Montana Tech Collective Bargaining and Collaborative Bargaining Research Paper Part 1:
Do some research sources and answer the following:
1. What is the difference between collective bargaining and collaborative bargaining?
2. How does the union organizing process work at the workplace level?
3. Give an example and explain an unfair labor practice by an employer? By the union?
4. Describer a typical grievance procedure process?
Your answers should be more than a couple of sentences and demonstrate that you have done your due diligence in researching the topics.
Read the article provided. Write a summary about the article and a personal perspective including your viewpoint on unions and their viability today. Millennials Are Keeping Unions Alive
Jobs are precarious, health-care costs are skyrocketing, and
wages aren’t keeping up with the cost of living—no wonder
young people are organizing.
By Michelle ChenTwitter
February 5, 2018
Members of SENS-UAW and GWC-UAW at the National Labor Relations Board (Courtesy of
Are you a young adult confused about your economic future? You’re not alone. The president
brags of surging markets and job growth, but you’re getting rejected for every job you apply for,
scrambling to pay rent, and stuck in a dead-end retail job. Maybe it’s time to take inspiration
from the latest stats about millennials: Workers age 35 and under are the main component of an
unprecedented surge in union membership over the past two years.
Nationwide in 2017, nearly 860,000 workers under age 35 got hired, and nearly a quarter of
those were union jobs. According to an analysis by the Economic Policy Institute, “Historically,
younger workers have been less likely than older workers to be a member of union,” so in that
sense there’s a lot of room to grow among younger workers, whose union membership lags
behind other age groups. Millennials are responsible for a huge portion of the recent gains in
union representation across the workforce, which has managed to remain fairly steady (yep,
young people are keeping labor alive). Growing by some 198,000 workers, youth in union jobs
are offsetting loss of union jobs in older age brackets; union jobs for workers age 45 to 54
dropped by some 75,000 over the same period.
So, in contrast to the myth of millennials’ being economically and politically adrift, they’re
stepping in readily to fill the union ranks that have hemorrhaged middle-aged workers over the
years—2017 actually saw an increase in the overall number of unionized workers over the
previous year. A movement that we’re used to thinking of as getting older and smaller is actually
growing stronger and younger—and they may well be leading the next progressive voting bloc in
tandem with the labor movement.
In addition to breaking with an overall long-term decline in unionization across the workforce
(now 10.7 percent), the youth surge highlights another dimension to the simultaneous rise in “gig
economy” jobs. A recent analysis of job growth since 2005 reveals massive growth in temporary,
irregular, or subcontracted work, known for unstable pay and precarious working conditions.
And yet there hasn’t been a correlating backslide necessarily in younger workers’ labor power.
There are actually signs that youth are increasingly driven to join unions precisely in response to
economic precarity and eroding economic mobility. Even youth-oriented sectors have seen highprofile union victories, from digital-newsroom unions at Vice and Fusion to graduate-faculty
unions at many public and increasingly, private, university campuses.
How the Right’s War on Unions Is Killing the Democratic Party
According to EPI Vice President John Schmitt, the employment trends suggest that the labor
movement currently “seems right exactly where the future is…. Either they’re organizing new
young workers, [for example] information-sector workers who are disproportionately young and
are deciding that their online and/or cool Silicon Valley inspired kinds of firms are better if
they’re union than if they’re not. Or the other thing that could be happening is, employment is
expanding in sectors that are already union that have young workers,” including historically
unorganized service industries like retail or health-care-support services—two areas where
robust unionization efforts have been led by women, immigrants, and people of color.
But millennials may experience unique push-and-pull factors that drive them into unions. As EPI
details in a separate analysis, unionization counters the characteristics that make jobs lousy
today: gender and racial discrimination, wage gaps and lack of advancement opportunities.
Union jobs provide a net wage premium for women, especially in service-sector jobs that often
lack stability and livable wages. Collective bargaining and union representation are associated
with significantly higher wages for black and Latino workers. Nationwide, unionized workers are
more than 50 percent more likely to have an employer-sponsored pension, and the vast majority
have health insurance through their employer—a virtual financial unicorn for millennials who
are often tracked into freelance and gig work with few benefits. Workers under age 25 who are
unionized earn roughly a fifth more than their non-union counterparts.
Because unions give workers a voice in their workplace, unions offer young people a progressive
support network at work, including legal support if they suffer harassment and want to bring a
grievance against an abusive supervisor, and a community of solidarity for organizing colleagues
against biased or inequitable treatment.
It’s true that this increase in youth unionization is not going to change the labor landscape
overnight: Only one in eight workers nationwide are represented by a collective-bargaining
agreement. But millennials have nowhere to go but up, since under-25-year-olds are the least
unionized age bracket. That said, they have their whole lives ahead of them to deepen their
involvement in a labor movement that is their best hope for political and economic
A recent UCLA Labor Center study of young workers in Los Angeles shows that millennials are
engaged on labor issues and are supportive of workplace organizing. According to researcher
Hugo Romero, most respondents were “interested in and had positive perceptions of unions,”
with about six in 10 expressing interest in joining a union or worker center “if they didn’t fear
retribution from their employer.” The strong pro-union sentiment is also bolstered by concerted
outreach efforts from youth-focused recruitment programs at unions like SEIU and its grassroots
Fight For 15 campaign for low-wage workers. Organizers recognize that “young workers care
about work/life balance, upwards mobility, safe working conditions, and living wages, all of
which unions provide,” Romero observes. “The recent national data clearly shows that such
efforts are paying off and that young people are a key part of creating a strong and sustainable
future for unions.”
The dynamic in the union data reveal that whether they just cast a union vote or just landed their
first gig, millennials have a keen sense of what they’re up against in the new economy,
understand the challenges and opportunities of taking action at work, and, see unions are a
springboard into the jobs, and justice, that they need and deserve.
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