Rev LU 4 Union Structure & Govt

Social structure is the organization of society, including institutions, social positions, the relationships among social positions, the groups or orgs that make up society, & the distribution of scarce resources w/in the society

Social structures are all composed of groups or organizations

The social structures in the core nations today include:

1. Peers
2. Family
3. Religion
4. Economy

5. Government
6. Military
7. Charity

(acronym:

8. Education
9. Media
10. Leisure
PF REG M CEML)

Each of the social structures, PF REG M CEML, is composed of orgs, & orgs w/in each of the social structures has similar structures that are unique to that social structure

The Labor Mvmt, i.e. the type of labor mgt relations that exist in the core nations, are so ingrained into the core nations' econs that it is indeed part of the soc struc of the econ

To say that current labor mgt relationships are part of the core nations' econ structure is to say that these relationships are expected to be in place, they are taken for granted, they are a normal part of society, they are generally accepted, & they are necessary for the functioning of the system

To say that current labor mgt relationships are part of the core nations' econ structure is NOT to say that these relationships are inevitable & immutable in that soc struc can & do change over time

Thus the current state of affairs in labor mgt relationships is changing & it is not clear whether the entire social struc of the econ & labor mgt relationships will continue or change radically

Social scientists wonder if contemporary labor mgt relationships have reached a turning point where organized labor as we know it today becomes a thing of the past as some of the relationships in this structure of labor mgt fade while others become integrated into other institutional practices

Orgl structure is the formal reporting relationships, groupings, & systems of an org

Orgl structure is the distributions, along various lines, of people among social positions that influence the role relations among these people (Blau, 1974, p. 12 )

Orgl structure is the established pattern of relationships among the various parts of an org & among the various workers in the org

Most orgs in the core nations are organized as bureaucracies, in the shape of a pyramid, w/ authoritarian lines of command & control, w/ minimal input from wkrs

In the US, the primary authority in the lab mvmt is vested in the national unions, organized on a craft or industrial basis

Unions & the Labor Mvmt are generally organized as loosely coupled networks

Unions often are forced to structure their union based on the structure of the org they are unionizing

Unions vary on their bureaucratization, hierarchy, authoritarianism, & input from members depending on many factors such as size, traditions of democracy, geographic concentration or dispersion, etc.

Union structure is different from typical businesses in that the local unions have a large proportional amt of power compared to the nationals or internationals, which are essentially networks of local unions

Some locals may not even belong to a national or international union

The major components of union orgl structure include:

- Local Union Structure

Local Officers & Leadership

Stewards

- Union Democracy

- Independent Unions

- National Unions

- International Unions

- Union Strategies & Philosophies

Some Major Unions:

The AFL CIO

AFSCME

IAM

IUOE

Teamsters

UAW

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Outline on Local Union Structure

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Local unions, often called locals, are the smallest unit of labor organization

A local represents the wkrs in a particular plant, neighborhood, city, or other area

It is usually the local union that bargains w/ an employer, though the national union may assist

Locals vary in size from less than a dozen wkrs to many thousands of wkrs

The size of a local depends on the structure of the firm being organized in that some firms have relatively small shops w/ varying work conditions while other firms have relatively large shops w/ homogenous work conditions

Like any small org, small locals find it difficult to survive because of the basic costs of operation; thus, most unions prefer to have at least 50 members in a local, though many are smaller

Many local unions employ one or more people called business representatives or business agents

Union employees, e.g. business reps, work full time for the union to administer the union's contract & to handle grievances

Locals are structured to handle day to day activities of the membership

Much of the local's efforts in the wkplace involve policing the contract & handling grievances

The union members in each division of a company elect one of the members to serve as shop steward

The steward helps workers deal w/ mgt & ensures that union rules are followed in the dept

Most local unions also elect an executive board that includes a president, a secretary, & a treasurer

Some locals may be independent or stand alone types of unions, whereas today most are affiliated w/ other locals, or w/ a national or international union

If a local is affiliated w/ other locals, a national, or intl union, it will take some guidance from that org & will probably allocate some of its dues to that org

Regardless of its affiliation, the locals are generally the seat of all power in the Labor Mvmt because even when they belong to large nationals or intls, they elect representatives who govern at that level of the org

Locals vary along all the dimensions of orgl struc in that they have differing levels of bureaucratization, hierarchy, lines of authority, & participation in that some are very bureaucratic & some are not, etc.

The Local may be defined along FOUR dimensions

a. crafts & industrial jurisdictions

b. geographic areas

c. specific staff support activities

d. level of union govt: union hierarchical level asserting jurisdiction

There are SEVEN characteristics of crafts & industrial jurisdictions

a. relatively small close knit

b. work for one employer

c. larger, mixed occupations

d. semi or unskilled jobs

e. skilled trade union

f. professional local

g. often chartered & affiliated w/ national union or directly w/ AFL CIO

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Outline on Local Officers & Leadership

External
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- Project: Local Officers' Leadership

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While the econ & overt power of union leadership is not widely recognized, their power is substantial & at times in history, has been pivotal

One example of the power of labor leaders occurred during the Great Depression (1929) which left millions of workers jobless

The Great Depression & the activities of the 'robber barons' changed the attitude of many Americans toward the labor movement

Before 1929, most people regarded business executives as the nation's leaders and union members as dangerous radicals

But people lost faith in business leaders after business could not relieve the depression

Another example of the pivotal role of labor leadership occurred when, faced with growing opposition to labor in the 1930s, the AFL & the CIO began to consider joining forces

One of the major differences between the AFL & the CIO was their attitude toward Communism

The AFL was strongly anti Communist, but many officials of the CIO either were Communists or supported Communist ideals

These Communist leanings became a problem after World War II, when intense anti Communist feelings swept through the nation

Many CIO unions overthrew leaders whom they believed were Communist sympathizers

Typical Local Officers:

- President
- Vice President
- Secretary
- Financial Secretary

- Treasurer
- Sergeant at Arms
- Trustees

Other Local Union Leadership Members:

The business agent has TWO major roles

a. ensuring the contract is being followed

b. referring members to available employment

The business agent is most likely to appear when the local is engaged in organizing a new unit or when there are multiple bargaining units w/in same local

The Executive Committee is made up of the local's officers & the Negotiation Committee

The Executive Committee has the TWO major functions of:

a. establishing local policy

b. serving as a liaison btwn among the state, national, & international offices

The Negotiation Committee has the FIVE functions of

a. focusing on the negotiation of the collective bargaining agreement

b. negotiating over contract changes

c. reviewing grievances

d. negotiating w/ mgt. over grievances

e. administering the collective bargaining agreement

The Steward

	Local Officers
	Local Officers are elected by the local members
	The success of LOs is strongly related to their success w/ bargaining issues
	Dissatisfaction w/ a LO is related to the success of an insurgent candidate
	If the union has several bargaining units w/ separate contracts, things are more complicated
	It is possible to have several occupational groups w/in the same firm
	The situation of several occupational groups w/in the same firm occurs under the RLA because it requires bargaining units based on occupation
	The majority occupation may rule the union & bargaining issues
	The domination by one occupation may create conflict among the occupational groups w/in the firm
	This conflict is often called fractional bargaining
	Fractional bargaining is when one group of workers from a bargaining unit, or from a separate firm dominates & there is conflict over the administration of the contract
	LOs are accustomed to dealing w/ different types of workers w/ different needs
	A local union may also have contracts w/ several firms
	LOs are generally granted leaves of absence in larger units
	LOs remain attached to their employers
	Like the Stewards, the LOs have a dual commitment
	The dual commitment of the LOs is to the national union & to the local membership
	The fairness of the national union elections is lower than for the local elections
	Leadership & Political Activities:
	Political activities are an important part of the Labor Mvmt
	Union officials urge workers and their families to vote for candidates who are sympathetic to union goals
	Because of the ability of union leaders to influence votes, most elected officials listen carefully to what labor leaders want
	In this way, organized labor influences the city, state, and federal government.

