Union Legal Implications and Legal Influences

The Norris-La Guardia Act.

The Norris-La Guardia Act was signed into law in 1932 after removing certain judicial and legal barriers against organized labor activities in the U.S. It declared that labor unions members should have full association freedom that should not be interrupted by employers. This law has also helped in outlawing contracts between employers and workers in cases where workers do not wish to join unions. As a strike-breaking measure, the Norris-La Guardia Act sharply constricts employer’s ability to get labor injunctions (Schoolov, 2019). It has finally relieved employees’ leaders of personal civil and criminal liability for individual workers’ acts unless the leaders have ratified or participated in the acts.

The National Labour Relations (Wagner) Act.

Also referred to as the Wagner Act, the National Labour Relations was signed into law by President Franklin Roosevelt. It has remained a significant act since its inception by addressing the relations between employers in private sectors and unions. The act guarantees employers the self-organization act to help, join and form labor organizations to collectively bargain their representatives and to participate in concerted activities with the aim of mutual aid, collective bargaining, and protection. It allowed workers to form or join private unions. This was an alternative from the company unions that usually favored the company over the workers. This is evident through the history of unions in the Amazon Company, using these rights to bust heads of union organizers (Schoolov, 2019). The act also helps in determining proper bargaining units, investigate unfair labor charges and conduct elections of union representation.

The Labor-Management Relations (Taft-Hartley) Act.

This act was constructed and enacted by the ogress in 1947. Also known as the Labour Management Relations Act, it repealed critical provisions from the Wagner Act. Up to date, this act is of major relevance in the country. It has helped in reserving the labor unions’ rights to bargain and organize collectively. It also outlaws closed shops providing employees with the right to decline to join any joining and permits union shops only if many employees have voted for it. Taft-Hartley Act has placed critical limitations on the rights of unions to boycott and strike. For instance, unions are required to give a 60days notice in advance before they decide to hold a strike (Schoolov, 2019). It has also prohibited specific boycotts and strikes such as sympathy strikes, secondary boycotts, and jurisdictional boycotts and strikes.

Learning activity

Written by Nicole Fallon the article “7 Labour Laws You Might Be Breaking” provides a significant outlook on the labor laws that need to be considered by employers and labor unions. According to the author, labor laws act as safeguards and protections that help in ensuring employees are protected and safe in their workplaces (Fallon, 2020). Nonetheless, many labor regulations and laws are manded by OSHA an organization that enforces healthy and safe working conditions. If employers and unions fail to follow these labor laws, it can lead to lawsuits and financial penalties. This article provides lessons to employers who need to ensure they comply with all labor laws needed to run their organizations.

The information in this article can significantly affect the future growth of union membership. This article provides several laws that focus majorly on employment and unions. The laws apply to most public and private sectors employers giving employees’ right to bargain unionizes and engage in concerted activities (Fallon, 2020). Congress passed the mentioned laws as well as new lases and has mandated to combat various types of employment discrimination, ensure healthy workplaces, provide medical and family leaves and provide workers opportunities. Future workers are likely to become less interested in joining unions as a result of these laws. Workers in the future will be better educated highly mobile and work new collar or white-collar careers. They may care about wages but focus more on issues like quality of life at work, career advancement, and skills development. Thus the growth of unions is likely to decline and workers are likely to move towards legislative protections. Therefore, the information provided in this article can lead to a decline in union membership growth.

I think this article will affect my prediction since it provides significant information concerning union membership. The information concerning the laws of labor relations presented in the article highlights issues of labor that employers need to comply with and how laws can supplant the traditional union roles (Fallon, 2020). Most unions traditionally advocate and protect the labor relations laws enacted by the government. Thus, employees need labor unions for legislative protections. This article presents significant issues that unions need to consider in the future for them to effectively grow.

The Talent Management Process

There are three key positions in which Google would need to develop talent as a company that needs a global taxonomy, certification requirements, and competencies identified. These positions include the Chief Executive Officer (CEO), Human Resource Manager, and Chief Technology Officer (CTO). The CEO is an important position with the primary responsibilities of managing overall resources and operations, making important decisions, and acting as a communication point between other organizational members and the board of directors in Google (Staff, 2018). A CEO in Google should hold a Bachelors’s and Master’s degree in any technology and science-related field from a recognized university.

A Human resource manager for Google should have a Masters’s, Bachelor’s Degree, or higher diploma in the technology field, business management, and human resources. Human resource managers are experienced in their field, have human resource knowledge, communication skills, and critical thinking skills (Whitney, 2018).  A CTO in Google plays significant roles including overseeing the company’s infrastructure, strategic planning of projects and make important engineering decisions. To become a CTO, individuals, need to have over 15 years of experience in Information Technology, certifications in business administration and computer sciences, and a graduate degree in a technology-related field. All these positions are critical in Google company and effective talent management needs to be developed to ensure the success of their operations.

Talent management is recognized as avital human resource practice that is essential in organizations. With current changes in the global environment, talent management is vital when it comes to the development of strategies that help organizations advance with market trends. Google is a company that specializes in the manufacture of internet services and products and provision of high-technology the most efficient talent practices which will enable the company to achieve its desired goals. There is a need for the best talent management strategies that will enable the Google company to grow and enhance the skills of its employees. Talent acquisition and workforce planning are among the major practices needed to enhance the competencies and capabilities of the three key positions in the company (Staff, 2020). Other than workforce planning, there are other practices including; talent programs and retention policies, performance management, leadership development, training, career management, competency-based policies, and total rewards.

Through these practices, the selected person will be able to grow and expand their skills within the organization. Google needs to invest in talent management practices as a part of the management strategy to achieve excellence and enable the company to grow in the competitive technology industry (Whitney, 2018). This is also necessary to ensure the accomplishment of tasks and considerations of problems caused by mistakes in the learning.

 

 

References

Fallon, N. (2020, September 18). 7 Labor Laws You Might Be Breaking. Business News Daily. https://www.businessnewsdaily.com/6509-business-labor-laws.html

Schoolov, K. (2019, August 22). How Amazon is fighting back against workers’ increasing efforts to unionize. CNBC. https://www.cnbc.com/2019/08/22/how-amazon-is-fighting-back-against-workers-efforts-to-unionize.html

Staff, S. (2018, August 21). Diving Into Learning and Talent Management. Chief Learning Officer – CLO Media. https://www.chieflearningofficer.com/2009/04/26/diving-into-learning-and-talent-management/

Whitney, K. (2018, August 21). Learning a Key Piece in Talent Management Process. Chief Learning Officer – CLO Media. https://www.chieflearningofficer.com/2006/12/26/learning-a-key-piece-in-talent-management-process/

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