Bargaining in the federal sector was introduced after the enactment of the Federal Labor Management Relations Statute in 1978. Over time it has been able to safeguard the public interests, and encourage an amicable settlement of disputes between the employees and their employers in issues affecting conditions of their working environment. (Tighe, J. H. et al, 2009). Several revisions of this enactment have been made since then. Therefore expansion of the scope of bargaining to include issues like wages and benefits could have adverse impacts.
The employees will have a voice on the wages and benefits that they are supposed to get. Therefore all the employees that will be part of the bargain will have be aware of the conditions that make the employers set their respective wages and benefits. They will also be able to raise concerns in situations that they feel that they are being discriminated. This promotes a healthy environment to work in since the employees feel that they are fairly compensated for the services that they offer.
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When the employees have no fear of wage cuts and layoffs, they will feel more stable in their jobs and positions in the company. The company will also be at peak stability because the management can comfortably do budgets and other financial plans because the employees’ wages and benefits are already well laid out.
In as much as bargaining on wages feels advantageous, when an organization makes pays and benefits equal among its employees, problems are likely to arise. Employees who would have worked at the organization much longer alongside the more skilled will feel taken advantage of. The time taken by the company to implement wage changes due to the ever changing business environment is going to be too long consuming both time and money.
References
Tighe, J. H., South Carolina Chamber of Commerce, Fisher & Phillips, & LLP. (2009). Employment and labor law resource guide [2009]: A business guide to South Carolina & federal laws . Columbia, SC: S.C. Chamber of Commerce.
