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Small business and unions
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:
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