Working Wounded: Being An Effective Union

Dec. 7, 2007 — -- Dear Readers: From Hollywood writers to Broadway stagehands, labor strife hasn't been as high profile in the U.S. for a very long time. This time we'll examine labor union do's and don'ts. Next time, we'll look at the company's responsibilities for its workforce.

When I think of companies and unions, the students of the Dawood Engineering College in Karachi, Pakistan leap to mind. Earlier this year two groups of students had fistfights and threw furniture at each other in a huge confrontation. Ironically, the reason for the fight was over which group should get credit for putting up posters urging students to not fight on campus.

Sound familiar? Companies and unions often seem like they're endlessly fighting while both claim to truly have the workers best interests. I've listed three Do's and one Don't for effective labor representation, stuff that affects all of us as consumers and workers, even if we don't belong to a union. For more, check out "The Essential Guide to Federal Employment Laws" by Lisa Guerin and Amy Delpo (Nolo, 2006).

DO Bargain in good faith. Unions are required to bargain in good faith. For example, a union can't refuse to come to the bargaining table or to refuse to listen to a proposal from management. Unions don't face this bargaining challenge on their own, management is also bound by law to bargain in good faith.

DO Allow dues flexibility. Workers who object to paying union dues for religious reasons or because they don't support political stands taken by the union can make alternative arrangements for paying dues. For example, a worker who feels that paying dues would violate his or her religious beliefs can make a similar contribution to a non labor, non religious charity.

DO Strike lawfully.Strikes are not only high profile in the U.S., a Google search came up with strikes currently making headlines around the world. So what are the keys to an effective, and legal, strike? A strike is legal and protected only if employees are striking over wages, hours, or terms and conditions of employment or to protest an unfair labor practice. Strikes can be challenged by a company if there is a no-strike clause in the collective bargaining agreement or if strikers engage in serious misconduct, like violence. .

DON'T Take members for granted. Unions, to many, are synonymous with workers. However, given that the percentage of union workers is now below 12 percent, the relationship between workers and unions has never been more precarious. And with 22 states having Right to Work laws that don't require employees to join, unions need to take a hard look in the mirror. I speak from experience here about how unions can take their members for granted, I was once a member of AFTRA and had a heck of a time getting my union rep to return my calls when I had a problem at work.

By following these tips, unions and companies can stop fighting and start working together to create great work environments for all employees.

"Give up that foolish and vain title of Trades Unions; and take that of laborers Unions." -- John Ruskin

You've got to be tough to survive the office party. True office party tales:

• The president of our company came dressed up as a chicken.
• One guy ate the carnations from our dinner table.
• One colleague set another's wig on fire while it was on her head.

Source: The Creative Group

Bob Rosner is a best-selling author, speaker and internationally syndicated columnist. He'd love to hear your thoughts on this topic, especially if you have better ideas than he does. His books include "The Boss's Survival Guide" and "Gray Matters: The Workplace Survival Guide." Send your questions or comments to him via: bob@workingwounded.com.

ABCNEWS.com publishes a new Working Wounded column every Friday.This work is the opinion of the columnist and in no way reflects the opinion of ABC News.