Question

To what extent should the NLRB get involved in determining bargaining units?

Should the vote be in the unit preferred by the employees?

What do you think explains the relatively poor recent record for unions attempting to organize large bargaining units?

Answer 1

1) NLRB refers to the National Labour Relations Board and is an association engaged in the administration of labour and employer relations and is focused to protect the rights of employees , help in maintaining unions and solves disputes between the employee and employers

And bargaining units refer to the part of union which is involved in the task of bargaining with the employers and top management through representing the opinions and interests of the employees associated with the Union.

Thus NLRB should play a considerable role in determination of these bargaining units as they decide whether a bargaining proposal is going to be accepted or not, thus require experts, having good top notch skills , knowledge and convincing powers.

Since the bargaining unit's main purpose is to act an an intermediary between the employer and employees , it should have the capability to put in front all the points necessary to be discussed , and highlighted, thus both the parties, the employees and management have an equal right and role to play for determining the bargaining unit, but if it ever happens that both the parties are not coming at a mutual agreement then the NLRB should play an integral role in first understanding the disagreement and solving the dispute by finalising the bargaining units itself.

NLRB should thus select the representatives as desired and found competent, but in the favour of both the parties without any personal bias .
It should act neutrally to address to the misunderstandings, conflicts, self interests and should accordingly determine the bargaining unit.

2 As explained above, in determining the bargaining unit , the NLRB should act neutrally without any such large favour to one part and not to other because this is a right shared by both the employer as well as the employees , therefore it will be inappropriate to favour one thus resulting in exploiting the right of the other, which is against the NLRB principles. Thus in determination of bargaining unit exclusively, the vote of NLRB should not be in favour of employees only.

3) NLRB has been emerged with the right of evaluating whether an act is fair or unfair and accordingly decide the conclusion , it has the rights to refuse to any party if the demands are not in the interests of both or has the reason of exploiting one by the other
This right during the recent time does not seem to be incorporated by the NLRB, as to accurately decide upon which interests are to be promoted and which not NLRB needs to have an extensive knowledge and understanding of Bargaining power and strategies to correctly apply one to the prevailing situation.
Maintaining a good information about the reasons of disagreement and conflicts will help in determining which party is largely failing to implement fair practices in representing their self interests , so that the union acts in support of what is fair and at the same time acting in mutual benefit. Therefore lack of understanding, knowledge , guidelines etc of NLRB can be attributed as the main reason thatcexplains the union's subdued part in organizing the large bargaining units.
Labour relations , and collective bargaining should be taken into consideration while giving the right to choose elected representatives using the guidelines that act in favour of both.

Thankyou

Dear student, hope i explained well.

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