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Outline on Stewards

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- Project: The Role of the Steward

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The steward is the elected or appointed shop floor union representative responsible for interpreting the contract for union members & processing grievances

Etymology of Steward

Originally during the Middle Ages, the position of the steward was "the ward of the hall"

The steward was one who managed the financial wealth & domestic affairs of another who was often a noble

In the Middle Ages, the steward had considerable discretion & confidentiality

In the Middle Ages, the steward could exert full control during absence of owner

Today "stewardship" connotes prudent & conscientious handling of the interests of another

Weber suggest that the ideal mgt. structure was controlled by stewards rather than owners

Weber believed stewards were more likely to be objective, consistent, & technically competent

The Orgl Env of the Stewards:

Stewards operate at the work unit level

Stewards are either elected by the membership or appointed by union officers

There are more stewards than other kinds of union officers

The position of the steward is a "middle mgt" type of position in that they are:

a. responsible to membership

b. responsible to union leadership

c. seen as a buffer btwn members & mgt

Stewards communicate needs & info of the membership of each local union to all the other locals in the union, & to the union officers

Thus stewards are activists who fulfill one of the most important roles in union leadership

There are FIVE Roles of the Steward

A role of the steward is to:

a. represent both the union's & workers' interests in the administration of the contract

b. ensure that supervisors comply w/ the contract

c. act as spokespersons in presenting grievances

d. collect dues

e. solicit participation

Stewards have super seniority

The rights & obligations of the steward make it a powerful, but vulnerable position

Therefore the steward is always awarded seniority so that she or he has the most seniority of any member of the unit

Private sector mgrs & stewards have more power than public sector mgrs & stewards because there is more latitude for decision making

	The dual commitment of stewards is seen in the steward being both a full time worker & a union representative
	The commitment of the steward to the union is related to
	a. perceived immobility
	b. the belief that union should use grievances to punish the employer
	c. involvement in union activities & decision making
	d. employment in larger firms
	The unilateral commitment of the Steward to the Union is related to
	a. low pay
	b. involvement in the union
	c. lack of support from employer
	The commitment of the Steward to the Employer is related to
	a. tenure
	b. immobility
	c. supervisor support
	d. promotion opportunities
	e. influence w/ employer
	f. the amount of work experience in a smaller firm
	The dual commitment of the Steward to the Employer & the Union is related to
	a. a positive perception toward supervisors
	b. promotional opportunities
	c. the union's influence w/ the firm
	d. positive beliefs about union decisions
	e. low job opportunities w/ other firms
	f. a belief that grievances are not a punishment

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Outline on Independent Unions

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Independent Local Unions

Independent unions may be defined as not having affiliations w/ large unions

Independent unions are the exception rather than the rule

That is to say there are many more affiliated unions than independent unions

Independent unions may be defined as not having affiliations w/ large unions, international unions or umbrellas orgs such as the AFL CIO

Independent unions continue to exist & have their roots in the pre Wagner era when paternalistic owners formed company unions via America Plan

An example of a company union is TRW who had a very strong company union

An example of an independent union is the Teamsters which was independent, then joined the AFL, then broke away from the AFL CIO, & then rejoined, & broke away again in 2005

Therefore, in 2005, the Teamsters are now an independent union

In early 2000, a grp of doctors in Detroit voted to unionize & be represented in labor relations & contract negotiations by Physicians for Responsible Negotiation (PRN)

PRN is a nat labor org formed by the Am Medical Assoc

The PRN is the first independent national labor org serving physicians only

In the Soviet Union & other countries of E Euro, the role of labor unions changed in the late 1980s

The unions in Soviet Block had existed mainly to support the aims of govt planners & to help meet production goals

The Soviet govt determined wages & hours, & the power of unions to bargain on behalf of their members was severely limited

In the late 1980's, independent labor orgs emerged in E Euro, & wkrs regained the right to strike

Solidarity is a Polish independent union which fought for its independence from Polish, Communist domination, & then successfully fought for Polish independence from the Soviet Union in the 1980s

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Outline on National Unions

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National unions are made up of local unions throughout the US

Many national unions are called international because they include Canadian locals

National unions promote legislation favorable to their members

They also organize new workers, especially in industries or geographical areas w/ little union representation

A few national unions, including those in the clothing & steel industries, carry on industry wide bargaining

Bargaining done by the nationals sets wages & hours for the industry, regardless of local conditions

Power in the Labor Movement clearly resides in the nationals labor unions

Locals & federations, especially the AFL CIO, derive their authority from the nationals

While locals are structured to handle day to day activities of the membership, nationals deal w/ strategy, national bargaining, coordination, public policy, etc.

While much of the local's effort involves policing the contract & handling grievances, a national may address grievance policy across the nation once a local determines what the policy should be through negotiation

A national union may be compared w/ the corporate staff division of a large company

At the national level, policies are developed, actions are audited to ensure conformity to policy, advice is given to generalists in plants ( or locals ) on specific issues

While the convention has the power, many national presidents have broad powers to take interim actions & to influence the delegate composition of future conventions

National Officers & Delegates

Officers in national unions are full time

Departments in national unions have officers elected at conventions

Unions are required by law to have a convention every 5 yrs

The delegates to the convention are chosen by each local & sent on a per capita basis

Convention delegates may also be union officials & field reps, who provide org services to locals

There are TWO goals of national unions

a. to organize increasing numbers of workers & a greater share of labor force

b. to serve needs & enhance status of membership

Nationals are thus removed from the locals

Locals have a hands on experience w/ the workers & owners

The success of the Labor Movement depends on Locals effectively influencing the nationals so that goals are met & effectiveness is achieved

Why National Unions Outgrew Locals

Nationals grew because as industry grew, locals could not challenge the power of national firms

Only national unions could do this by striking a whole industry, or a significant part of it

Thus as business grew, locals lost power and nationals gained power

National Union Jurisdictions

National union's jurisdiction originally covered either craft businesses or industrial businesses

- craft AFL

- industrial CIO

Then they merged, blurring these lines

National unions define their jurisdiction in their constitution

The largest nationals have broad jurisdictions:

Examples of Nationals

The Teamsters are one of the most important & influential nationals

The Teamsters traditionally organized truckers & warehouse workers, but they now organized in many other areas

NEA: public & private teachers at primary, secondary, & post secondary schools

UAW: also include non teaching workers in colleges & universities

AFSCME: broad spectrum of nonfederal & private non profits

International Brotherhood of Electrical Workers was a craft only union; now they have also organized electrical equip manufacturing

	National Structure
	National unions depend on membership in locals
	National unions are governed by conventions, to which each local sends representatives
	The conventions meet every one to five years
	A president, a secretary treasurer, & an executive council manage union affairs between gatherings
	In addition to these officers, most groups have a staff that includes lawyers, public relations experts, & editors
	Membership levels in nationals depend on FIVE factors, including:
	a. resistance to unionization
	b. employment patterns
	c. laws & regulations
	d. political environment
	e. Business climate i. demand ii. quality of labor supply iii. foreign factors iv. politics
	The factors which affect membership levels also influence union goals
	Some union goals can be achieved primarily internally, e.g. workplace goals
	Some union goals can be achieved primarily by public policy, e.g. external goals
	National Local Relations
	National unions are supported by dues, initiation fees, & other charges paid by members
	Union dues vary from one to two hours' wages a month
	Locals provide FIVE resources to nationals:
	a. members
	b. delegates
	c. info
	d. $
	e. officers
	Nationals provide FIVE parameters for locals, including:
	a. chartering
	b. permission to strike
	c. permission to ratify a contract
	d. rules & regs to reduce inter union competition
	e. rules & regs to increase discipline
	Nationals jaw bone locals around many public policies, including: - equal pay in general - equal pay btwn newer & older wkrs - comparable worth - the right to choose - harassment in the workplace
	Some public policies, such as the right to choose, cause conflict w/in the Labor Mvmt which parallels the conflict in society
	Nationals have supported many policies to protect wkrs from globalization including
	- restricting employment cutting in the face of out sourcing, technology, etc.
	- closure laws which would slow a plants closing allowing wkrs & communities more time to adjust
	- bankruptcy laws which would not allow firms to declare bankruptcy to abrogate their obligations to wkrs & communities
	- pension laws ensuring viable pensions, esp as it relates to unfunded obligation
	- treaties such as NAFTA, GATT, etc., lobbying for fair treatment to all wkrs
	- content legislation which allows consumers to see where & how products are produced

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Outline on International Unions

External
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- Supplement: Trade Union Density in International Comparison. Hagen Lesch. Retrieved Jan 17, 2012.

