Single Union Agreement Disadvantages
2. It can be biased on the employer. Some groups that are not in favour of collective bargaining argue that this process gives workers too much power and leaves employers to tie hands when it comes to running their businesses. Given that unions can demand employers and demand collective bargaining, critics fear that this practice has become a habit, even though, in reality, there is nothing improper about the way these employers run their businesses. The advantage of a single trade union agreement is to ensure that the conflict is minimized within the organisation and to promote cooperation between workers and management, and the disadvantage of a single trade union agreement is the strike of workers who demand negotiations on their terms. If you do not approve of the rules of pay, social benefits or work required by union members, the law allows them to strike. Federal laws limit your ability to lay off striking workers. A strike not only costs money directly from production production, it also causes other problems. Strike advertising can lead to a drop in revenue when friendly customers boycott your products or services. Your suppliers and commercial customers may stop working with you until you are unable to pay your bills or deliver what they buy. While unions offer many benefits to workers, they create a number of disadvantages for employers, including strict federal labour laws that govern employers` union rights. Just because your staff can unionize doesn`t mean your relationship with your employees has to be adversarial.
If you understand some of the union`s disadvantages for employers, you can avoid conflicts and work better with organized staff. If you encourage workers on the basis of parameters such as merit, productivity or other objective means, you may lose that opportunity with a union. Many unions negotiate workplace rules that encourage and protect workers on the basis of seniority, not merit. This means that if you have to lay off a certain number of workers, you must terminate the labour that you last hired, not the least productive workforce. Your ability to discipline workers will also decrease, as union rules and responses to staff discipline limit your ability to deal with workers you consider to be underperforming. A form of union recognition inspired in the United Kingdom by the EETPU electricians` union (now part of Unite) in the 1980s. Agreements on one or more unions are also referred to as “new style agreements” and “no strikes” and include the granting of recognition to a single union in return for guarantees to avoid conflict and promote cooperation between management and workers in the workplace. These agreements generally include a package of measures that include, on the one hand, the support of employers to the union and the allocation of facilities to their representatives, as well as the requirement for training, participation and uniform status for workers. On the other hand, it can accept the union, flexible work, binding arbitrations to settle labour disputes and representation by an enterprise committee that cannot rely on union representatives and which has only an advisory or advisory function. Union agreements have been seen by some as the basis for rebuilding British labour relations on a more cooperative basis, and recent partnerships between employment services include many of their elements.
However, they have been controversial within the trade union movement, not least because trade union agreements have been offered by employers through competitive “beauty contests” and, in a number of cases, agreements have led to the demise of rival unions. This controversy led, in the late 1980s, to the expulsion of the TUC electricians` union.