The Structure of Unions

This animated film examines the organization of labour unions today. While the narrator in all seriousness outlines the structure of a union and the larger bodies to which it is affiliated, the animator ad-libs his own views with gay abandon. Examples are given to illustrate the functioning of a union at its various levels, from union local to the national body to labour congress.
Directed by Morten Parker - 1955 | 11 min
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[@sadjadh.tayebie2759]

It explain the union very good simple and comprehensable. Thanks alot.

[@welldressedcreole]

Marvellous drawing style

[@caterinaliberatore9478]

Sad to see a decline of unionized jobs, from the date of this film.

[@junkboxxxxxx]

We had a chance to win the battle in those days, lads

[@gothicdragonwarriorqueen5819]

Nice animation!!❤😄👍

[@JH-vy7uy]

Employers, like all citizens in the United States, have the right to free speech. Although employers cannot prevent unions from soliciting to their employees or punish employees for supporting a union, employers can express their disproval of labor unions to employees. Employers can explain to workers why they dislike unions and how unionization might affect the company. Labor Relations Act (NLRA) of 1935- This Act secures workers’ abilities to bargain as a group instead of individually. The NLRA prohibits employers from firing and disciplining workers for trying to organize labor! For the most part, employers cannot ban or discriminate against pro-union employees. If the employees want to be represented by a Union, they are free to make that choice. Employers must negotiate in collective bargaining if requested Both sides must negotiate in good faith, meaning that neither party can intentionally behave badly during negotiations Employers cannot prevent employees from organizing Employers cannot prohibit signs or symbols promoting the union Employers cannot promise or grant benefits to bribe employees Employers should not hold meetings about unions in a supervisor’s office U.S. employers are willing to use a wide range of legal and illegal tactics to frustrate the rights of workers to form unions and collectively bargain. Employers are charged with violating federal law in 41.5% of all union election campaigns. And one out of five union election campaigns involves a charge that a worker was illegally fired for union activity. Using more comprehensive measures, employers were charged with illegally firing workers in nearly a third (29.6%) of all NLRB-supervised elections, a violation of NLRA Section 8(a)(3)! Employers are charged with violating NLRA Section 8(a)(1) by making threats, engaging in surveillance activities, coercing, disciplining, changing work terms, threatening to remove benefits, threatening to close plants, questioning employees about their union activities or membership, spying or pretending to spy on union gatherings, granting wage increases deliberately timed to discourage employees from forming or joining a union, retaliating or harassing workers in nearly a third of all union election campaigns! Employers were more likely to be charged with violating the law where there were larger bargaining units. More than half (54.4%) of employers in elections involving more than 60 employees (roughly 25% of elections) were charged with violating federal law. Beyond this, there are many things employers can do legally to thwart union organizing; employers spend roughly $340 million annually on “union avoidance” consultants to help them stave off union elections. This combination of illegal conduct and legal coercion has ensured that union elections are characterized by employer intimidation and in no way reflect the democratic process guaranteed by the National Labor Relations Act. www.nlrb.gov/about-nlrb/rights-we-protect/the-law/coercion-of-employees-section-8b1a Far more U.S. workers want unions than have the benefit of representation today. In 2018, only 6.4% of private-sector workers were union members (BLS 2019). That stands in stark contrast to the nearly half (48%) of all nonunion workers who say they would vote for a union if given the opportunity-a 50% higher share than when a similar survey was taken in 1995 (Kochan et al. 2018). When workers are able to win union representation and collectively bargain, their wages, benefits, and working conditions improve. On average, a worker covered by a union contract earns 13.2% more than a peer with similar education, occupation, and experience in a nonunionized workplace in the same sector. Union workers are more likely to have employer-sponsored health insurance, and their employers contribute more toward those plans. They are also more likely to have paid vacation and sick leave. Union workers are more likely to have retirement plans, with their employers contributing more toward those plans than comparable nonunion employers do. Unions also create safer workplaces. And union workers are covered by due process protections, so that, unlike nonunion workers in the U.S., union workers cannot be fired “at will,” with no warning and for almost any reason.

[@zangetsu3873]

what does it have to do with the hungarian flag tho.

[@WujekRAZe]

280k subs and 60 vievs...

[@kass1564]

Funny how people fall for slavery again when you explain it like a friendly stranger to them