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INTERNATIONAL UNIONS

Most national unions are international because they have members in Canada & US, but many are still just called national

Internationals are the unit in which authority is vested w/in union mvmt

Most locals are chartered by parent nationals or internationals

Many local activities are constrained or must be approved by the national

There are 135 national bodies

There are 78 nationals affiliated w/ AFL CIO

57 nationals are not affiliated

Affiliated nationals have 80% of US membership of 16.3 mm or 13.4 mm

36 unions have more than 100,000 members

The median number of locals affiliated w/ a national or international is 350

Over half of all union members belong to one of 7 largest national or international unions

Even international unions have NOT reached that truly international stage of development in that most have affiliates in only a few nations

International businesses established multinational conglomerates decades ago

Businesses are now considered global in that national boundaries have ceased to be much of an obstacle

Union structure is thus about a century behind business in reference to globalization

INTERNATIONAL ORGANIZATIONS:

Representatives of labor groups from about 55 nations, including the American CIO, founded the World Federation of Trade Unions (WFTU) in 1945

But the CIO withdrew from the WFTU in 1949, after orgs from Communist countries gained control of the federation

That same year, representatives of the AFL, the CIO, and other labor groups from non Communist countries established a new federation

The org created to oppose the Communist policies of the WFTU, was called the International Confederation of Free Trade Unions (ICFTU)

The WFTU's goals included the promotion of free unions & better wking conditions throughout the world

EXAMPLES OF INTERNATIONAL UNIONS:

The United Food and Commercial Workers International Union serves as a craft union for skilled butchers in stores

But it is an industrial union in the meat packing industry, where it represents all wkrs regardless of the work they do

The International Brotherhood of Teamsters is the largest international

In the 1990's, the US. govt took control of several unions, including the Teamsters in an attempt to reduce union corruption

In Canada, labor unions are usually called trade unions

The history of labor in Canada is similar to that in the US, and unions in both nations are much alike

Most Canadian unions are in a federation called the Canadian Labor Congress (CLC)

It includes the Canadian locals of international unions that in the US belong to the AFL CIO

A smaller federation, the Confederation of National Trade Unions (CNTU), consists mostly of French speaking unions from Quebec

INTERNATIONAL COMPARISONS:

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The Table on International Comparisons in Union Membership shows that the US has the lowest rate of unionization of all the industrialized Western nations & that Sweden & Denmark have the highest rate

Unionization in the US has declined, & the US currently has the lowest rate of unionization of all the industrialized Western nations

Slower workforce growth, more gradual industrial restructuring, a tighter labor mkt, & more efficient organizing strategies all suggest the stabilization or reversal of this trend of the declining unionization rate (McDonald, 1992)

There is a large reserve of wkrs in the US who want to be unionized but who do not have a union in their wkplace

Among wkrs who do not have a union, 33% say they would vote in favor of union representation

The US has always had the least friendly Labor laws, which has limited unionization

The US has always had the most aggressive anti Labor corps which has limited unionization

All other major industrialized nations, except Japan, have Labor Parties which serve to increase the power of Labor

All other major industrialized nation manage to estb strong unions & very efficient wkforces

Labor Mvmts are weak in many developing countries because corps are able to use anti Labor tactics that are not allowed in the West, as well as violence

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Table on International Comparisons in Union Membership

HS 0306

Percent of Total Civilian Wage & Salary Employees

Year

Canada

Australia

Japan

Denmark

Germany

Italy

Sweden

Average

1955

1960

1965

1970

1975

1980

1985

1990

1995

2000

41*

2005

15.4

2007

12.4

The Table on International Comparisons in Union Membership shows that the US has the lowest rate of unionization of all the industrialized Western nations & that Sweden & Denmark have the highest rate (Lesch*)

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Outline on Public Sector Unions

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Public sector unions are those which represent workers in fed, state, city, or county govt or public employees

Two of the biggest public sectors unions are the Service Employees International Union (SEIU), the American Federation of State, County, and Municipal Employees (AFSCME), but public sector employees are represented by other unions such as the Clerical Workers at Indiana University who are represented by the Communication Workers of America (CWA)

Many public sector employees such as teachers, police, & firefighters cannot form unions because it is illegal for them to strike; therefore, they often form associations such as the National Education Association (NEA) who conduct collective bargaining & other union functions for their employees

See Also: Unions

By the 1970s, public sector unions were growing very fast

In the 1960s, less than one third of fed employees belonged to labor organizations, but by 2000 almost two thirds were union members

From the 1960s to the 2000s, union membership among state, county, & local employees increased from one to five million bringing the unionization rate among eligible govt employees above 40%, higher than any private sector industry

A majority of states now utilize final & binding arbitration for some or all state employees

Arbitration allows collective bargaining in the public sector WITHOUT the use of strikes that might disrupt public services

While it is illegal for many public employees to strike, when collective bargaining breaks down, they often conduct "sick outs" or work slowdowns

Not all states have laws recognizing state workers' rights to join unions & negotiate their conditions of employment

There are FOUR types of nonfederal public sector labor orgs, including:
1. all public sector unions
2. mixed public & private sector unions
3. state & local associations
4. unions & associations representing uniformed protective services

Examples of all public sector unions include the Intl Assoc of Fire Fighters (IAFF) & the Fraternal Order of Police (FOP)

Examples of major mixed sector unions include the Service Employees Intl Union (SEIU) & the Teamsters

The Am Fed of State, County & Municipal Employees, (AFSCME) represents state & local unit wkrs

The Am Fed of Govt Employees (AFGE) represents fed wkrs

Postal service wkrs are represented by several national unions, such as the Am Postal Wkrs Union (APWU) & the National Assoc of Letter Carriers (NALC), but some postal unions have recently merged w/ larger primarily private sector unions

Because early on public wkrs did not have any unionization rights, many public sector bargaining units:
- began as profl assoc
- were involved in estbing standards
- were involved in estbing occupational licensing requirements
- lobbied for improved funding & facilities
- began as civil service assocs
- were involved in meeting & conferring w/ mgt

Some unions, like Ca State Employees Assoc (CSEA) are large enough o exercise pol influence through large blocks of voters

Assocs are most prevalent where laws forbid bargaining, but where legislative lobbying representing numerical strength is imp

Prof assoc are usually organized on occupational bases & have begun to bargain in response to unions who demand bargaining rather than the meet & confer tactic

Most nat unions, such as the Nat Ed Assoc (NEA) bargain at state & local levels organize along a fed model

Because laws vary by state & even district, most bargaining by the NEA is done at local school board levels

Other state level services primarily involve lobbying & negotiating assistance

Public sector locals seldom need approval from the nat un for contract ratification & strikes

Membership in public sector unions increased in the 90s & 00s, while private sector union declined

About 40% of public sector wkrs are union members

Mgt resistance to unionization is lower in the public sector

Future unionization in the pub sect depends on the amt of growth of services in the pub sec, which declined in the Clinton admin, grew at unprecedented rates during the Bush Jr admin, & had significant declines during the Obama admin

While privatization has slowed the growth of the public sector, much reduction of fed level services has transferred to the state level, & the general trend is toward growth

Duty to bargain laws have the greatest effect in increasing pub sect unionization

Pub sect un have a strong interest in promoting soci programs, ed, municipal services, & uniformed protection because it increases employment & because these wkrs understand the efficacy of such growth

Pub sect un have success by linking bargaining issues /w the broader concerns of the public, such as smaller class sized & their relationship to ed outcomes, or the fact that the greatest asset to public safety is more police on the streets, or the type of welfare system that is needed to break the welfare cycle, or the effectiveness & ineffectiveness of proper & improper regulation of industry

Active support of candidates at the state & local level is a powerful tool for public sect unions

Pub sect unions support those candidates who are sympathetic to pub sect un interests, which is also helpful during negotiations

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Outline on Labor Movement Strategies & Philosophies

External
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- Project: Uplift Unionism v. Business Unionism

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Union strategies & philosophies have evolved over time

In any org, there is no strict dividing line btwn any of the types of strats or phils, rather, each org has it's own unique blend that ultimately defines it's character

Today it is generally accepted that labor mgt relations are essentially a combination of corporatist & business unionism

The corporatist philosophy & business unionism were arrived at during the struggle to establish Labor as a legitimate social actor & essentially came to be accepted through what has been called the Great Labor Compromise ( GLC )

The GLC held that unions deal only with traditional areas including wages, hours, benefits, & working conditions, & will not form a Labor party

UNION PHILOSOPHIES:

The corporatist strat holds that the employment agenda is jointly governed by unions, employers & the govt

The corporatist strategy is well established in Europe but has receded in US

The uplift unionism strat focuses on social issues & seeking improvement for working class

An example of uplift unionism is seen in the practices of the NLU (Nat Labor Union) of the mid 1800s

The revolutionary unionism strat creates an alternative to the cap system through worker ownership of major means of production

An example of rev unionism is seen in the practices of the IWW (International Workers of the World) in the US; as well as, Marx, Rosa Luxemborg, et al in Europe in the 1800s

The business unionism strat has an emphasis on short term, tangible objectives; aka bread & butter issues such as

wages	retirement
working conditions	health care
job security	disability

An example of the biz union strat is seen in the practices of the AFL & Gompers, who lead from 1886- 1924, wherein the AFL adopted a posture that came to be known as “business unionism.”

Following Gompers, who lead the AFL from 1886 - 1924, when he died, Am labor embodied a corporatist, business union philosophy

The predatory unionism strat is seen in the practice of gaining members from other unions or worker orgs or of gaining strategic goals of the union at the expense of some or many members

An example of the predatory unionism is seen in the practices of the UMWA & competing unions during many UMWA strikes

Today a common union focus is on:
- wages & other "traditional issues"
- helping the working class in general
- & much less on creating a workers' owned system
other?

