After to utilize during the collective bargaining

After learning briefly about the history and magnitude of labor relations and it benefits, I became interested in seeking more insight on the job requirements and the knowledge needed to advance in a career in this field. Particular advancement would be to become a Director of Labor Relations. During my reading of the textbook and further research, my thought reiteration was that professionals in this field usually work for government agencies or for unionized organizations and they act as a liaison between executives or upper management and company employees. They serve a number of purposes, however, their primary pursuit is to advocate on behalf of the employees. As I read more and more and researched more regarding the workload of a Labor Relations worker I decided to delve a bit deeper into what their duties are.
Based on the information I’ve gathered on a Labor Relations Specialist Job Description, as a specialized role in the field of human resources, labor relations specialists are extremely important for gathering and preparing information for management to utilize during the collective bargaining process. “(d) Obligation to bargain collectively For the purposes of this section, to bargain collectively is the performance of the mutual obligation of the employer and the representative of the employees to meet at reasonable times and confer in good faith with respect to wages, hours, and other terms and conditions of employment, or the negotiation of an agreement or any question arising thereunder, and the execution of a written contract incorporating any agreement reached if requested by either party, but such obligation does not compel either party to agree to a proposal or require the making of a concession: Provided, That where there is in effect a collective- bargaining contract covering employees in an industry affecting commerce, the duty to bargain collectively shall also mean that no party to such contract shall terminate or modify such contract, unless the party desiring such termination or modification.” With this being said, using their extended knowledge on economics, labor law, wage data and bargaining trends, labor relations specialists clarify and manage employees’ contracts with respect to wages, grievances, employee welfare, benefits; including pensions, union practices, and other specifications, labor relations managers often carry out industrial labor relations planned series of measures to oversee compliance with the union’s negotiated agreement. “The inequality of bargaining power between employees who do not possess full freedom of association or actual liberty of contract and employers who are organized in the corporate or other forms of ownership association substantially burdens and affects the flow of commerce, and tends to aggravate recurrent business depressions, by depressing wage rates and the purchasing power of wage earners in industry and by preventing the stabilization of competitive wage rates and working conditions within and between industries.” Due to more and more companies/organizations seeking to avoid legal action or strikes, labor relation specialists are essential for serving as a liaison, the middleman to resolve disputes between workers and management, negotiate collective and coordinate grievances to handle complaints, aligning with the law of labor relations. The workday of labor relations specialists is pretty consistent overall, they are typically responsible for developing labor policies that correlate with labor laws also advocate for employees. These policies are created to handle complaints from employees that are a part of the union, advising human resource staff ensuring compliance and alignment with the contract, based on consulting with upper management the aspects of personnel policies, compiling statistical information and maintenance of records of wages and salary surveys or correspondence, all of which supports the employee. These contracts can be new and/or revised based on the agreement held by the existing contract. In addition, a strong understanding of employment law is a must for the person that holds this position. Particularly, two of the most important laws are the National Labor Resolutions Act and the Fair Labor Standards Act. And at the very least, a Bachelor’s degree is necessary for this particular field and others involving labor relation, such as labor and employment relations and/or human resources. In order to advance in some corporations, such as Labor Relations Manager and or Director, professionals or those seeking employment of this magnitude will need to continue furthering his or her education to obtain a Master’s degree. Furthermore, most employers like to see at least three to five years of experience in the Human Resources field working with employees in a number of capacities before considering and hiring candidates for labor relations. As I was checking to see if my background in the work field qualifies me for a position in labor relations I found that some of the key skills needed in order to excel in the field include, good communication; which I believe I have, strong interpersonal; another qualification which I believe I have, and successful decision-making and problem-solving skills; which I believe I have as well. In addition, it’s important to be computer literate and to be able to use a spreadsheet, such as Excel and Access, amongst other computer software, which will be based on the software used by the organization offering the position. Not that I seek employment in this field, it was intriguing to see how my skills thus far align with the basic qualifications of a labor relations worker. As the world continues to evolve the work environment for a Labor Relations Specialists changes as well. Since union memberships are steadily declining in most industries outside of the public subdivision, labor relations specialists are now working more than ever before with employees


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