Managing Unionization Efforts | One
www.NFIB.com/unionizationguide nFIB guIde to ManagIng unIonIzatIon eFForts 1. What to Do When Facing an Organizing de I Campaign » Know your rights » Understand the National Labor Relations Act » Be familiar with the National Labor Relations Board What’s Ins 2. Allowing Unions Access to Your Employees ✔ » Rules regarding the solicitation of your employees » Distribution of pro-union materials 3. What You Can Say to Your Employees » Communicating the disadvantages of union membership » Talking about strikes 4. What You Cannot Say to Your Employees » Consider their perspective » Six guidelines to remember 5. What to Do When Your Rights the Union Arrives » Avoid costly missteps During a Union Organizing Campaign DEVELOPED BY SMALL BUSINESS LEGAL CENTER www.NFIB.com/unionizationguide A Message from the President Dear NFIB Member: ✔ With membership on the decline for decades, unions are scrambling to boost their numbers any way they can. More than ever before, unions are targeting small and independent businesses. Expedited election regulations, mandatory paid time off and expansion of the Family Medical Leave Act are big ticket items with which they hope to turn the tide back in their favor. We are the leading voice fighting these initiatives. We believe that you should be free to offer the policies and benefit plans that best suit your business and your employees. We believe that one-size-fits-all employment policies don’t work for small businesses. You need flexible workplace policies to juggle your em- aBout nFIB guIde to ManagIng ployees’ needs, as well as your own. unIonIzatIon eFForts To help you, the NFIB Small Business Legal Center has developed Our third installation in a series of guides for small the NFIB Guide to Labor Relations: Your Rights During a Union businesses, the NFIB Guide to Managing Unionization Organizing Campaign, where you’ll discover information on what Efforts features information on what to do when facing to do when facing unionization, including when and where unions unionization. -
The Birth of an International Anarcho-Syndicalist Current
The Birth of an International Anarcho-syndicalist Current François Guinchard I ntroduction This article aims to define anarcho-syndicalism through the way it has been historically constructed. First, we have to precise about what our object of study is since the term has been used in a confusing way or has been quite neglected by historians. Anarcho-syndicalism is difficult to understand precisely because it does not have any "scientific" definition nor even one that would be common to those who endorse it. Without claiming to solve this problem, I aim to contribute in this article to clarifying the meanings of anarcho-syndicalism in historical context. The term anarcho-syndicalism first appeared as a derogatory commentary and an insult against certain working-class militants in the nineteenth century. It was often used to refer as a whole to the trade-union activities of individuals and groups who defined themselves as anarchists. To study such an object is in fact a multifaceted task, involving the analysis of a wide plurality of historical practices and comparisons. In this respect, I François Guinchard 151 differ from the historiographical current specialised in studying French syndicalism, represented primarily by Jacques Julliard.1 For him, anarcho- syndicalism first arises among libertarian members of the French Confédération générale du travail (CGT) between 1895 and 1914. I will opt for a more restricted notion without discrediting other definitions; after all, the words used are less important than the realities they refer to.2 We nevertheless owe to this same historiographical current the formulation of the category direct action unionism that groups together revolutionary unionists and anarcho-syndicalists through the common denominator of their trade union practices.3 Anarcho-syndicalism is more frequently understood – at least by those who call themselves anarcho-syndicalists – as a specific working class current, stemming from syndicalism. -
Florida Public Employees: Is the Solution to the Free Rider Problem Worse Than the Problem Itself?
