Title: "UNION" is it Ethical or not?

General Objectives: To be able to figure out if union is ethical or not Specific Objectives: Define what is a union Enumerate the advantages and disadvantages of a union

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Related Literature:
DEFINITION OF UNION A union is an organization of workers who act together to secure benefits and rights in the workplace. Unionism is an important tool for worker's rights, and many trade unions are open to membership all over the world. Members of a union may range from machinists in auto-repair shops to in home care providers who belong to a service-workers union. Not all workers are unionized, but many are, especially when they work for large companies. Many unions are also quite powerful, since they represent thousands of employees, and unions have traditionally played a role in politics as well, by endorsing union-friendly candidates. The first unions began to emerge in the 18th century, as industrialization began to rise in Europe. Some historians believe that these unions are related to trade guilds, medieval organizations which originally protected specialized trades such as weaving, bread baking, and building. Others feel that unions are not, in fact, related to guilds, and that they arose as a natural response to changing workplaces. Members of a union pay dues to support the activities of the union and they also elect leaders and stewards. These people are responsible for representing the collective interests of the union when the union negotiates with a company owner or employer. Stewards usually work on the ground, ensuring that union members are not being exploited and that the terms of their contracts are being met, while representatives bring issues to the bargaining table during negotiations.

Collective bargaining is a type of negotiation used by employees to work with their employers. During a collective bargaining period, workers' representatives approach the employer and attempt to negotiate a contract which both sides can agree with. Typical issues covered in a labor contract are hours, wages, benefits, working conditions, and the rules of the workplace. Once both sides have reached a contract that they find agreeable, it is signed and kept in place for a set period of time, most commonly three years. The final contract is called a collective bargaining agreement, to reflect the fact that it is the result of a collective bargaining effort. The roots of collective bargaining lie in the late nineteenth century, when workers began to agitate for more rights in their places of employment. Many skilled trades started using their skills as bargaining tools to force their employers to meet their workplace needs. Other workers relied on sheer numbers, creating general strikes to protest poor working conditions. Several labor pioneers

started to establish a collective bargaining system so that labor negotiations could run more smoothly. Typically, the employees are represented by a union. Collective bargaining actually begins with joining a union, agreeing to abide by the rules of the union, and electing union representatives. In general, experienced people from the union will assist the employees with putting together a draft of a contract, and will help them present their desires to the company. Numerous meetings between representatives of employer and employees will be held until the two can agree on a contract. As the contract is being negotiated, general employees also have input on it, through their union officers. Thus, the agreement reflects the combined desires of all the employees, along with limitations that the employer wishes to see put in place. The result is a powerful document which usually reflects cooperative effort. In some cases, however, the union or the employer may resort to antagonistic tactics such as striking or creating a lockout, in order to push the agreement through. For workers, collective bargaining is an excellent tool. Many workplaces benefit from unionization, which allows workers to speak together as a body to assert their rights. Employers also benefit from collective bargaining agreements, which set out clear expectations for both sides. The experience of collective bargaining can also be a learning experience for both sides of the discussion, as it encourages employers and employees alike to consider each other's positions. (http://www.wisegeek.com/what-is-collective-bargaining.htm)

WHAT ARE THE BENEFITS OF JOINING A UNION? By Chris Joseph, eHow Contributor Unions have done a great deal to improve the plight of workers in the United States by improving working conditions and increasing employee wages and benefits. HISTORY Unions came about in the late19th century as a way to force employers to improve oppressive working conditions. Through continuing effort, workers have been able to obtain better working conditions and higher wages. SIGNIFICANCE Companies with unions often pay higher wages than nonunion companies in the same industry. According to the American Federation of Labor and Congress of Industrial Organizations (AFL-CIO), union workers earn 30 percent more than nonunion workers. FRINGE BENEFITS The AFL-CIO also indicates that union workers have better fringe benefits such as health insurance and retirement plans. This can provide workers with excellent insurance coverage while helping to keep premiums reasonable.

