A union in thejobsettings is an organization comprising of members who are mostly workers.The main objective of a union is to protectthe interests of its members in their places of work.The unions are independent of any employer. However, they try tomakeastrongworking relationship with the employers (Kelly & Willman, 2004).
A unionizedworkforcecan change how a person does ajob. The unions may pressure the employees, whose work efficiency and performance aremore than that of the other members of the union. The union may see this as a conductunfriendlyto other union members. If the productivity of the union workers is less than expected, it means that theworkforceof the union members havegone down. In most companies, the majority’s decision is considered; therefore, the union can make decisionstointerferewith the workforce thus changing how one does the work (Lanclos, 2012).
The National Labor Relations Act of 1935 guarantees the employees a right toforma union, to choose their own representatives, and tonegotiatewith their employers for their pay rise. The law prohibits employers from taking disciplinary measures on employees whojoinor form unions. Companies fire thousands of employeesin their attempt tojoinunions.This typeof firingis illegal.The fines arecheapsuch that employers afford to pay them and continue breaking the law (Maltby, 2009).The above explanations makeitimpossiblefor one toprohibitthe employees joining, or even forming aunion.
The issue of monitoring employees involves use of automated software. Also, it involves checking phone logs, or recording the calls. All these methods of monitoring have been outlinedby data protectionlaw. The law does not stop monitoring in the workplace. Despite that, it has set rules about the circumstances and the way to carry out monitoring (Lane, 2003).
The Family and Medical Leave Act allow the employees 12weeksof unpaid leave per year.The employerhasthe responsibility of educating employees on family and medical rights (Labor, 2010). The employee, though unpaid during the leave, continues to receive health care benefits as if he/she were still working normally. At the end of the medical or familyleave, the employer has theresponsibilitytoretainthe employee in the samepositionofworkthat he/she used to be. Misinformation and confusion on such matters of family and medicalactcan cost the company a lot of money. The employer,therefore,should possess the tools for training theentireteamonwhatthey should do or should notdowhenit comes tomatters of family and medical laws (Moore, 1980).
Workdays help in knowing the number of days one has worked within a certain period of time. They can be calculated manually, but it is tiring and not time saving. A function of the Microsoft excel software has been usedtoperformthe workday calculations easily. Alternatively, one canuseonline calculators by simply entering a few inputs. Manually, we find itthrough calculating the number of daysbeginningto the ending of the working period. The total number of working days is attained by adding the number of weekends and then subtracting them from the summation of total days. Finally, the number of holidays during that period is also subtracted (Mehta, 2012).
Layoffs occur primarily due tobusinessconditions and difficult economic times. The employer should go through a checklist of factors before termination of any employee. They should make sure that there is a genuinebasisfor lay off the employee, keep itconfidential, plan ahead so as to consider all the ramifications that might arise later. They should also keep apaperpathof their performance and the personal documents of the employee that may help when acaseoccurs (De Meuse & Marks, 2003).