Compulsory+Unionism

Should membership of unions be compulsory? Consider the reasons for and against.


 * Pros:**

About 19% of Australians belong to a union. Unions protect workers in terms of their pay, leave, basic worker's rights, assistance in work injuries, legal difficulties and any other dispute or concern a worker has. Basically their job is to protect the workers of Australia.

Because unions protect workers, there are huge advantages that come with being part of a union. If unionship was compulsurary, it could be argued that many of the aforementioned problems in the work force could be avoided and handed with in a legitimate and professional manner. Statistics show that union membesr earn on average 15% more than non-union members do.

Unions over the years have had a dramatic, yet positive effect on society and the standards live by. An example of these achievements include; "decades of wage increases through the award system and campaigns in the field, safer workplaces, greater equality for women, improvements in working hours, entitlements to paid holidays and better employment conditions, and the establishment of a universal superannuation system. " (http://www.actu.asn.au/AboutACTU/default.aspx)

Unions help protect their workers in the following issues:

Membership benefits

Industrial representation: if you're having a problem at work that isn't resolved, a union will represent you in the Australian [|Industrial Relations] Tribunal (AIRC), where people from outside the workplace listen to both sides of the story and then make a decision. Provide facts and advice: unions are a huge resource of information and will provide correct facts on a range of topics as well as give you advice. Take action: if you are unhappy with your working conditions, unions can help you organise a legal strike. Occupational health & safety: unions provides advice and support to elected Health and Safety Representatives to make sure your workplace is safe. Rights: unions will make sure your rights at work are protected, including on issues such as harassment, discrimination, equal opportunity and equal pay. Proper pay and entitlements: unions will make sure you are getting paid the right salary as well as ensuring you get your overtime pay, backpay, holiday pay etc. Advice and assistance in workplace bargaining: unions can work with you and your employer to form an enterprise agreement or contract. Workers compensation: unions provide expert guidance and legal assistance on all workers' compensation matters under State and Federal [|Legislation]. Training: unions provide you with the best training possible. Unions are keen to help people get a good start in the workplace. They have helped make training easier and more available through new apprenticeships and other workplace training.

Welfare: various welfare services are provided by some unions to assist members who may find themselves in difficult circumstances. These include:
 * drug and alcohol counselling
 * financial advisory service
 * taxation advice service
 * legal advisory service
 * WorkCover advisory service
 * Conciliation service and representation
 * Mortality benefits and service


 * Cons:**

The cons are that people may not necessarily want to pay for union fees. Many employers and even employees view unions as an 'interfering third party'. There are hundreds of different unions for many different types of workers, and many people want flexibility and the decision to join, leave or change unions at their free will. As the world has become more contemporary and modern, the need for unions has decreased in the 21st centuary. The needs and wants of the working society differ vastly from wht they were a decade or so ago, and many hold the arguement that unions have not moved with the times and workers have left them behind. Unions fell by 27% in one year after the Australian Government ruled out compusorary unionship.

-Nat

Unions work to protect the workers of Australia by fighting for their rights(pay, leave etc), work injuries, and other concerns brought about by the work conditions a worker has. As unions protect workers, many advantages are joined with being part of a union. If it became compulsory to be part of a union, it may be seen that many issues and problems surrounding the workers and their conditions could be solved with ease and in a much more satisfactory standard. Although there are many advantages that come with being a part of a union, the percentage of Australians that are part of unions these days continues to drop/ An important reason for the decline in union membership in recent years is the way in which some unions present themselves. Unions such as the Builders Laborers’ Federation, with their strikes, stormy picket lines and wild demonstrations, have antagonized many people who see this as thuggery. Also, the frequent strikes which hit essential services such as transport, electricity, petrol and food supplies anger most people, including unionists and potential unionists.  Along with these very obnoxious demonstrations which turn people away form becoming a union member, many people do not like the idea of paying union fees and if unionism was to be made compulsory it would also take away the workers choice and flexibility that comes with deciding whether to be in a union or not.  In today’s society it is not as important to be part of a union. Some even argue that  unions promote laziness in workers, and that in turn, reduces productivity.  Unions however benefit workers greatly as the following achievements have been made in previous years due to the work of unions: Maternity leave Annual leave Medibank scheme 38 hour week introduced Commonwealth age pension Unemployment and sickness benefits