MISCONCEPTIONS Unions do not benefit only blue-collar industrial workers. The AFL-CIO statistics indicate that 53 percent of union members are white-collar professionals such as teachers. IDENTIFICATION Joining a union identifies workers as part of a large group. This strength in numbers gives employees greater power when it comes to negotiating contracts. UNION VS. NON-UNION The union provides many benefits and support for its members. These benefits include the advantage of working under a collective bargaining agreement that brings bigger paychecks, better health and retirement benefits, more secure jobs, and safe working conditions. Of course, what you will actually earn depends on the collective bargaining agreement of your Local Union.

THE UNION ADVANTAGE: FACTS AND FIGURES eing a member of a union can have a direct impact on the quality of life for you and your family. In the United States in 2009, 13.7 percent--over 15 million--of all wage and salary workers were represented by a union. This number is up from 13.3 percent in 2007.

WORKER S PAY IS HIGHER WHEN THEY RE IN A UNION According to a January 2011 Bureau of Labor Statistics report, workers who belong to a union typically earn higher pay than non-union workers doing the same kind of job. Although it varies based on sector and occupation, the overall averages are striking. That's a yearly difference in salary of $10,400 for union members vs. non-union members. Although it varies based on sector and occupation, the union difference for workers across the board is undeniable. For workers employed in the public sector:
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The difference in salary amounts to roughly $165 more a week--approximately $650 more a month--for union vs. non-union.

For workers employed in the private sector:

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The salary difference for union vs. non-union amounts to roughly $155 more a week-approximately $615 more a month.

GREATER ACCESS TO HEALTHCARE COVERAGE; LOWER COST In 2009, 92 percent of union employees in the U.S. had access to health care benefits, compared to only 68 percent of non-union workers. The union advantage is even greater when you compare the percentages of union vs. non-union workers receiving specific benefits:
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Dental Care: Union, 70% | Non-union: 44% Vision care: Union, 53% | Non-union: 24% Prescription drug benefits: Union, 90% | Non-union, 68%

Union workers nationwide are 28.2 percent more likely to be covered by employer-provided health insurance. Union workers also pay less out of pocket for their insurance than non-unionized workers do. Union workers, on average, pay 11 percent of premiums for individual coverage and 18 percent of premiums for family coverage. y Companies with 30 percent or more unionized workers are five times as likely to have their entire family health insurance premium paid for, in comparison to companies with no unionized workers. Non-union workers pay much more for their insurance:
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20 percent for individual coverage and 33 percent for family coverage.

A MORE SECURE RETIREMENT

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Nationally, 77 percent of union employees in 2009 were covered by pension plans that provide a guaranteed monthly retirement income. Only 20 percent of non-union workers are covered by guaranteed (defined-benefit) pensions 20%. Union workers are 53.9 percent more likely to have employer-provided pensions.

THE PROS AND CONS OF JOINING A UNION By Sanday Chongo Kabange Although joining a Trade Union is not a silver bullet to solving all your work-related woes, it can be advantageous in many ways. It is important to understand what benefits and disadvantages can be derived from becoming a Trade Union member.

Advantages These are some of the main benefits derived from joining a Trade Union:
 

Trade Unions provide members with the opportunity to access the benefits of collective bargaining Trade Unions shield workers from exploitation and victimisation by management i.e. lack of adherence to labour laws, unfair dismissals etc

Trade Unions assist members by offering them educational programmes that expose them to their rights both in the workplace and in homes

In some instances, Trade Unions provide its members with legal assistance during disciplinary matters or legal suits

Trade Unions also negotiate wage and salary matters with employers.

Disadvantages Trade Unions are not the final line of protection in labour issues. Therefore, as much as they provide its members with legal, financial and labour advice, they have disadvantages. Among the major ones are as follows:


Collective bargaining by Trade Unions can sometimes lump all workers, both productive and unproductive, in the same space thereby inhibiting hard-working individuals from being rewarded appropriately.

By nature of Trade Union involvement or participation workers tend to become more critical and conscious of management methods and activities.This could possibly hinder their chances at training and promotions, especially if these are solely at management's discretion.

Cost of productivity and loss of employment can be disadvantages - Specifically if unions strike or have a go slow, a lot of man- hours are lost in the process and the employer may fire some key workers. Also where union demands are increasingly high, employers may opt to shed off "excess" staff and in turn employ even less workers as a result, elaborates Silvia Chipampwe, a Trade Unionist with the Zambia Union of Financial Institutions and Allied Workers (ZUFIAW).

