Question 1
Mandatory Subjects
Mandatory bargaining has a direct impact on employee's wages and working hours or employment terms and working conditions. They refer to the bargaining issues over which the parties involved are required to get involved in the process ( Landeo, Nikitin, & University of Alberta, 2015) . Examples include promotions, sick days, wages, and premium pay.
Permissive Bargaining Subjects
Permissive bargaining subjects are not directly related to work. The process comprise of issues related to the nature and direction of the business. The parties to the permissive bargaining may agree but are not required by law. As such, they may refuse to discuss them without fearing any labor practice charge ( Landeo et al., 2015) . However, it is perceived as a violation It is a violation to strike over a permissive subject. Examples of permissive subjects include negotiation ground rules, internal union matters, and interest arbitration.
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Prohibited or Illegal Subjects
The prohibited or illegal subjects have no mandate to legally bargain. Most often, subjects may violate a law that cannot be entered legally even if the parties make an agreement to do so ( Landeo et al., 2015) . Examples of prohibited or illegal subjects include closed shop provisions or discrimination against employees.
Question 2
Employees join trade unions because of some benefits which they derive from the organizations. Trade unions play a fundamental role in improving the productivity of employees. The trade unions have many activities that they exercise on behalf of their members. Trade unions assist their members when they bargain for their wages and appropriate working conditions. They unions lead demonstrations and strikes in the case that agreements and negotiations with the employers fail ( Lindberg & Karlson, 2012) . The trade unions also represent employees, especially in disciplinary cases. Trade unions also help members to negotiate for better remuneration, offer protection from exploitation by the employers, and provide easy access to training and educational facilities. The worker unions play a fundamental role in ensuring appropriate work-balance among employees. The activities that trade unions discharge include collective bargain, demonstrations and striking actions, worker representations, and eventually make them confident and productive. Trade unions assist employees because they protect their economic interest and ensure good wages and improved working conditions.
Question 3
Deregulation has resulted to an increase in global inequality. Unions play a crucial role in the fight for employee wages and against deplorable working conditions. Research on globalization and deregulation suggests that they have resulted in a reduction of labor's share and other employee benefits. For instance, it has led several industrial sectors to launch new enterprises that are staffed by members who are not registered by a workers’ union ( Lindberg & Karlson, 2012) . Labor unions have minimal bargaining power than ever. Similarly, increased globalization has resulted in delocalization for blue-collar employees from low-wage countries. There is a decrease in the well-paid unionized jobs. According to Lindberg and Karlson (2012), the overall results of deregulation include a reduction in employee's bargaining power as well as weak unions. Market fundamentalism dominates policymaking despite its role in causing the global economic crisis, which remains to be a key driver of labor market deregulation.
Question 4
Seniority in a union describes duration that an employee has been as a union member. Seniority systems offer several benefits to its members based on seniority. The system is crucial because it can increase employees' loyalty to their jobs. The other advantage of the system is that it guarantees promotion and advancement in the job field ( Lindberg & Karlson, 2012) . A union might mandate that all employees who work at a particular job for over five years obtain promotion. The other potential benefit of seniority is the fact that it offers job security. It can protect individuals who have achieved seniority from a union from being laid off. The major advantage of seniority systems is that they tend not to reward performance. Most often, they can act as a disincentive to productive employees. The other potential challenge of the system is that it might result in a reduction in career growth.
References
Landeo, C. M., Nikitin, M., & University of Alberta. (2015). Effective labor relations laws and social welfare . Ontario: Canadian Electronic Library.
Lindberg, H., & Karlson, N. (2012). Labour markets at a crossroads: Causes of change, challenges and need to reform . Newcastle upon Tyne: Cambridge Scholars Pub.
