Unethical Labor Unions

Changing the employee handbook at will is and at the managements discretion is not only unfair but also an act of disrespect to their long time employees. Most recently corporations have utilized this as a tool to improve productivity and profitability within the corporation. The sad fact is that this move to change internal corporate rules and regulations is an underhanded move to manipulate the work force. These acts to squeeze out cost from the hourly workforce are not only manipulative but also unethical moves that management should not be allowed to do. Labor unions in the north have been able to protect much of the work force from these unethical practices, but as labor unions have eroded and the right to work states have grown many corporations …show more content…
Based on this report the author explains that concerns abound in nonunion facilities. “As NLRB officials themselves have expressed, this effort in their view is simply part of the current NLRB’s goal to remain “relevant’ to the modern and increasingly nonunion workforce. As a result, these new and constantly developing NLRB pronouncements about employer handbooks and policies may be applicable and, thus, are a legitimate concern for all employers” (Droke, Murphey, Herman, Bernhard, & Markison, 2015, p. 39). The actual impact of these errors is that many employees are unaware of these law violations and until a challenge is brought to light in these individual corporations the errors will still affect innocent employees. The other aspect that could cause concern is when these errors are found what type of regulatory entity will oversee these corrections that reflect the current law requirements? If the current process is any indication of the future, it is evident that corporations are doing what they want editing employee handbooks to their benefit without regard for their employee’s. Another very common clause in employee handbooks that is outside of the law is as follows. “The NLRA. However, the Report concludes that a handbook rule which states that “leaving Company property without permission may result in discharge,” is lawful because it does not include terms like “work stoppage” or “walking off the job” and thus will not reasonably be read to encompass strikes” (Droke, et al. , 2015, p. 43). This quotation is a prime example of some of the current problems that are very prevalent in the employee handbooks around the nation. Based on this report it is clear that corporations have much to do to correct employee handbooks to correctly apply employee laws and

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