Conceptual Framework:

Interview Templates: Data(INTERVIEW) Results as primary data and Internet Data as secondary: Analysis: Conclusion(that answer your conclusion:) Recommendation: Annexes: COMMENTS IA The biggest advantage for anyone joining a Union is the protection of belonging. It is not just you against the boss, who has all the organisation of the Company behind him. The Union can provide a representative to support you in disciplinary matters, even a lawyer if necessary. It can pursue workmens compensation cases on your behalf. All this comes with your membership you do not have to pay for the service. Through the Union you can negotiate on wages and conditions without putting yourself on the line. The Union can raise Health and Safety issues with management, and contact the appropriate authorities if necessary. Would you like to do that yourself? Most Unions also provide Friendly Society type benefits, such as death grants, and have discount deals that you can take advantage of. The Teamsters have a retirement Health Insurance scheme. You will have to pay a membership fee, usually based on your wage. You will be expected to support your fellow workers in industrial action. In the US you may find that some employers are hostile to Unions and will try to avoid dealing with them or substitute their own in-house tame employee council. You need to be active. If you do not attend meetings, vote for your representatives and the policies you support then your Union will be run by the people who do. Have a look at the website of the union you are thinking of joining and see what benefits they offer, have a look at the policies they have supported recently, and read about some of the support they have given to members. JOHNADRIAAN Advantages: 1) Some work sites require you to join a union (you don't mention the industry, but...)

2) You get to vote on whether it is a good idea to strike or not. Disadvantages: A) You have to pay union fees B) Often, when unions fight for (and win!) a new deal with an employer, it gets given to everyone regardless of whether they are a member of the union or not. All the benefits; none of the costs. MAGIC OVAL Well, if the union makes you pay dues, whether you're a part of it or not, if you join you'll at least get more of a say in what they do.... LISTEN N LEARN Which union. It depends. The trade Unions are good, but work is slow right now. DEMONaLCOHOL In my union the major advantage is job security. They cannot fire me unless I do something wrong. It's also nice to know that management cannot push you around and make you do things that your not supposed to be doing since they are in fear of having to deal with the union. Not that it would get them into trouble, but they would have to spend several hours a day for the next week or two to work the problem out. Disadvantage is paying the union dues. I had to pay $600 initiation to join and now that i've paid it they take $48 dollars from my paycheck each month. I look at it as a small cost for insurance (which I get for free) and job security.

ARTICLE 23 1. Everyone has the right to work, to free choice of employment, to just and favorable conditions of work and to protection against unemployment. 2. Everyone, without any discrimination, has the right to equal pay for equal work. 3. Everyone who works has the right to just and favorable remuneration ensuring for himself and his family an existence worthy of humandignity, and supplemented, if necessary, by other means of social protection. 4. Everyone has the right to form and to join trade unions for the protection of his interests

CORE LABOR STANDARDS



Freedom of association: workers are able to join trade unions that are independent of government and employer influence; The right to collective bargaining: workers may negotiate with employers collectively, as opposed to individually; The prohibition of all forms of forced labor : includes security from prison labor and slavery, and prevents workers from being forced to work under duress ; elimination of the worst forms of child labor: implementing a minimum working age and certain working condition requirements for children; non-discrimination in employment : equal pay for equal work.

"WE DON'T NEED A UNION HERE - ALL OUR WORKERS ARE HAPPY!" Freedom of association - the right of workers to join and form trade unions so that they can bargain collectively for their rights - is a fundamental principle of the ETI Base Code. Yet around the world, both employers and governments interfere with these rights. Trade union leaders are denied promotion opportunities, physically abused, arrested or even murdered for standing up for their right to organise: the ITUC reports that in 2009, a total of 101 union leaders were murdered, and many more were physically assaulted. In other cases, managers may threaten to close their factory or move production to another site if their workforce unionises, or refuse to negotiate with legitimate worker representatives. The more subtle forms of interference include paternalism, where structures are created that may resemble unions, but are actually controlled by management in some form: for example, workers may be selected to be the representatives on workers' committees rather than democratically elected, or else company management may pay union fees. In some cases, managers may formally recognise trade unions but then refuse to sit down and negotiate with them. Or they may spend six months negotiating the first clause of their collective bargaining agreement. The absence of freedom of association at a workplace represents a clear breach of theETI Base Code. As with any other type of breach, retailers and brands have a responsibility to work with their suppliers to find a constructive solution.

