Political Science

Collective bargaining is the method where workers organize together to meet negotiate upon work conditions with their employers (Danodov 2004). Trade unions are the vehicles for achieving this and its not true to say some have outlived their usefulness because work place issues keep on emerging with new challenges every other new day. Unions exist to represent workers interests in the face of autocracy or no autocracy as their main reason for existence is representing the interests of their members regardless of fair treatment.

Management and trade unions bargain for both the convergent and divergent interests of each party. Both parties have common interest and that is ensuring that its interests are taken care of. The management has to ensure that business runs at a profit whereas the unions have to ensure their members get their fair share and that is good wages and better working conditions. The issues only become opposing when one of the parties has a selfish tendency to benefit at the expense of the other.
The 1944 deal has been the reference point in labor issues over time and over the years has evolved to provide guidelines for both, organizations and trade unions. For employees, it strengthened the unions and thus ensured their interests are well addressed. More sense of security with enhanced bargaining authority made it gain acceptance among many workers and in so unions became stronger with majority of workers becoming unionized. For employers it curtailed their executive authority over their members of staff since they now had a vehicle to champion for their interests. In a way both the management and workers issues have a reference point and thus this deal opened ways for democracy at work place.

Collective bargaining and contract making differ significantly as one is seeking to see that interests of group it represents are taken care of and a common ground for a deal is being sought respectively. But they have a similarity in that each is present to ensure her proxy gets the best deal from an engagement and both use same methods to ensure their interests are attended. Collective bargaining leads to formation of contract setting forth the wages, hours, and other conditions to be observed for agreed period of time.

Employers need not necessarily employ from among members of a union. This is because employer is not obligated by law to such action. Employers source staff members from sources best known to them to ensure they hire the best to drive their mission and goals. The employer has clear guidelines of how to obtain workforce who perform with clear instructions and regulations to observe and with pay commensurate with tasks performed.

Hours of work are predetermined and should not be confused with shifts. In firms with big operations where shifts alter and schedules for different shifts with overtime or extra time being after the normal working shift with different pay rate and not fixed times of the day should be the case.

In conducting suspension a well outlined procedure should be put and followed to the letter since foreman may abuse this authority if exercised without a checklist to form the basis for suspension.
Communication with the employees of matters of work is the responsibility of employer to ensure important information reaches staff regardless of availability of notice boards with locks. This isnt the duty of union as unions only come along when there is a problem.

Displine related documents should not be removed from employees file even after two years of clean record. Reason being this is a short period to warrant same mistake will not be repeated since with knowledge of grace period by the employee.