The labor relation process is a collective undertaking by a group of employees and a labor union, one that creates a union-management relationship. The different phases that make up the labor relation process are instrumental in ensuring that union members can bargain particular elements of their employment with the employer at the end of the undertaking( Burchill, 2014). The phases include the employees’ desire for representation, organization campaigns by the labor union, NLRB representation process, and negotiation meant to leads to contract agreement and contract administration.
The first step in the labor relation process is employees’ desire to have a body that presents their grievances or by the labor union organizing a drive. In the second phase, the union representatives try to convince employees of the importance of being union members ( Kearney et al., 2014) . Convinced employees sign the union cards, which the union representative uses to show the employer that the employees have agreed to the union representation. The third step happens when the union has enough membership cards. The process entails certification of a particular union as the bargaining agent for the employees it represents. When the NLRB receives the application by the union for accreditation, it notifies the main parties, that is, the employee and the employer, of the initiated process and their need to vote on whether the labor union should represent the employees in question or not.
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The fourth stage is negotiations that involve the employer and the employee. The main aim is usually to reach a collective agreement ( Burchill, 2014). In this phase, there is usually a meeting by the parties that have reached a bargain. Here, the exchange of proposals happens during this period of time. The last stage is the actual representation of employees’ grievances by the labor union. A problem that is difficult to solve is usually presented to the employer first by the employee. Inability to reach an agreement prompts a meeting between union members, an employee, and a supervisor then meet to discuss the issue, one that must have been put in writing in the first stage of contract enforcement. If the problem is not resolved, another meeting with more representatives is planned, failure to which arbitration happens.
References
Burchill, F. (2014). Labour relations . Macmillan International Higher Education.
Kearney, R. C., & Mareschal, P. M. (2014). Labor relations in the public sector . crc Press.