Florida State University Law Review Volume 6 Issue 4 Article 3 Fall 1978 Florida Public Employees: Is the Solution to the Free Rider Problem Worse than the Problem Itself? Curtis L. Mack Ezra D. Singer Follow this and additional works at: https://ir.law.fsu.edu/lr Part of the Labor and Employment Law Commons, and the State and Local Government Law Commons Recommended Citation Curtis L. Mack & Ezra D. Singer, Florida Public Employees: Is the Solution to the Free Rider Problem Worse than the Problem Itself?, 6 Fla. St. U. L. Rev. 1347 (1978) . https://ir.law.fsu.edu/lr/vol6/iss4/3 This Article is brought to you for free and open access by Scholarship Repository. It has been accepted for inclusion in Florida State University Law Review by an authorized editor of Scholarship Repository. For more information, please contact [email protected]. FLORIDA PUBLIC EMPLOYEES: IS THE SOLUTION TO THE FREE RIDER PROBLEM WORSE THAN THE PROBLEM ITSELF? CURTIS L. MACK* AND EZRA D. SINGER** I. INTRODUCTION The passage of the National Labor Relations Act (NLRA) in 1935 greatly facilitated union organization throughout the United States.' The union movement was inhibited, however, in 1947 when Congress amended the Act to allow states to enact "right-to-work" statutes.' Such proposals were a source of great public debate in the 1950's.3 Although the issue is no longer of overriding national con- cern, proposals continue to be made.' The term "right-to-work" is misleading. "Right-to-work" laws do not purport to guarantee a right to work or a right to a job. -
Collective Bargaining Agreement Between the American Federation of Government Employees, AFGE Local 2831 and USDA, Rural Development – New York
Collective Bargaining Agreement between the American Federation of Government Employees, AFGE Local 2831 and USDA, Rural Development – New York American Federation USDA Rural Development, of Government Employees, New York AFGE Local 2831 Effective July 9, 2019 to July 8, 2022 Table of Contents Page Number Preamble Definitions Article 1 - Parties to the Agreement, Recognition, Definition of Bargaining Unit, and Coverage of the Agreement Section 1 - Parties to the Agreement Section 2 - Recognition Section 3 - Bargaining Unit Section 4 - Coverage of the Agreement Article 2 - Governing Laws and Regulations Section 1 - Relationship to Laws, Government-wide Rules and Regulations Section 2 - Past Practices Article 3 - Union and Management Rights Section 1 - General Section 2 - Restraint Section 3 - Representation Section 4 - Union Rights and Responsibilities Section 5 - Formal Discussions Section 6 - Working Relations Section 7 - Notification of Changes in Working Conditions Section 8 - Notification to Employees of Exclusive Representation Section 9 - Communications with Bargaining Unit Employees Section 10 - Management Rights - General Section 11 - Other Agreements Section 12 - Management Rights With Respect to Non-Bargaining Unit Employees Article 4 - Employee Rights Section 1 - Organizational Rights Section 2 - Personal Rights Section 3 - Whistle-Blower Protection Section 4 - Right to Union Representation Section 5 - Timely and Proper Compensation Section 6 - Voluntary Activities Article 5 - Negotiations During the Term of the Agreement Section -
LABOUR LAW and EMPLOYMENT MANUAL 2013 SECTION F Trade Unions Guide
Trade Unions Guide LABOUR LAW AND EMPLOYMENT MANUAL 2013 SECTION F Trade Unions Guide © 2013 South African Labour Guide All rights reserved. No part of this manual may be reproduced, stored in a retrieval system, or transmitted in any form or by any means electronic, electrostatic, magnetic tape, mechanical, photocopying, scanning, recording or otherwise, without prior written consent and permission from the South African Labour Guide. Any breach of these conditions shall be punishable to the full extent permitted by law. © SA Labour Guide 1 Trade Unions Guide Table of contents Module 1: Introduction .................................................................................................. 5 1.1 What exactly is a trade union? .................................................................................. 6 Module 2: The Recognition of Trade unions ............................................................... 7 2.1 Representative trade union................................................................................. 7 2.2 Representative trade unions ............................................................................... 7 2.3 What is a "sufficiently representative" trade union? ............................................ 8 2.4 Definition............................................................................................................. 8 2.5 Deduction of trade union subscriptions or membership fees or levies ................ 9 Module 3: Majority trade unions ...............................................................................