CREATING A WIN-WIN SITUATION Yet suppliers that engage with unions find that they have fewer worker grievances to deal with, a more motivated workforce, lower turnover and less absenteeism - as well as fewer strikes. Constructive worker-management dialogue can also be enormously helpful to companies seeking to trade ethically. Where there are strong trade unions with positive working relationships with management, they allow continuous resolution of problems as they occur, rather than letting them escalate and potentially become explosive media stories. This means that buying companies that encourage their suppliers to adopt an open attitude towards trade unions stand a better chance of implementing their ethical trade responsibilities. In short, everybody stands to gain. Furthering freedom of association and collective bargaining in supply chains is a key priority area for ETI. We are currently developing a major new programme of work to develop models of constructive management-union dialogue in supplier workplaces, and will widely disseminate the lessons we learn. I ve heard and read of the corruption in unions. I ve heard and read of the progress we ve made as a nation because of unions. The polarized debate is wrong-headed. Unions and collective bargaining can be good and bad. But it usually seems to be a mixture of the two: gray. ETHICAL PRACTICES CODE The following Ethical Practices shall apply to the International Union, all District Councils, every Local Union, all subordinate bodies, and to every employee, member and officer thereof, and to every union trustee and employee of any benefit fund or political action committee. Democratic Practices LIUNA's traditions, its Constitution, and federal law all protect the democratic rights of LIUNA's members to participate fully, without fear, abuse, or intimidation in all Union affairs. To that end, the following principles shall be respected. 1. Each member shall be entitled to a full share in Union self-government. Each member shall have full freedom of speech and the right to participate in the democratic decisions of the Union. Subject to reasonable rules, regulations and qualifications, each member shall have the right to run for office, to nominate through duly established constitutional procedures, and to vote in free, fair and honest elections. In a democratic union, as in a democratic society, every member has certain rights but she/he also must accept certain corresponding obligations. Each member shall have the right freely to criticize the policies and personalities of Union officials; however, this does not include the right to undermine the Union as an institution; to vilify other members of the Union and its elected officers or to carry on activities with complete disregard

of the rights of other members and the interests of the Union; to subvert the Union in collective bargaining or to advocate or engage in dual unionism.

2. Local Union membership meetings, District Council delegate meetings, and International Conventions shall be held regularly, with proper notice of time and place and shall be conducted in an atmosphere of fairness. 3. All Union rules and laws must be fairly and uniformly applied and disciplinary procedures shall be fair and afford full due process to each member. 4. The Union shall ensure that its operations shall be conducted in a democratic and fair manner. Corruption, discrimination or anti-democratic procedures shall not be permitted under any circumstances. Financial Practices Union funds are held in trust for the benefit of the membership. The membership is entitled to assurance that Union funds are not dissipated and are spent for proper purposes. The membership is also entitled to be reasonably informed as to how Union funds are invested or used. 1. The Union shall conduct its proprietary functions, including all contracts for purchase or sale or for rendering housekeeping services in accordance with the practice of well-run institutions, including the securing of competitive bids for major contracts where appropriate. 2. The Union shall not permit any of its funds to be invested in a manner which results in the personal profit, or advantage of any officer or representative of the Union. 3. There shall be no contracts for purchase or sale or for rendering services that result in the personal profit or advantage of any officer or representative of the Union. Nor shall any officer, representative or employee of the International Union, District Council, or any Local Union accept personal profit or special advantage from any action of any officer or representative of the Union. 4. Neither the International Union, District Council or any Local Union shall make loans to its officers, representatives, employees or members, or members of their families, for the purpose of financing the private business of such persons. Health, Welfare and Retirement Funds 1. No official, representative or employee of the International Union, District Council or a Local Union, nor any union trustee of a benefit fund, shall receive fees or salaries of any kind from a fund established for the provision of health, welfare or retirement benefits, except for reasonable reimbursement provided for in a collective bargaining agreement or trust agreement and expressly approved by the General President or the Board of Trustees, respectively. 2. No official, employee or other person acting as an agent or representative of the International Union, who exercises responsibilities or influence in the administration of health, welfare and

