Laborrelations in the US have gone through various developments since 1978to 2014. The modifications affected the employees and employerseither positively or negatively. It is of immense significance toemphasize on the stages that the system has gone through, how thechanges apply to the human resources, and the impact on the laborunions.
TheDevelopments and their Impact on Labor Movements
Tostart with, in 1978 the Title VII of the Civil Service Reform Act of1978 granted the federal workers the right to collective bargainingan order which was subject to the executive only. The human resourceshad to make amendments to incorporate the demands of their employees.The worker`s movements were forced to bring in new modifications. In1981, President Reagan broke the union that was in existence, orderedthe striking workers to be fired and permanent replacements made (U.SLabor History Timeline, n.d). The HRs had to put this order in theapplication immediately. The unions had less to do as this was anorder from the president. In 1993, the Family and Medicare leave Actwas passed, and the HRs had to adhere to the rules that were proposedin it. In the same year, the American Airline flight attendants wenton strike and President Clinton had to intervene for the dispute tobe solved through arbitration. The HRs could only use this method toend the crisis. The labor unions could be involved in suchagreements. In 1997, the Teamsters and United Parcel Service made adeal lasting for five years in response to the abuses that were maderegarding the part-time workers and the health care of the retirees.The HRs could incorporate the terms of the agreement and ignore theprevious ones. The unions could be at the center of negotiating thisdeal. The disagreement within AFL-CIO concerning the labor movementdirection made the United Brotherhood of Carpenters and Joinerdisaffiliate in 2001. The HRs could ignore the agreements by suchparties. The impact of labor movements on the concerned organizationswas minimized. In 2005, other seven major unions disaffiliated fromAFL-CIO and formed a new coalition that was known as Change to Win(AFL-CIO, 2016). The HRs had to take care of their workers in suchmovements. The unions could initiate their members to demand somerights. In November 2007, the Labor Department of the United Statesannounced that the employers would cut the existing jobs by 240,000an action that adversely affected the rate employment in the country.The HRs could take the necessary steps to retrench the workers. Themovements could do nothing to save their members. By the end of2008, the labor department announced that almost 533,000 had beenslashed and the unemployment rate had grown to 6.7 percent (U.S LaborHistory Timeline, n.d).
Theefforts made by Circuit City to find a buyer failed and it was forcedto liquidate all its stores across the US which resulted in the lossof 30,000 jobs in 2009 (Timeline Labor, n.d). The HRs had to lay offthe workers. The unions had no say in such a situation. PresidentObama signed the equal pay bill into law alongside other executiveorders that gave the labor unions a conducive environment as theystruggled with the management issues. A bill was introduced in theHouse of Senate to limit the salary and other benefits that theexecutives of financial firms enjoyed so that they would not exceedwhat the president earned. The HRs of the firms had to indicate thatin their remuneration schedules. The movements had no power in thisprocess. In 2010, the $17.6 billion job-creation measure was signedby President Obama so that more citizens would be absorbed into thejob market. In 2014, the President signed another executive orderthat required the minimum wage for the federal contractors be raisedto a minimum of $ 10.10 (Timeline Labor, n.d). This gave the unionsthe power to pressure the employers to conform to the requirement.
Theaforementioned separate actions show the alterations the laborrelations have gone through over the past years. They apply to theHRs, and they also have an effect on the labor movements. In allcircumstances, the human resources had to adhere to the requirementsof the agreements regardless of the rules and regulations of theirprofession.
AFL-CIO.(2016).Labor History Timeline.Retrieved December 19, 2016 fromhttps://www.aflcio.org/About/Our-History/Labor-History-Timeline.
U.S.Labor History Timeline. (n.d.). Retrieved December 19, 2016, fromhttps://www.hawaii.edu/uhwo/clear/home/Timeline-US.html.
TimelineLabor. (n.d.). Retrieved December 19, 2016, fromhttp://www.timelines.ws/subjects/Labor.HTML.