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Small business and unions

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As a small business owner, chances are that you have not heavily considered how unions could affect your business.In fact, labor unions are commonly associated with big business and giant industries with massive man power and hundreds of employees.But many more small business owners are finding that unions are not limited to the government sector or to corporate businesses.Even if you have no employees or in other words are not responsible for compensating any worker for their labor chances are that somewhere in your product production process you will be working with individuals who could very likely belong to a union.Small business mangers and owners should have a basic familiarity with the fundamentals of U.S. labor laws whether or not they are directly responsible for providing union protection to laborers.

In many cases of small businesses a basic knowledge of unions and labor rights is all that is necessary especially when the likelihood of employing a unionized work force is low.There is a wide range of factors that dictate the likelihood of heavy unionization including factors of industry, geographic location, traditional strength of union presence, and the nature of the work involved.In short, if you are to avoid unwanted trouble and unintended mistreatment you need to know how much effort you need to commit to addressing union issues.

Unions are intended to provide advocacy to the working person.Employers are usually the ones who hold all of the cards when it comes to employment.The employer is the one who decides how much above minimum wage to pay you, when you will have influence in the decision making process, and even when to fire you if your services are no longer necessary.Sure you agree to these conditions when you are hired but unions are there to support you when you feel like you are entitled to more than what you are receiving.One person only has so much influence, but as part of a union, that influence can become a very powerful factor in instigating change and correcting injustices.

As a small business, the likelihood of major involvement with a union is minimal.Chances are that you will never have to deal with the issues that will be presented in a union election, nor will you have to negotiate over policies with union leaders.However there are other union related legal factors that you would do well to remember.These include several labor laws and acts that are created by national labor groups and endorsed by the U.S. government.Here is a list and brief explanation of a few union related laws to be aware of:

  • The National Labor Relations Act - This act gives employees the right to organize and bargain cooperatively with their employers.In essence this act gives employees the right to unionize.Not only does this right allow for the protection of those who want to unionize, but it also protects those who choose not to unionize.The act also allows for fair elections of union representatives
  • Labor Management Relations Act - This act forbids businesses from instigating lock-outs of union employees as well as imposing restrictions on some union activities such as picketing and striking.It also outlawed the requirement that employers hire only union employees.
  • Fair Labor Standards Act - This act mainly applies to fair labor standards as they apply to interstate commerce.This act also establishes minimum wage and requirements for overtime pay.Although workers primarily see this act as advantageous to them, the act also protects the employer by allowing him to have the freedom to specifically shape their compensation structure and bonus/compensation structures as they wish.

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