Today a common union method includes:

- the individualist tactic called action by action, whereby the union is expanded on a strike by strike basis

- national actions & international actions

- political lobbying: whereby the Labor Mvmt supports the passage of laws supporting the union focus, or to create trilateral systems to manage employment relationship

	NATIONAL UNION STRATEGY & PLANNING
	Unions have been closely examining strategy since before the Reagan admin (1980) because of loss of membership
	Unions have taken on the best strategic planning methods known
	Strategic planning often conflicts w/ the democratic process because democratic processes are often short term in focus while strategic planning is often more long term in focus
Link	See Also: Figure: A Union Strategic Planning Model
	The Figure on the Union Strategic Planning Model delineates a clear, sophisticated planning process similar to those used by most modern, rational orgs
	Alternative Representation
	Alternative representation occurs when unions create associations and other forms of bargaining units w/ a variety of employees who have a varying level of union affiliation
	W/ alternative representation, associated members pay only service fee
	Alternative representation is popular among professionals, public sector workers, part time wkrs, et al
	Alternative representation addresses new issues which concern wkrs
	Alternative representation often a good precursor to unionization
	See Also: Types of Bargaining Structure Units
	Some Unions Strategies:
	Corporate campaigns occur in difficult organizing situations, when Labor pressures a corp, w/ PR campaigns, as well as those corps whose officers are members of the boards of the target corps
	Corp campaigns are often used on the banks of target corps
	A political action committee (PAC) is formed when employers, unions or whatever org raise & disburse $ to support political candidates & initiatives
	Unions which utilized PACs believe they need to move off of firm level bargaining as a principal mission towards a broader approach
	For unions which move from firm level bargaining, other strategy types include: - collective bargaining at the industrial level - legislation, & other legislative actions - mutual insurance - confrontation, including strikes, picketing, educating, boycotts, etc. at the ind level
	Most orgl analysts believe that strategy determines structure
	Most orgl analysts agree that structure should ultimately be determined by strategy, though in many orgs there is a dysfunctional disjunction btwn the two
	Strategy & structure are determined by goals
	Goals must take into account the orgl mission & the env
Link	Figure: A Model of the Key Determinants of Union Organizational Structures
	The Figure on a Model of the Key Determinants of Union Organizational Structures demonstrates the relationship btwn the orgl env, the orgl goals & how they should dictate the nature of the org's strategies & structure (which should "match each other"), all of which are the determinants of performance & efficiency
	In determining orgl structure, the orgl env often includes such factors as the characteristics of bargaining partners or competitors, the legal env, the product mkt, the political env, & the history of the org
	In determining orgl structure, goals often include the wkplace goals, as well as external goals which may include the goals of shareholders, mgt, & other stakeholders
	In determining orgl structure, strategy often includes collective bargaining strat, mutual insurance, legislative actions, confrontation w/ wkrs, mkt strat, R & D strat, etc.
	In determining orgl structure, structure often includes the nature of the orgs horz & vert structure, i.e. the division of labor, bargaining structure, etc.

	THE BUSINESS APPROACH
	From the days of the AFL, most major unions have taken a business approach
	The business approach attempts to enhance econ outcomes & address grievances
	Unions have ceded the right to make innovations in the workplace to the firm
	Unions have not intruded on the property rights of owners & mgrs
	Firms make hiring decisions w/o union intervention except when union supplies workers (building trades)
	Union have strongly pushed the regulation of health & safety OJT
	Unions pushed legislation for the regulation of health & safety in the workplace
	Unions have negotiated for some rules related health & safety in the workplace
	Unions generally do not include health & safety regulation in the contract
	Why not do it all as contract rules?

	The Great Labor Compromise ( GLC ) established a form of the corporatist approach to labor relations
	In the Am corp approach, employers, unions & govts are all actors in the evolving employment relationship
	Prior to the Railway Labor Act ( RLA ) of 1926, w/ the exception of WW 1, employers & unions used their sheer bargaining power to deal w/ each other w/o govt involvement
	During this period, employers had more power & relied on property rights as enforced by the courts, to crush unions, except where workers controlled access to the acquisition of skills
	In 1926, the RLA established the National Mediation Board ( NMB ) which brought the govt into the labor relations in the transportation sector
	In 1936, the Wagner Act established the legitimacy of unions for non transportation employees
	In 1947 the Taft Hartley Act shifted the corporatist approach more toward employers advantage & established the FMCS
	US labor relations have repeatedly seen the waxing & waning of the corporatist approach
	Federal govt involvement in labor relations generally increased through the passage of the the RLA, the Wagner Act, & the Taft Hartley Act
	The courts have generally held that property rights take precedence over the right to organize & collectively bargain
	Juridical decisions awarding supremacy of property over labor have limited fed govt involvement in labor relations
	At the same time that property won supremacy over labor, the courts & statutory law increasingly endorsed the legitimacy of unions & the role of collective bargaining in resolving labor mgt disputes
	Fed govt involvement in labor relations was at its peak btwn WW2 & the mid 1970s
	During WW 2 all wages & prices were administered, & strikes were prohibited
	Thus during WW2 mgt & labor needed the approval of the Govt for all agreements, & disputes had to be settled w/o strikes even if govt intervention was required
	Taft Hartley laid the ground work for more Fed involvement in labor relations through the FMCS & national emergency dispute procedures
	Over the next 20 years, ( 1947 - late 60s ), Presidents have followed Truman & invoked cooling off periods, but only on a limited basis
	In labor disputes, before or during a cooling off period, it is common to call parties to Washington to "jawbone" them into settling
	This corporatist approach worked reasonably well during the period in which productivity was growing at an annual rate of 3 % & inflation was low
	By the end of the 1960, labor relations enter the Post Industrial Era, & inflation became an issue because it eroded the earning power of the average worker & thus began the unraveling of the GLC & the corporatist approach
	In the Post Industrial Era, the parties began taking a harder line in negotiations
	Labor was not willing to adhere to the wage & price controls of the Nixon administration
	While it was not then readily apparent, the globalization of the econ was beginning, fueled by the Arab oil embargo of 1972 - 73
	See Also: Deindustrialization
	See Also: Globalization
	The Western econ was becoming more integrated, bringing in labor & product competition from Europe & Japan
	The Western econ was becoming more closely tied to the rest of the world, the second (developing ) & third world ( undeveloped )
	The corporatist approach essentially ended w/ the election of Reagan in 1980
	Reagan reduced the regulatory role of govt by cutting the number of govt workers
	Mgt. had already begun taking a harder line since the late 1960s, but w/ Reagan, mgt. became even more aggressive
	While mgt had taken a harder line on economic issues since the 1960s, they became even more aggressive & aggressively stepped up the tactics of union avoidance & union decertification
	Reagan fired & replaced striking Federal Air Traffic Controllers w/ private sector employees
	The confrontation w/ air traffic controllers threw down of the gauntlet to Labor since the controllers were both fed wkrs & skilled labor
	No significant legislation or regulations have been enacted since Taft Hartley in 1947, & the Presidents following Reagan, ( Bush, Clinton, Bush ) have taken a laissez faire approach to labor relations thus leaving the corporatist approach balanced as Reagan designed it

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Figure: A Union Strategic Planning Model

1. Define the mission & purpose

2. Scan the environment

3. Identify strengths, weaknesses, opportunities, threats

4. Develop objectives, goals, targets

5. Form strategy & an action plan

6. Evaluate & reiterate

The Figure on the Union Strategic Planning Model delineates a clear, sophisticated planning process similar to those used by most modern, rational orgs

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Figure: A Model of the Key Determinants of Union Organizational Structures

The Figure on a Model of the Key Determinants of Union Organizational Structures demonstrates the relationship btwn the orgl env, the orgl goals & how they should dictate the nature of the org's strategies & structure (which should "match each other"), all of which are the determinants of performance & efficiency

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Outline on Union Democracy

External
Links

LOCAL UNION DEMOCRACY

Local union democracy has a quality similar to municipal politics

Elections generate moderate to low interest

In union elections, incumbents are usually reelected unless a critical issue is at hand/mishandled

Union locals have regular business meetings which are open to all members

Business meetings often have low attendance: equates w/ relative satisfaction

A contentious workplace may lead to suppression of dissent w/in union in order to maintain a united front

FUNCTIONAL DEMOCRACY

Functional democracy denotes that although an org may not have regular elections & other features of a democratic system, democracy is maintained through some democratic structures, but more importantly through a value commitment to democracy

W/ reference to democracy, unions do not typically have a party system

Unions must apply the contract equally to all workers as required by the Taft Hartley Act of 1947

Union elections are every 3 yrs as required by the Landrum Griffin Act of 1959

With reference to democracy, workers generally want representation not participation

Members do have the right to become involved & to offer alternative priorities or candidates

Union locals may be less democratic than municipal politics, but union members are probably less diverse & thus more satisfied w/ less democracy

MEASURING UNION DEMOCRACY:

Union democracy can be measured by measuring the degree of control members have over SIX types of major decisions related to:
a. contracts
b. contract administration
c. service to members
d. union administration
e. political activities
f. communities