-By Mallory McManus

Pros  ·  the right of workers to form a union which elects its own independent representatives; award to ensure that employers observe minimum wages and working conditions;  ·  <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Arial','sans-serif'">equal pay; <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·  <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Arial','sans-serif'">long service leave; <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·  <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Arial','sans-serif'">pay loading for evenings, nights and weekends; <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·  <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Arial','sans-serif'">paid public holidays; <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·  <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Arial','sans-serif'">periodic wage increases; <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·  <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Arial','sans-serif'">maternity/adoption/parental leave; <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·  <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Arial','sans-serif'">annual leave and leave loading;

<span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·  <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Arial','sans-serif'">protective clothing and equipment provided by the employer; <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·  <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Arial','sans-serif'">occupational health and safety laws; <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·  <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Arial','sans-serif'"> compensation for injury; <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·  <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Arial','sans-serif'">occupational superannuation; <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·  <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Arial','sans-serif'"> the right to be given notice and to be consulted about changes at work (eg new technology, planned retrenchments, new working arrangements); <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·  <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Arial','sans-serif'">personal carer's leave. <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Arial','sans-serif'">Cons <span style="FONT-SIZE: 10pt; COLOR: black; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-language: EN-AU"> ·  <span style="FONT-SIZE: 10pt; COLOR: black; FONT-FAMILY: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman'; mso-fareast-language: EN-AU">Every occupation is different and some workers may not get the salary increases with unionization that others get. For instance, white collar employees are traditionally not unionized in the private sector. <span style="FONT-SIZE: 10pt; COLOR: black; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-language: EN-AU"> ·  <span style="FONT-SIZE: 10pt; COLOR: black; FONT-FAMILY: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman'; mso-fareast-language: EN-AU">When unionized workers are paid salary and benefits everyone is treated equally. They are not judged as individuals. For instance, outstanding teachers are not given merit pay in most union settings. <span style="FONT-SIZE: 10pt; COLOR: black; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-language: EN-AU"> ·  <span style="FONT-SIZE: 10pt; COLOR: black; FONT-FAMILY: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman'; mso-fareast-language: EN-AU">Unions by their very nature are conservative. They gained power, their leadership is in place and they don’t want anything to change that. A competing union or a new president pushing out the old one will be resisted. <span style="FONT-SIZE: 10pt; COLOR: black; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-language: EN-AU"> ·  <span style="FONT-SIZE: 10pt; COLOR: black; FONT-FAMILY: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman'; mso-fareast-language: EN-AU">Unions may try to resist changes that could make the company more competitive. This could lead to lower revenue and less money to pay employees. <span style="FONT-SIZE: 10pt; COLOR: black; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-language: EN-AU"> ·  <span style="FONT-SIZE: 10pt; COLOR: black; FONT-FAMILY: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman'; mso-fareast-language: EN-AU">The non-union company may be able to sell goods and services at a lower price, thus hurting the future of the unionized company. The U.S. auto industry is an example. <span style="FONT-SIZE: 10pt; COLOR: black; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-language: EN-AU"> ·  <span style="FONT-SIZE: 10pt; COLOR: black; FONT-FAMILY: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman'; mso-fareast-language: EN-AU">Unions pushing for higher wages and benefits can make it harder for some groups trying to get a job. <span style="FONT-SIZE: 10pt; COLOR: black; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-language: EN-AU"> ·  <span style="FONT-SIZE: 10pt; COLOR: black; FONT-FAMILY: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman'; mso-fareast-language: EN-AU">If an employer is hard to deal with without a union, bringing in a union could make it worse. They could get even more adamant. <span style="FONT-SIZE: 10pt; COLOR: black; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-language: EN-AU"> ·  <span style="FONT-SIZE: 10pt; COLOR: black; FONT-FAMILY: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman'; mso-fareast-language: EN-AU">Unions may discourage private resolution of employee-employer disputes that now get appealed to government agencies or courts. <span style="FONT-SIZE: 10pt; COLOR: black; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-language: EN-AU"> ·  <span style="FONT-SIZE: 10pt; COLOR: black; FONT-FAMILY: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman'; mso-fareast-language: EN-AU">Many workers are unhappy with their unions. According to the Center for Union Facts, a union watchdog group, hundreds of votes are taken yearly to throw unions out in a process known as decertification. In 2004, workers decertified unions in 65% of decertification elections, according to the center. <span style="FONT-SIZE: 10pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Arial','sans-serif'">Unionism shouldn’t be compulsory because even though you get protected and receive proper wage get’s proper leave, the points above show how a unionism could affect the country. All decisions affect us in the future because unionism is all about the now. -phillie <3


