Answer1) If I had a choice to work in a similar positions for an employer that was either

unionized or non-unionized, then I would definitely choose unionized because of the following
reasons mentioned below-

1) Develop skills-Working in a unionized environment will help you to grow and enhance your
skills in a very unique manner, because if you work in a union, you will get a chance to learn
from others. Like how other people work in an organization, how they apply their skills in their
respective jobs, A. Wilson (2013). 

2) Greater pay- Unionized specialists earn an average of $6.20 per hour, or 26% more than non-
unionized laborers Richard (1971). 

3) Annuity benefits-More than 80% of customers are interested to work in unionized

environment because non-unionized workers have lower levels of well-being and other benefits,
such as paid time off, than unionized workers.

4) A healthy climate- Unionized work environments are seen as much more secure for the
businesses that work in an association. Workers are obligated to report safety and security
violations, as well as minor no-fault time wounds (as a result of preparation, mindfulness, and a
lack of fear of retaliation), making work environments more secure overall.

5) Unity in the work environment Unionized work environment fill in as just associations
through which laborers can openly put themselves out there, to get a change their work
environments, networks, and the bigger world Richard (1971). 

These above-mentioned points are the reasons why I prefer unionized rather than non-unionized.

Answer2) If the employee was unaware that an organizing effort was underway, the employee
will have only five days to devise and implement a plan. This implies that bosses are frequently
left scrambling, which could result in confirmation of the association or an out of line work
rehearse protestation. The Certification Procedure The confirmation procedure formalizes the
overall bargaining relationship. It is critical to comprehend this fundamental system with the goal
of developing a powerful association evasion strategy. In general, the accreditation process in
Ontario is divided into three stages:

(1) The Sorting out Drive- the Association Sorting out Drive is the first phase. The association
will embrace the straightening out drive in secrecy, as is to be expected. During this time, the
Union will try to keep an eye on the employees' advantage James (2017).  The majority of
association sorting out crusades entails enlisting workers as members of the organization.
Typically, this is completed by rounding off the association cards A. Wilson (2013).  Despite the
fact that an association sorting out drive might continue on for a long time, most managers are
completely unaware that this advancement is taking place (or now and again much more).

(2) The Certification Application- After the organization has spent time sorting out and ensuring
that it has the necessary assistance from the representatives, it will file a formal application for
certification. A copy of the application must be given to an employee around the same time that
it is filed with the Board. The application will provide a written description of the intended
haggling unit to which the organization is attempting to reach out, as well as a count of the
number of individuals in the unit James (2017). 

(3) Vote on Certification- The Board will set a date for a portrayal vote if the association can
demonstrate support from about 40% of the representatives in the bargaining unit at the time the
application was recorded. Generally, the portrayal vote will take place inside five employee long
stretches of the affirmation application. The vote is conducted in a secret ballot style. If there are
any concerns about how the vote was directed (including whether or not a worker should vote),
the Board will convene hearings to address those concerns. If more than half of the workers in a
unit choose to unionize, the organization will be recognized and become the unit's selective
bargaining specialist.
 References

Parker, James (2017). Trade unions and the political culture of the Labour Party, 1931-1940 

 Hyman, Richard (1971). The Workers' Union. Oxford: Clarendon Press.

Carter A. Wilson (2013). Public Policy: Continuity and Change, Second Edition. Waveland
Press. pp. 256–57. ISBN 9781478610625.