There are FIVE types of control members have which can be used to measure the level of democracy, including:
a. complete control
b. limited control
c. consultation control
d. veto control
e. or no control

DEMOCRACY IN PRACTICE

National unions are required by law to hold a convention at least every 5 yrs

Unions which elect executive board on geographic basis are less responsive to factions

At large elections results in leadership responsive to factions

Most leaders come up through the ranks

Less democratic appearing unions manage to exist because of a general consensus of ideas

EXAMPLES

Unions support democracy through the general support of programs that give people an effective voice in govt, community, region, & society in general

The CA Federation of Teachers developed a set of lesson plans for teaching about the role of trade unions in resolving wkplace conflicts

A large majority of people approve of unions, & the union image has increased since 1980

Unions are taking active roles in other social mvmts & NGOs such as the United Way, NAACP, NOW, Greenpeace, & more

Unions support the increase of internal democracy in both unions & corps

A study of the International Typographical Union (ITU) revealed a strong & dynamic role of internal political parties in unions as long ago as the 1950s (Lipset, et al., 1956)

The Teamsters, who was connected to organized crime, has developed an internal group called the Teamsters for a Democratic Union (TDU)

The TDU has over 9,000 members in 35 chapters, publishes its own newspaper, runs an opposition slate of candidates at conventions, & holds 30 local elected offices (Friedman, 1982)

In the UAW, the New Directions Movement has fostered an internal debate over increasing union & corp democracy

Organizing campaigns using greater member participation are laying the groundwork for greater internal democracy in new & emerging unions

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Outline on the Labor Movement & Workplace Democracy

External
Links

- Project: Democracy, the Labor Mvmt, the Workplace

Link

BECAUSE OF THE INCREASING SOPHISTICATION OF WORK THERE IS THE NEED FOR A BROADER ROLE FOR UNIONS TO DEVELOP WORKPLACE DEMOCRACY

Historically, the Labor Movement is the most developed in the manufacturing sector, & therefore Labor has advanced workplace democracy the most in the manufacturing sector

Unions have focused on increasing the participation of workers in managing work & setting orgl goals (Appelbaum et all, 2000)

The UAW negotiates w/ the auto makers for training programs jointly managed by the union & the firm

Workers are trained to learn the skills needed to participate in devising strategies for the efficient use of new technology

In the GM Toyota joint venture in Fremont, CA, the participation program includes daily meetings of senior union representatives & plant managers about the operation of the plant, as well as a role for teams of workers & supervisors who meet to increase efficiency at every level of the org

In Ford plants, UAW workers have originated over 1,150 proposals for change in design & production methods

The Ford participation program is coupled w/ a profit sharing plan that results in a bonus of up to $1,200 annually for each worker (Schlossbergy & Fetter, 1986)

As part of the package of workplace democracy, the UAW Ford contract stipulates that Ford cannot lay off workers if the reduction in force results from transferring employment to overseas subsidiaries or suppliers

Union goals in the manufacturing sector include improving the quality of work life, as well as product quality

Most social scientists agree that a quality of work life results in increases in long term productivity

In a joint UAW Harman Industries worker participation experiment in Bolivar, TN, 30 shop floor committees of workers made changes at the plant, which makes rear-view mirror assemblies

In the UAW Harman Industries worker participation experiment, suggestions included
- a credit union
- a community child care center
- painting the walls to redesigning the assembly line to starting
- a school open to workers, their families, & community members
- a "compensatory leave time" arrangement for accumulating overtime credits (in place of overtime pay)

The success of UAW Harman Industries worker participation experiment rested on input from workers, rather than those of mgrs or consultants about what would improve efficiency & the working environment (Zwerdling, 1980)

UNION INVOLVEMENT IN THE DEVELOPMENT OF WKR PARTICIPATION IS BENEFICIAL BECAUSE EVEN WKR PARTICIPATION PROGRAMS CAN DEGRADE WKRS' INTERESTS IF NOT DESIGNED TO ENHANCE WKRS' INTERESTS

While Labor has a strong interest in worker participation programs, they have reservations stemming from a concern w/ job security

If worker participation programs are to succeed, wkrs must be assured that wkr initiated improvements which increase productivity are NOT used to reduce the wkforce or create speed ups

While wkrs support piece rate pay in theory, experience has taught them that mgt will either reduce the wkforce or decrease the piece rate of pay

Large corps are engaged in antiunion campaigns at the top levels of strategic planning (Appelbaum & Batt, 1994)

Antiunion campaigns call for moving plants to regions of the country less hospitable to unions or even building new facilities overseas to avoid unions

An antiunion strategy is a poor env in which to originate & foster wkplace democracy, yet it is frequently the env in which Labor finds it must operate

Labor finds that local mgt is a willing partner in participation programs that fulfill productivity objectives but that top mgt. is simultaneously undercutting American jobs & wages by moving facilities to lower wage areas & even overseas (Parker & Slaughter, 1994)

Wkplace participation programs are often a short run strategy to get more work out of wkrs prior to layoffs

Quality Circles & other workplace participation programs are used to encourage wkrs to spy on each other & report union organizers & sympathizers to mgt (Grenier, 1988)

Quality Circles can be a carrot w/ a stick since increased productivity & increased quality are essential for the long term survival of high paying jobs

Because wkplace democracy is used against wkrs, labor seeks to increase the rights of wkrs over investment decisions

Investment rights can be manifested through various forms of wkr ownership

In 1988, 400 union wkr bought out their failing shipbuilding company in Seattle & the company emerged from bankruptcy w/ wkrs in control of the common stock & the board of directors

In the wkr owned ship building firm in Seattle, the Union President became the CEO (Egan, 1988)

ALTERNATIVE GOVERNANCE FORMS INVOLVE PARTICIPATION IN MGT OR ORGL ADMIN

Union mgt cooperation changes both the production process & wkplace governance

EI in dec mking shifts the focus of collective bargaining from structural rules to processes

Traditional collective bargaining offers less participation than other forms of governance

Link

The Table on Joint Governance & Other Governance Forms shows that the relationship btwn indl relations practices & various EI programs influencing governance in the wkplace is complex & multidimensional

UNION POLITICAL PROCESSES AID IN THE DIFFUSION OF CHANGE OF MANY ASPECTS OF THE WKPLACE, INCLUDING EI PROGRAMS

An adversarial indl relations climate is antithetical to collaboration in the wkplace

Major political changes are necessary to implement cooperation at nat & local union levels

A stable plant env & progressive mgt are necessary to ensure the safety net of union leaders need to the advocate change to EI programs

Unions adopt one of FIVE different approaches to innovative wkplace changes including:

a. "just say no"

b. let mgt lead & see what happens

c. become involved to protect the union politically

d. cooperate & collaborate

e. use EI to assert union interests

Local union defensiveness is not irrational because mgrs interpret cooperation as a willingness to make concessions & increase productivity, even as mgt efforts to undermine the union continue

When unions see themselves in an unequal power relationship w/ mgt, cooperation is hared to introduce

At Western Airlines, participation became effective only when unions gained power to constrain mgt rights & jointly formed a vision for survival

Union leaders can take advantage of commo about econ problems to further wkr interests

Cooperative programs offer an opportunity to negotiate permanence for EI in contracts

EI development is enhanced by intl union ed & the willingness of locals to be involved

Participation programs can benefit unions since active participants are more satisfied w/ their unions & involved in union activities

Union support is not undermined by member participation in EI programs per se, but may be if the union allows such programs to be developed only through mgt initiatives

Proactive behavior of leaders toward EI increases member commitment to the union, but members who are negative toward the firm & the union before EI programs are not changed regardless of the success of the programs

MGT STRATEGY IN RELATION TO EI PROGRAMS IS OFTEN TO SEEK PRODUCTIVITY, PROFIT, ETC. & EVEN TO USE IT TO ELIMINATE OR DEGRADE UNION INFLUENCE

Labor mgt cooperation programs are often implemented at the plant level although there are some corporate wide strats such as the Ford UAW EI program

Mgt may encounter situations in which wkrs, across plants, are represented by several different intl unions, each w/ its own approach toward union mgt cooperation

Research on mgt strats toward collective bargaining, cooperation, union avoidance, & firms performance suggest that firms improve profitability through extensive collaboration btwn mgt & labor

Performance is also improved by closing existing unionized facilities & opening or acquiring new nonunion plants

Deunionizing efforts in any existing plant has a negative effect on performance & destroys the trust necessary to foster joint labor mgt EI strats

Steel mills, like many firms, follow either a cost reduction or product differentiation strat

Cost reduction strats are associated w/ labor mgt conflict & the use of formal grievance procedures

Product differentiation requires flexible manufacturing & is associated w/ wkr commitment, collective bargaining, & the informal solution of problems

Wages in steel mills following a production differentiation strat are higher & wkrs add more value to the products