retirement programs or the placement of insurance contracts, shall have any compromising personal ties, direct or indirect, with outside agencies such as insurance carriers, brokers or consultants doing business with the health, welfare and retirement plans. 3. Complete records of the financial operations of all health, welfare and retirement funds and programs shall be maintained in accordance with the best accounting practice. Each Union trustee shall require that each such fund be audited regularly. 4. All such audit reports shall be provided to the International Union and shall be available to the members of the Union covered by the fund. 5. The Union trustees or administrators of such funds shall make a full disclosure and report to the members covered by the fund at least once each year. Business and Financial Activities of Union Officials Any person who represents LIUNA and its members, whether elected or appointed, has a sacred trust to serve the best interests of the members and their families. Therefore, every officer and representative must avoid any outside transaction which creates an actual or potential conflict of interest. The special fiduciary nature of Union office requires the highest loyalty to the duties of the office. 1. The mailing lists of the Union are valuable assets. In order to protect the interests of our membership, Union officers and representatives shall not, under any circumstances, without the express prior written consent of the General President, turn over a Union mailing list to an outsider for use in the promotion or sale of any goods or services that benefit an individual or private concern. Mailing lists are to be used only to promote the necessary legitimate functions of the Union and for no other purpose. It is improper for any official or representative of the Union, without the express prior written consent of the General President, to permit the use of any mailing list by any third party to promote the sale of any goods or services, or to enable professionals to solicit the membership. 2. No officer or representative of the Union shall have a personal financial interest which conflicts with his/her Union duties. 3. Except for stock purchase plans, profit sharing or retirement plans, no officer or representative of the Union shall have any substantial interest in a business with which LIUNA bargains collectively. 4. No officer or representative shall accept "kickbacks", under-the-table payments, valuable gifts, lavish entertainment or any personal payment of any kind, other than regular pay and benefits for work performed as an employee, from an employer with which the Union bargains collectively or from a business or professional enterprise with which the Union does business. 5. The principles of this Code apply to investments and activities of third parties where they amount to a subterfuge to conceal the financial interests of such officials or representatives.

Barred Conduct No Union officer, representative or employee, and no union trustee of any benefit fund, shall engage in "barred conduct." "Barred conduct" is defined to include: a) committing any act of racketeering, as defined in Title 18 of the United States Code, section 1961(1) [set forth in Appendix A to the LIUNA Ethics and Disciplinary Procedure]; b) knowingly associating with any member or associate of the organized crime syndicate known as La Cosa Nostra (LCN); c) knowingly permitting any member or associate of the LCN to exercise control or influence in the conduct of the affairs of the Union; or d) obstructing or interfering with the LIUNA Inspector General, the General Executive Board Attorney, or the Independent Hearing Officer, as those parties are described in the LIUNA Ethics and Disciplinary Procedure. The term "knowingly associate" shall mean that: a) an individual knew that the person with whom he or she was associating was a member or associate of the LCN; b) the association related directly or indirectly to the affairs of the Union; and c) the association was more than fleeting or casual. The Union's objectives 1. The Union's aim is to promote peace, its values and the wellbeing of its peoples. 2. The Union shall offer its citizens an area of freedom, security and justice without internal frontiers, and an internal market where competition is free and undistorted. 3. The Union shall work for sustainable development of Europe based on balanced economic growth and price stability, a highly competitive social market economy, aiming at full employment and social progress, and with a high level of protection and improvement of the quality of the environment. It shall promote scientific and technological advance. It shall combat social exclusion and discrimination, and shall promote social justice and protection, equality between women and men, solidarity between generations and protection of the rights of the child. It shall promote economic, social and territorial cohesion, and solidarity among Member States. The Union shall respect its rich cultural and linguistic diversity, and shall ensure that Europe's cultural heritage is safeguarded and enhanced. 4. In its relations with the wider world, the Union shall uphold and promote its values and interests. It shall contribute to peace, security, the sustainable development of the Earth, solidarity and mutual respect among peoples, free and fair trade, eradication of poverty and protection of human rights and in

particular the rights of the child, as well as to strict observance and to development of international law, including respect for the principles of the United Nations Charter. 5. The Union shall pursue its objectives by appropriate means, depending on the extent to which the relevant competences are conferred upon it in the Constitution.