The Union's Demand for Recognition and Bargaining Rights

In general, the union's claim is more persuasive than its counterclaim. The union has reliable discussions on the practical difficulties people are experiencing. For example, an alliance charges people who targeted companies with inappropriate labor practices. In particular, on December 5, 1975 I decided to meet company workers to obtain official cards for company security guards. As a result, 6 workers out of 11 benefited from this plan.

Recognition of the Alliance The recognition of the alliance of collective bargaining in Western Europe is far less than that of the United States. For example, in Europe, there are no legal mechanisms that obligate employers to approve specific trade unions. Even if you insist that the union occupies 80% of the employer's workers, another union can try to organize and negotiate 20%. The collective bargaining agreement in the United States tends to focus on wages, working hours, working conditions. On the other hand, European agreements often directly define minimum wages and employment conditions, and employers can freely make the conditions free. The relative simplicity of European consensus is a function of two things. Extensive negotiations in the industry makes it difficult to write detailed contracts for individual companies, and in Europe, governments are actively involved by setting employment conditions like holidays and working conditions .

Negotiations at the enterprise level do not necessarily precede the recognition of formal approval. The law does not require recognition that the contract is in writing. Formal approval of trade union rights is usually only a norm for their role in complaints or disciplinary procedures or a specified role in the negotiation process. There may be no written document indicating that the labor union has the right to negotiate a specific issue. Even if the union plays an important role in expression and negotiation within the company, there may be no clue that it can be obtained from the contents already written. Whether something is written or not, the position of the union of employers is not black and white. As we shall see further below, this is a matter of degree.

In the second lawsuit, it is prohibited for employers to enroll or negotiate a union that is not an official representative of their employees. If the labor union takes action as described in paragraph (i) or (ii) to the second employer and the purpose of the labor union is recognized by the primary employer, the labor union Will conduct unfair labor practices according to this section. In order to judge that the union has a recognition target, it is not necessary to display the specific requirement for identity verification of the union; if the requirement of the contract, implicit award or at least negotiation, 8 (B) (4) (B) It is sufficient to achieve the purpose.