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Table: Joint Governance & Other Governance Forms

External
Links

Dimensions

Hi Involvement
Nonunion System

Traditional
Collective
Bargaining

Trad
Labor Mgt
Committees

Labor Reps
On the Board

German Style
Work Councils

Mutually Agreed
Joint Governance

Conflict vs. Coop

Heavy emphasis on coop; only interpersonal avenues for conflict resolution

Formal conflict resolution procedures w/ limited emphasis on cooperation

Cooperative forum w/ no decision making role & no formal conflict resolution procedure

More of a cooperative forum; some room for expressing conflict

Potential for cooperation; conflicts can be taken to labor courts

Potential for cooperation & room for surfacing & resolving conflicts

Procedural v. Substantive Work Rules

Few formal work rules; heavy emphasis on informal resolution

Heavy reliance on substantive rules enforced by the grievance procedure

Procedural rule making

Procedural decision making

Heavy emphasis on procedural decision making

Direct v. Indirect Participation

Heavy emphasis on direct participation

Mostly indirect; little emphasis on direct participation

Indirect

Indirect; informal direct participation

Indirect; creates pressure to introduce direct participation

Admin v. Political Skills

Admin skills taught to employees at all levels

Mgt concentrates on admin skills; union on political skills

Some overlap, but lack of decision making role prevents further diffusion

Labor reps develop admin skills bu only marginal diffusion of political skills among mgt

Labor develops admin skills; plant mgt develops political skills

Labor develops admin skills; mgt dev political skills

Joint & Equal Decision Making Power

Yes, but in bargainable issues & at bargaining time only

May contain equal number of labor & mgt reps, but equality is less significant because the role is mostly advisory

No, w/ the exception of the German law of 1951 covering the iron, steel, & coal industries

Yes

The Table on Joint Governance & Other Governance Forms shows that the relationship btwn industrial relations practices & various EI programs influencing governance in the wkplace is complex & multidimensional

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Outline on the AFL CIO 1955 - present

External
Links

- AFL CIO Website: http://www.aflcio.org/

Link

The AFL had formed in 1869 as a federation of craft unions

The CIO had formed in 1935 as it broke away from the AFL to form the first industrial union

The AFL CIO is similar to a trade association, a chamber of commerce, or a national association of manufacturers

It coordinates activities among the Nationals & amplifies their voices

The federation of the AFL CIO's prime functions are information, integration, and advocacy

It's greatest areas of autonomy relate to legislative & political processes

NINE factors set the stage for the merger of the AFL & the CIO into the AFL CIO in 1955

One of the factors that set the stage for the AFL CIO merger was that:

1. late in the 1940s there were strong economic conditions w/ higher wages & profits & living standards

2. mgt. & Labor were working for peaceful labor relations

3. in 1952, both William Green (AFL) & Philip Murray (CIO) died

4. successors to the AFL & the CIO, George Meany (AFL) & Walter Reuther (CIO) were able to close ranks as predecessors would have found impossible

5. in 1954 the new leaders of the AFL & CIO signed a no raid agreement

6. the declining growth of membership made Labor pull together

Unionization as a fraction of labor peaked in 56 at 1/3

7. the passage of the 1947 Landrum Griffin Act

8. Labor corruption could be more easily dealt w/ if Labor pulled together

9. one of the urgent tasks facing the AFL CIO was the elimination of corrupt elements from the Labor Movement

A Brief History of the AFL CIO:

In the 1960s the AFL CIO supported the New Frontier & the Great Society domestic programs of presidents Kennedy & Johnson

The support of the AFL CIO contributed to legislative successes in civil rights, voting rights, housing, education, health & medical care, urban redevelopment, & poverty programs

But the AFL CIO failed to get section 14b of the Taft Hartley Act repealed

The AFL CIO opposed much of Nixon's agenda, especially his anti inflationary wage & price controls

Never the less, Labor was neutral in the Nixon - McGovern election of 1972, the first time that a Democratic candidate did not gain support & $$ from Labor

After the Nixon election & Watergate, the AFL CIO moved quickly for its reassertion of influence in the Democratic Party & of the impeachment of Nixon

In 1974 the AFL CIO had 13 mm members, w/ the two biggest unions being independent: the Teamsters & the UAW

While Labor had stabilized in the 1950s, by the mid 70s, the trend was one of decline

George Meany retired in 1979 & was succeeded by Lane Kirkland

Under Kirkland, the UAW which was disaffiliated in 1968, reaffiliated in 1981

1982 is considered the Centennial Year of the AFL CIO

The Teamsters, who were ejected in 1957, were reaffiliated in 1987

In 1994, Sweeney takes the Presidency & advocates more militancy

The Org Structure the AFL - CIO:

The AFL CIO merger did not change in any fundamental way the decentralized & essentially economic nature of the Labor Movement

The AFL CIO consists of about 100 national & international trade & industrial unions w/ a total membership of about 13 mm

The nationals are self governing, but cooperate w/ one another within the federation

Each national union has local union in the US & its territories

Each international unions also have local unions in Canada, Puerto Rico, & Panama

The national & international labor unions have more than 60,000 local unions

States & Local Central Bodies
AFL CIO interacts w/ 800 state and local central bodies
These orgs are mostly political/lobbyists

All affiliated unions are entitled to representation at the AFL CIO's convention every two years

The convention is the supreme governing body

Delegates are appointed based on size of the national union from which they come

The delegates are elected or appointed according to the national's policy

Other delegates come from directly affiliated locals, state & city bodies, national industrial & trade dept.

The Convention elects the President, the Secretary Treasurer, and 33 vice Presidents who make up the Executive Council (ExCo)

The ExCo determines policy btwn conventions & carries out policies established by the convention

The AFL CIO has central bodies (federations) in all 50 states & Puerto Rico, and over 700 local central bodies

There are EIGHT trade & industrial depts. in the AFL CIO

a. Building & Construction
b. Industrial Union Trade
c. Metal Trades
d. Union Label & Service Trades
e. Maritime Trade
f. Food & Allied Service Trades
g. Professional Employees
h. Public Employees Depts

The AFL CIO constitution established committees & depts. to deal w/

a. legislation
b. civil rights
c. political education
d. ethical practices
e. international affairs
f. education
g. social security
h. economic policy

i. community services
j. housing
k. research
l. public relations
m. safety & occupational health
n. veterans' affair
o. organization

The Activities & Policies of the AFL CIO:

Assists its unions in organizing work, legal assistance in court, represents affiliates in govt, & nongovt agency dealings

The AFL CIO does not itself engage in collective bargaining or issue strike calls (w/ minor exceptions)

This power resides, as it always has, in the autonomous national & international unions

Maintains research, information, & publicity services

Publishes an official magazine: The American Federationist, & a weekly paper, The AFL CIO News, & pamphlets & organizing information

In the legislative field, the AFL CIO works for enactment of desired legislation on the national & state levels

Immediately after the merger, the AFL CIO created a single political arm: The Committee on Political Education ( COPE )

The AFL CIO re entered politics w/ $$ & person power in close alliance w/ the Democratic Party

In civic affairs, it promotes the activity of union members in such community projects as campaigns for voter registration, better schools, more hospitals, elimination of slums, & aid in combating juvenile delinquency

Internal Maintenance of the AFL - CIO:

The AFL CIO has a direct relationship w/ almost 800 state & local central bodies

These bodies reflect the composition of the parent AFL CIO and the particular industrial mix of their geographic areas

The state & local centrals are directly responsible to the AFL CIO, not to the internationals

The AFL CIO tries to resolve certain types of disputes among its member unions

The AFL CIO developed rules for unions to submit interunion disputes for mediation & adjudication

When they merged, the power of the AFL CIO did expand to include the authority to expel unions for corruption or domination by Communist, Fascists, or other totalitarian forces

The AFL CIO developed an Ethical Practices Code

The AFL CIO adopted a vigorous anti discrimination vow

The AFL CIO developed rules to avoid dominance by non democratic ideologies in any union

Policies of the AFL CIO:

Meany became the new President of the AFL CIO & re endorsed Gompers concept of "more" as it applied to the standard & quality of living

Meany reiterated the business unionism approach

Meany was unwilling to involve Labor in mgt & thereby forestalled in move toward employee participation, workplace democracy, etc.

