Due to their high efficiency in solving disputes related to organizations management, unions have been backed with different legislations that bind them and their members in different issues arising between staff and their organizations (Morgan, 2006). In US labor unions are recognized as the representative of the workers in different industries and organizations. Legally, they are considered to take active roles in bargaining over the staff working conditions, wages and representing their members in different managerial attempts to violate contract provision.
Unions seek to harmonize the rules and regulations that are clearly stated in the Labor Laws and that are easily overlooked by the employers in their areas of work (Benson, 2000). It is important to note that individual employees tend to shy away from following up due to high levels of victimization. According to Hirsch (2004), the statutes describe the correct time and hours that people are supposed to work and the respective remuneration depending with the nature of the work. For nonagricultural operations it restricts the number of hours that people are supposed to work and strongly condemns use of child labor.
Following introduction of new machineries and operation systems, it is clear that new hazards have risen during the working hours. Workers Compensation Act administered by the Office of Workers Compensation Program (OWCP) provides for compensation as well as medical care to the staff that get injuries during their operations in different organizations. Over the last decade, workers union have wrestled with great success for total implementation of the Federal Employees Compensation Act which provides for inclusive compensation for death or disability that arises from injuries or death of people on duty (Foot, 2008).
In his research, Kaufman (2001) found that Health Unions in Britain have greatly assisted in establishment of the higher level employees’ inclusion and enhanced communication between them and their management at all times. As it was argued earlier, union use the free platform top push for higher levels services to its members in their organizations. 11% of the companies in UK have established internal policies that saw creation of the representative committees in majority of the departments. However, most of them are not fully mandated to negotiate or to bargain for holistic industrial policies changes.
As Hays & Kearney (2003) notes, unions act as major watchdogs in the implementation of the government policies and legislations for effective application. Other countries have similar systems but operating at lower levels than those of US. Innate independent legislations are usually drawn for direct coordination between the employers and the union members. Employers sign agreements with the union on behalf of the members which binds them together by providing for the direct terms that the employee should operate on.
As a result, human resources have been tied to these commitments improving the effectiveness of the work place operations. With majority of the employers viewing it as a direct restriction for their fast development, they restrict their employees from joining the unions that moves out to emphasize that the different laws are implemented (Truss, 2005). Therefore, they establish laws and policies that seek to be more end oriented with little emphasis on the repercussions that arises during their operationalization.
Third world countries in Asia and Africa have high levels of staff abuse with their unions being extremely weak and unable to negotiate for their members. China and India industries have poor working conditions and thus contributing the largest number of disabled people in the major towns. With major industrial organizations being owned by different people who have been in high decision making offices, their regulations have been modified to favor them with less regard to the workers (Foot, 2008). As a result, the pay to the staff is very small while industrial profits are very high.