Trade Union
An organization of workers in the same skilled occupation or related skilled occupations who act toget
her to secure for allmembers favorable wages, hours, and other working conditions.
Trade unions in the United States were first organized in the early nineteenth century. The main purpo
se of a trade union is tocollectively bargain with employers for wages, hours, and working conditions.
Until the 1930s trade unions were at a severedisadvantage with management, mainly because few la
ws recognized the right of workers to organize. With the passage of theNational Labor Relations Act (
Act) of 1935 (29 U.S.C.A. § 151 et seq.), the right of employees to form, join, or aidLABOR UNIONS was
recognized by the federal government.
Trade unions are entitled to conduct a strike against employers. A strike is usually the last resort of a tr
ade union, but whennegotiations have reached an impasse, a strike may be the only bargaining tool le
ft for employees.
There are two principal types of trade unions: craft unions and industrial unions. Craft unions are comp
osed of workersperforming a specific trade, such as electricians, carpenters, plumbers, or printers. Ind
ustrial union workers include all workersin a specific industry, no matter what their trade, such as auto
mobile or steel workers. In the United States, craft and industrialunions were represented by different
national labor organizations until 1955. The craft unions that dominated the AMERICANFEDERATION OF L
ABOR (AFL) opposed organizing industrial workers.
During the 1930s several AFL unions seeking a national organization of industrial workers formed the
Committee for IndustrialOrganization (CIO). The CIO aggressively organized millions of industrial work
ers who labored in automobile, steel, and rubberplants. In 1938 the AFL expelled the unions that had f
ormed the CIO. The CIO then formed its own organization and changedits name to Congress of Indust
rial Organizations. In 1955 the AFL and CIO merged into a single organization, the AFL-CIO.
Membership in U.S. trade unions has fallen since the 1950s, as the number of workers in the manufac
turing sector of the U.S.economy has steadily declined. Union membership in 1995 comprised just 14.
9 percent of the workforce, compared with ahigh of 34.7 percent in 1954.

benefits and working time . Sometimes. Download the code of practice on disclosure of information to trade unions for collective bargaining purposes from the Labour Relations Agency (LRA) website (PDF. Where an independent trade union is recognised. Other collective agreements are purely procedural and regulate the working relationship between the union(s) and the employer(s). 179K)(link is external). This is because a successful.Current roles of trade union https://www. Most typically. see our guide onrecognising and derecognising a trade union. An employer and a recognised trade union interact with the workplace in a number of ways. The objective of such collective bargaining is to conclude a collective agreement with the trade union. Negotiating collective agreements If you recognise a trade union in your workplace.nibusinessinfo. profitable business is good for workers and therefore good for the union and its members. A collective agreement is between a recognised trade union (or group of unions) and an employer (or groups of employers). eg production line operatives or technicians. as set out below. they set out the terms and conditions eg pay. A collective agreement isn't legally enforceable unless it:   is in writing states that it's meant to be legally enforceable In the Work effectively with trade unions The role of trade unions and their representatives Although trade unions look after the interests of their members. the employer is obliged to disclose information to the trade union to facilitate the bargaining be included in the employment contracts of the workers in the bargaining unit. they also recognise the advantages of working in partnership with employers. you will probably have agreed with the union to bargain with it about the terms and conditions of employment of those workers who fall within a defined bargaining unit. most collective agreements are not legally enforceable. that bargaining unit will include all workers but it is common for the unit to include just certain categories of worker. .co. For more information on collective bargaining and collective agreements.

Informing and consulting Under certain circumstances.representatives of a recognised trade union about:     collective redundancies . you could enter a voluntary agreement with a trade union to inform and consult the union about broader business and workplace issues on a Do recognise a union (or unions) in your workplace but not all your workers are represented by that union (or those unions).lse. Non.see our guide on redundancy: the options transfers of business ownership . ongoing basis.pdf .see our guide: know your legal obligations on pensions health and safety .and partly unionised workplaces You may have to inform and consult other workplace representatives . you must inform .see our guide on responsibilities to employees if you buy or sell a business occupational and personal pension schemes . They can choose to be accompanied by a co-worker or a union representative. Representing workers at disciplinary and grievance hearing Employees and other workers have the right to be accompanied at a disciplinary or grievance hearing.htm http://cep.known as 'employee representatives' .uk/conference_papers/14_12_2009/ the union representative.hrmguide. Often.see our guide on how to consult your employees on health and safety However. For further information. will be a workplace representative who is also a co-worker.and consult with . The union may want to set up a joint consultative committee specifically for this purpose. see our guide on how to inform and consult your employees. This may be because they do not belong to the bargaining unit for which the trade union is recognised. Future of trade union you:   Don't recognise any trade union in your workplace.