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Outline on the American Federation of State, County, & Municipal Employees ( AFSCME )

External
Links

- AFSCME Website http://www.afscme.org/

Link

AFSCME is the nation's largest & fastest growing public service employees union

In 2005, AFSCME has 1.4 mm members

AFSCME organizes for social & economic justice in the workplace & through political action & legislative advocacy

AFSCME is an industrial type union asserting jurisdiction over nonelected public employees outside the fed govt

AFSCME also organizes private, nonprofit public service orgs

AFSCME's President & Secretary Treasurer are elected at the biennial convention

There are also 31 international vice presidents elected from 24 legislative districts

At the national level are 63 regional councils responsible for coordinating bargaining & political activities among locals in their regions

AFSCME's unique structure is a result of TWO factors

a. AFSCME organizes under a variety of govt jurisdictions

b. AFSCME bargains under many different laws

Unlike most industrial unions, locals in AFSCME do not require the national's approval of their contract settlements or the decision to strike

All Locals affiliate w/ a regional council which are operated w/in jurisdictions relating to the bargaining laws associated w/ the occupations represented

AFSCME's national services include: research, legislative, legal, organizational, organizing, educating, public relations, etc.

AFSCME spends 10 to 33 % of its total budget on lobbying & other political activities

Since most members are in the public sector, influence on state legislators & county & municipal elected officials & administrators is very important

Job security issues are very important

AFSCME members become part of a local union (also called a local) consisting of the coworkers in an office, institution, dept or community

AFSCME has more than 3,500 local unions in 46 states, the District of Columbia & Puerto Rico

Each local writes its own constitution, holds regular membership meetings & elects its own officers & stewards

Under federal law, union dues cannot be used directly to fund political candidates, although they may be used to support some state level candidates

AFSCME members have a voluntary, independent political organization called PEOPLE — Public Employees Organized to Promote Legislative Equality

PEOPLE is the union's political, legislative and fundraising arm

It is supported by voluntary donations by members & is one of the biggest political action committees in the nation

PEOPLE is run by AFSCME members who participate in committees at the local, state & national levels

PEOPLE committees raise funds & work to elect politicians responsive to the needs of public service & health care

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Outline on the International Association of Machinists ( IAM ) estb. 1888

External
Links

- IAM Website: http://www.iamaw.org/

Link

The International Association of Machinists & Aerospace Workers (IAM) was estb in 1888 when 19 machinists met in a locomotive pit at Atlanta, GA, & voted to form a trade union

When the IAM was estb, machinists earn 20 to 25 cents an hour for a 10 hour day

The IAM affiliated w/ the AFL in 1895

The IAM has expanded from machinists to include metal trades, railway employees, auto mechanics, airline workers, electronic workers, & aerospace workers

The IAM consists of several conferences & departments

There are several staff departments that provide services to the the National, the Locals, and members

The membership peaked at more than 1 mm in 1968 & is now about 700,000

History of the IAM:

The IAM was estb in 1888

In 1889, 34 locals are represented at the first machinists convention, held in Georgia State Senate Chamber. They elect Tom Talbot as Grand Master Machinist & a monthly journal is started

In 1890, the first Canadian local is chartered at Stratford, Ont. The union is named International Association of Machinists. They set up headquarters in Richmond, VA. Membership is at 4,000

In 1891, IAM Local 145 asks $3 for a 10 hour day

In 1892, the first railroad agreement is signed w/ Atcheson, Topeka & Santa Fe RR

In 1895, the IAM joins the American Federation of Labor (AFL), & moves their headquarters to Chicago

In 1898, IAM Local 52, Pittsburgh, conducts the first successful strike for 9 hour day

In 1899, time & a half for overtime becomes prevalent & IAM moves it's headquarters to Washington, DC

In 1903, specialists are admitted to the membership & the drive begins for the 8 hour day

In 1905, apprentices are admitted to membership. There are 769 locals. Railroad machinists earn 36 to 43 cents an hour for 9 hour day

In 1911, women are admitted to the membership w/ equal rights

In 1948, IAM membership opened to all regardless of race or color. The IAM convention endorses Harry Truman for President

In 1964, IAM convention endorses LBJ for President, after a personal appearance. Delegates vote to change name to International Association of Machinists & Aerospace Workers. Membership at 800,000

In 2004, the IAM Executive Council marches with thousands of trade unionists in Miami to protest Free Trade Area of the Americas

Vice presidential candidate Senator John Edwards from North Carolina appears at an IAM convention rally after a unanimous endorsement of Senator John Kerry & Senator Edwards by the delegate

The Goals of the IAM:

- achieve cost of living raises so that wage rates rise w/ living costs

- increase purchasing power to provide a higher standard of living

- achieve paid sick leave & life insurance for workers; employer paid hospital, medical, dental & eye care benefits for workers and their families

- establish equal pay for equal work regardless of sex, race, or national origin

- create a safe, healthy workplace

- establish a shorter work week with double time for voluntary overtime

- restrict subcontracting.

- establish employer paid insurance for worn, broken, or stolen tools

- open a joint apprentice training and retraining on the job

- make pensions portable w/ optional early retirement benefits

- make severance pay & supplemental unemployment benefits the norm

- establish union shop

Internal
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Outline on the International Union of Operating Engineers ( IUOE )

External
Links

- IUOE Website: http://www.iuoe.org/index.asp

Link

IUOE stands for the International Union of Operating Engineers

The IUOE is a progressive, diversified trade union that primarily represents operating engineers, who work as heavy equipment operators, mechanics, & surveyors in the construction industry, & stationary engineers, who work in operations & maintenance in bldg & industrial complexes, & in the service industries

The IUOE also represents nurses & other health industry wkrs as well as significant numbers of public employees engaged in a wide variety of occupations

The IUOE primarily represents heavy equipment operators, mechanics, & surveyors in the construction industry

The IUOE also represents stationary engineers operating equipment in building & industrial complexes

The IUOE also represents health care workers & public employees

There are about 170 locals in the US & Canada

Most locals cover large geographical areas

The IUOE has about 400,000 members & is the 12th largest union in the AFL CIO

Most union services are provided at the local level through nearly 100 joint union employer apprenticeship programs

The Government Accountability Office (GAO), the fed govt's top investigative agency, has released a report confirming the existence of serious problems in nonunion apprenticeship programs, & in the Department of Labor's mgt of the nation’s apprenticeship system

As an integral part of IUOE's commitment to provide highly skilled heavy equipment operators & stationary/facilities engineers to the construction, stationary & envl industries, the IUOE developed & implemented comprehensive training programs that are widely recognized as the best in those industries

The IUOE has cooperative working agreements w/ the US Depart of Energy to administer & operate the nation’s foremost hazardous materials (HAZMAT) training program & the International Environmental Technology and Training Center, both located at the IUOE National Hazmat Project in Beckley, WV

The IUOE also participates in the Job Corps program, a training program for young people, age 16 - 24

The IUOE has training agreements w/ the US Depts of Labor & Agriculture to administer & operate pre apprenticeship training programs at various Job Corps training centers throughout the US

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Outline on the Teamsters 1903

External
Links

- Project: The Teamsters Strategy & Corruption

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- Video: Jimmy Hoffa: The Man Behind the Mystery A & E Biography 50 min 1993

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- Teamsters Website: http://www.teamster.org/

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The Teamsters were chartered by the AFL in 1899 as the Team Drivers' Union

The groups split into two unions, which reunited at Niagra Fall, NY, in 1903, the official date of the founding of the Teamsters Union

The union grew rapidly under presidents David Beck & James Hoffa in the 1950s & 1960s

The Teamsters are the largest labor union in the US w/ 1.66 mm members

The Teamsters are organized into 800 locals

THE TEAMSTERS ARE RENOWNED FOR THEIR AGGRESSIVE ORGANIZING STRAT: A. ORGANIZE MANY TRADES & IND; B. AGGRESSIVE FOCUS ON RAISING WAGES; C. ESTB AFFILIATIONS W/ OTHER CONSTITUENCIES

a. The Teamsters organize the many trades & industries, including:
- truck drivers                   - garage & service station workers
- dairy workers                 - food processing workers
- brewery workers            - people who work w/ autos
- chauffeurs                       - soft drink workers
- industrial workers           - airline workers
- warehouse workers        - public service employees
- auto salespeople             - & more

b. The Teamsters generally go w/ their strength of raising wages, knowing this only satisfies workers for a while

c. The membership drives can be based on "revolving door:" or peripheral affiliations outside of the core constituencies

THE POSITIVES & NEGATIVES TO THE TEAMSTERS AGG ORG STRAT ARE ( + ) RAISING WAGES; FULL SERVICES; & ( - ) NOT RESPONSIVE TO WKRS; WKRS EXPECT INCREASING WAGES & THEN IMPROVEMENT ON OTHER ISSUES; DECERTIFICATION DRIVES

1. The aggressive organizing strategy is positive for workers because Teamsters are good at raising wages

2. The Teamsters' membership drives can be based on full services: meeting all needs

3. The aggressive organizing strategy is negative for workers because they are not responsive to worker input

4. Wkrs get used to higher wages; then want to move on to other issues but the Teamsters are not responsive, so they decertify them

5. Teamster unions are often the subject of decertification drives

CORRUPTION IN THE TEAMSTERS HAD DELEGITIMIZED THEM TO THE WIDER PUBLIC

The ultimate effect of the Teamsters' corruption, of corruption of unions in general, is to discredit the Labor Mvmt, thus justifying the corporate position of anti unionism