 * COMPULSORY unionism is evil and the union movement a protection racket funding a lavish lifestyle for an industrial elite, says Queensland Liberal senator Santo Santoro.**

The //Workplace Relations Act 1996// (WRA) regulates the employment of those covered by Federal jurisdiction and provides for three principal methods of determining conditions of employment:

http://www.mackinac.org/article.aspx?ID=8293 Organized labor wants workers to think they can be forced to join a union as a condition of continued employment. The union-employer agreements that accomplish that are called “union security” clauses in collective bargaining pacts. Word games have always been a large part of labor-relations law. http://www.fee.org/publications/the-freeman/article.asp?aid=3318
 * Australian Workplace Agreements (AWA) - basically individual agreements between the employer and employee. AWAs are subject to minimum entitlements but have mostly been restricted to higher paid employees.
 * Certified Agreements (CAs) - there are two principal forms of CAs, with employers being able to enter agreements with unions which have at least one member in the business (section 170LJ agreements) or with the employees of the business (section 170LK agreements). (There are also section 170LL agreements for Greenfield sites but these are relatively rare.)(1)
 * Awards - where neither of the above two apply (these are usually lower paid employees, such as those covered by recent 'Living Wage' cases).

Self governance is a fundamental human right. However, all forms of government require compulsory membership, usually in the form of compulsory taxes. Without such compulsory taxation, government would seek to function because most people would choose to ‘freeload’ rather than pay their way. Unions are very similar, in that they provide a valuable service to people. The difference is that the group is defined by employment within an industry, rather than geography. Unions also have a problem of freeloaders – people who benefit from increased salary and improved conditions, but who do not support the union financially. Many people see compulsory membership as the answer, however this clashes with another fundamental human right – freedom of association. In practice, many people just object to paying the high fees involved for a service they did not ask for. This is where it gets a bit complicated, because many compulsory unions have mechanisms in place that keep fees high. While they may have originally been established to keep union income steady, they ended up becoming highly undemocratic tools. A classic example is compulsory student unionism at universities. The student body would regularly elect groups to power (such as the Young Liberals) who were ideologically opposed to the existence of the union. They would set about dismantling the union structure, to the extent they were able to. Despite all this, student union fees would remain remarkably high, given the low income of most members. Perhaps an even greater barrier to democracy in these organisations is disinterest. It is hard enough getting people to pay enough attention to local, state and federal politics, without expecting them to get involved in the minutia of union politics. When people do get involved in their union, it is normally based around a specific issue, rather than union income. A simple solution to all of these problems is to make each union election a referendum on union fees. This would provide sufficient motivation for people to turn up and vote. Even if they didn’t know who the candidates were, they would have an opinion on whether the fees should go up or down. This could be combined with measures intended to stabilise union income, for example limiting the annual change in income to 10%, or by making the rate of change proportional to the demand for change – for example if 53.7% of members voted for an increase in fees and 46.3% for a decrease, the fees would go up by 3.7%. This may appear to prevent the union from disappearing, because the members could never vote the union out of existence by lowering the fees rapidly. However, there would quickly come a time when the fees were no longer sufficient to keep the basic functions (such as elections) of the union running. Before that, the situation would reach a point where the union would actually get more income by making membership voluntary, but giving the executive more control over the fees. So what is the government’s role in all of this? Rather than supporting compulsory unionism or abolishing it, they should merely mandate that all unions with compulsory membership create a more direct and democratic way for members to adjust union fees. http://www.ozpolitic.com/electoral-reform/compulsory-unionism.html __**// TOM //**__