Well, I have been reading this thread for awhile and I just can't stay quiet any longer. Capt. Apathy and others have tried to explain certain aspects and have done quite well, probably better than I am about to.
First of all I am a Union member-very involved in my Union-that is the key-involvement. ANY Union is just that-the members' Union, even the people at the very top of ANY Union have to answer to their members, executive boards, and yes the government. The National Labor Relations Act (NLRA) governs both management and labor and is administered by the Dept. of Labor.
ANY member in good standing has the right to vote for leadership, ask questions, demand answers, look at "the books" to see "where the money goes". For that matter bills and expenditures are normally read aloud at Union meetings and approved paid by the members in attendance. Members have complete say in the direction for the Union, and when it comes contract time the members vote on acceptance of their collective bargaining agreement.
I will be the first to admit that not all is perfect. In the beginning the basic premise of a Union was-you pay us a decent wage, treat us fairly, give us a voice in the workplace and we will give you a hard days work, work of quality that you can market. Now ofcourse over the years that has changed-the Union has made it better for it's members by bargaining benifits-you know-the little things, like health care, retirement benifits. And yes through our collective effort we have pushed an agenda that protects ALL workers and laws are in place now like OSHA, FMLA, and the NLRA-that protects ALL workers not just Union shops.
In a Union environment you have rights and are able to excersize them, in a NON-Union environment, you are an "at will" employee, you are only employed at the will of the employer. If your employer hedges and cuts costs by sacrificing safety-OSHA comes in and conducts an inspection-fines your employer for violations (over something you have complained to your boss about). Probability is high that you will lose your job-you COMPLAINER! OR-if times get tough-the boss won't take a cut in salary-but you will-if not be phased out completely.
Yes there are worthless, lazy, diruptive, you name it employees (or members) in any Union. You know what-the UNION DOES NOT HIRE OR FIRE. That worthless, lazy SOB was hired by the employer, went through his probation period-still retained employment-became a Union member-and now yes we have the legal duty to represent this person just as we would ANY Union member.
Bottom line is; Are Unions needed?-absofrigginloutly. Those of you that have posted here against Unions are either 1) management, 2) were not involved in YOUR Union and therefore did not provide direction-never attended a meeting, never asked questions, 3) had bad leadership that you should have replaced, OR 4) you screwed up in such a way that it was beyond the Unions capability to help you, and you probably worked a year longer than you would have at a non-Union employer.
I have worked in both Union and Non-Union environments. Am I suggesting that all workplaces be Unionized-absolutly not. If an employer treats you fairly, listens to your concerns, pays you decently, provides for your safety, health, and retirement. Well this is a place that a Union would likely never be voted in.
Well that's my nickel-I could go on all day but I'm sure through the replies, I will get a chance to continue.