The Teamsters were expelled from the AFL CIO in 1957 due to corruption & was reaffiliated in 1987 after they had reformed

See Also: Corruption in the Labor Movement

The Teamsters are well known for its alleged corruption & its leadership by the Hoffas

Under examination by the Senate Select Committee on Improper Activities in the Labor or Management Field of 1957, the Teamsters took the lion's share of the accusations

The Senate Select Committee was chaired by John McClellan of AR, w/ other significant members such as JFK & Barry Goldwater

JFK & Bobby Kennedy continued to lock horns w/ the Teamsters, & rumors have circulated that there may be some connection to JFK's assassination

There were FIVE types of corruption engaged in by the Teamsters:
a. reprisal violence
b. financial manipulation
c. repression of members' democratic rights
d. racketeering
e. sweetheart contracts: substandard benefits

Dave Beck had converted union funds to his own use, borrowed money from employers, & received kickbacks from labor "consultants"

Jimmy Hoffa was accused of breaking Teamster strikes & covertly running his own trucking operation

"Sweetheart" contracts w/ substandard benefits & guaranteeing labor peace were uncovered in the NY area Teamster locals operated by racketeers

All this has led Teamsters to support Republican Presidential candidates

In 1989, the Teamsters & the Dept. of Justice reached an out of court settlement of a federal racketeering lawsuit that was filed against the union

Some Teamster official had long been suspected of being tied to organized crime

The agreement changed election procedures to enable union members to vote directly for top union officials

Previously, these officers were elected by delegates to the union's international convention

The agreement also called for creation of a three member board to oversee union activities

One member would be appointed by the US Attorney General, one by the Teamsters, & another by mutual consent of both

In 1998, even after the govt oversight the Teamsters were found guilty of financial malfeasance

Teamsters President Ron Carey was seen as the clean-up man of the Teamsters after its govt oversight

Carey was found guilty of laundering in his re-election $$ in 1997 (under appeal)

Carey was barred from holding office

In 1993-95, the Teamsters were found guilty under fed law of 104 cases of embezzlement

Jimmy Hoffa, Jr. is now President

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Outline on the United Auto Workers estb. 1935

External
Links

- Supplement: Can this man save Ford?

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- Supplement: My goal is to fight Toyota

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- Project: The Role of the UAW in the Auto Industry Restructuring

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- UAW's Website: http://www.uaw.org/

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UAW stands for the United Auto Workers

The UAW was founded in Detroit in 1935 after the Flint Sit Down Strike by the CIO

Walter Reuther was the important founding President of the UAW

Reuther was a skilled auto worker, a tool & die machinist

Reuther recognized that a transition to unskilled work was taking place in the auto industry

Reuther organized unskilled & was reviled by other skilled auto workers & others

Reuther & his brother visited USSR

The UAW was an early, important member of the CIO

The UAW was part of the CIO merger w/ the AFL in 1955

The UAW w/drew from the AFL CIO in 1968 but rejoined in 1981

The UAW is one of the largest unions in the US w/ over 1,200 locals

The UAW organizes auto workers, aerospace workers, agricultural implement workers, electronics workers, household appliance workers, allied metal working trades

The UAW has more recently branched into services such as banking, insurance, hospitals, legal services, local govts, & universities

	Around 1980 virtually all US made autos were assembled by American Motors, Chrysler, Ford, & GM
	Since then BMW, Honda, Mazda, Mercedes, Mitsubishi, Nissan, & Toyota have opened US assembly plants
	Chrysler has acquired American Motors & recently merged w/ Daimler Benz
	To serve members in a consistent manner across these major manufacturers, the UAW established national departments
	Because US based domestic auto makers facilities were almost 100 % unionized, national departments concentrated on representation rather than organizing activities
	Each UAW national department has a council consisting of delegates from that department's locals
	Councils form subcommittees based on common interest of the members such as seniority & work rules
	Subcommittees designate members to take part in the national negotiation council from that department
	Staff departments provide information for the national departments & also assist local through international representatives
	Besides having a "product line" approach in its national departments, the UAW is also broken into geographical regions based on the concentration of UAW members in a given area
	Regional staff conduct organizing drives and assist remote local unions or those not closely affiliated w/ national departments in negotiation, administration, & grievance handling
	Regional staff may also have experts in health & safety, industrial engineering, etc.
	The centralized orgl makeup of the UAW is a function of employer concentration & the level at which economic bargaining occurs
	As a result of the closure of many auto plants as their jobs were to other countries, locals have traded local economic concessions for job security

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Outline on Solidarity

External
Links

- Project: Solidarity & Democratic Movements

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- Solidarity's Website: http://www.solidarnosc.org.pl/

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Introduction: Solidarity, an organization of trade unions, helped bring about free elections in Poland & the establishment of a non Communist govt

In the 1960s, Polish intellectuals protested against govt limits on freedom of expression, & new disputes erupted between the govt & the Catholic Church

In 1970, strikes & riots broke out in Gdansk & other cities, & Gdansk was a center of protest against the Communist govt in Poland

Thousands of Poles demanded better living conditions & econ & political reforms

After days of riots, Gomulka resigned, & Edward Gierek became the Communist Party leader

Gierek's leadership brought better relations between the govt & the Catholic Church

Although Poland remained a loyal ally of the Soviet Union, its govt took steps during the 1970s to improve relations with non Communist countries

In 1978, Karol Cardinal Wojtyla, a Polish cardinal & the archbishop of Krakow, was elected pope of the Catholic Church, taking the name John Paul the II

Wojtyla became the first Polish pope in history & the first non Italian pope since 1523 & he called on Poland's govt to allow greater freedom to its people

Poland struggled w/ high prices & shortages of food & consumer goods

In 1976, Poles rioted after the govt announced big increases in food prices so the govt then deferred the increase

Econ conditions worsened in Poland in the late 1970s

In 1980, strikes in Gdansk & other cities led to the creation of Solidarity, an organization of trade unions

During the summer of 1980, thousands of workers in Gdansk & other cities went on strike

Strikers demanded higher pay, free trade unions, & political reforms & the Communist leaders promised to meet many of the demands

In September, the Central Committee forced Gierek to resign & elected Stanislaw Kania to replace him

In November, the Polish govt recognized Solidarity, an org of free trade unions

This was the first time a Communist country recognized a labor org that was independent of the Communist Party

Lech Walesa headed Solidarity

In 1980, Walesa was chosen as provisional head of Solidarity, an org composed of about 50 Polish trade unions

Walesa's negotiations w/ Poland's govt that year led to the recognition of Solidarity

Walesa was elected chairman of Solidarity in 1981

The Polish labor mvmt faced growing hostility from Poland's Communist Party & the Soviet Union

In December 1981, Poland's govt established martial law & suspended Solidarity's activities

In December 1981, Jaruzelski became Poland's leader when he was elected head of the country's Communist Party in 1981 & was the top leader of Poland from 1981 to 1989

Jaruzelski faced econ problems & protests against the Communist Party's political monopoly so he established martial law in an effort to restore order

The Jaruzelski administration established strict controls over the lives of the Polish people

It outlawed independent social orgs such as Solidarity, a free labor union led by Lech Walesa

Walesa & hundreds of other union leaders were imprisoned

In Oct 1982, the govt outlawed Solidarity & Walesa was released in Nov & the other prisoners were freed over the next several years

Martial law was officially ended in 1983 but the govt kept many controls over freedom

In 1989, the govt reached an agreement w/ Solidarity that led to the legalization of the union & to changes in the structure of the govt

It also allowed the freest elections to Parliament since the country became a Communist state in 1945

In the elections, non Communist candidates backed by Solidarity had the greatest success

Almost every candidate who was endorsed by Walesa & Solidarity won a seat in Parliament

In June 1990, Solidarity split into several groups & Walesa won a runoff election & became Poland's president from 1990 to 1995

After the election, Walesa resigned as head of Solidarity

In 1997 elections, Solidarity won the most seats in parliament & defeated the former Communists who had been in control

Solidarity formed a new coalition govt with the Freedom Union

Also in 1997, the country's new constitution went into effect

In 1999, Poland became a member of the North Atlantic Treaty Organization (NATO), a military alliance of Western nations

In 2000, Kwasniewski was reelected president

Poland's most important political orgs include the Democratic Left Alliance, the Freedom Union, the Polish Peasant Party, & Solidarity Electoral Action

The Freedom Union & Solidarity Electoral Action favor a free enterprise econ

Solidarity Electoral Action is the political arm of Solidarity, which is an org of trade unions

The Democratic Left Alliance is a Communist party, & its members are in favor of more govt control of the economy

The members of the Polish Peasant Party want agricultural reform to aid small landowners, and they think Poland should slow its move to a free enterprise econ

The End

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