What's the differnece between the AFL American Federation of Labor and the CIO Committee for Industrail Orgran
548199
Your question doesn't make any sense. Could you add some more to it with proper grammar. I may be able to answer better.
251220
Jeez, talk about a broad subject!\n\nManagement pays, labor provides work.  Management has had a tendency to become much more Fascist since Bush took over.
954294
Labor unions donate huge sums of money to politicians.  They expect favoritism once that person get elected.  It is often said that Democrats are in the back pocket of labor unions.  Labor unions have ties to organized crime (i.e. the Mafia).  Often, they expect the politician to look the other way when crime/corruption occurs involving labor unions.
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At this point in time, Federal Employees need a Union due to the abuse most federal employees are receiving.  There is a large organization which represents many Department of Homeland Security entities. They might be able to point you in the right direction. \nhttp://www.afge.org/
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Your first stop should be the official AFL website.  You could also try asking some work colleagues who I am sure would explain the basics.
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It is privately held, so information is not freely available.  Here is the CEO: http://www.eeoc.gov/initiatives/compete/award/2005/shapira.html
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Here is the Virginia link.\n\nhttp://www.osha.gov/oshdir/stateprogs/Virginia.html\n\nYou can also file complaints on the federal site\n\nhttp://www.osha.gov/as/opa/worker/complain.html\n\nIf the water cooler is available to all employees when they need water and the water is clean, OSHA can not do anything.  That is all that is required.   If the working conditions meet minimal standards, OSHA can not make an employer make them better.
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http://www.uaw.org/solidarity/05/0805/feature13.cfm\ncheck this site
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The Fair Labor Standards Act (or FLSA) of 1938 is United States federal law. The FLSA established a national minimum wage, guaranteed time and a half for overtime, and prohibited most employment of minors. The law originally contained a large number of special industry exemptions, many of which were designed to protect traditional pay practices in small, rural businesses. The bulk of these exemptions have been repealed. Currently, the most important issues relate to the so-called "white collar" exemptions applicable to professional, administrative and executive employees.\n\nThe FLSA is administered by the Wage & Hour Division of the United States Department of Labor, which conducts audits and workplace inspections. The Administrator of the Wage & Hour Division has no unilateral enforcement authority, but may bring a lawsuit in federal court. As a practical matter, this is relatively rare. The FLSA provides for direct federal actions by employees, and offers substantial financial incentives for private litigants and their counsel.\n\nThe most contentious issues in recent years relate to technical employees, such as computer programmers, who have a significant degree of specialized knowledge without formal academic credentials. Such employees often exercise no direct management or even administrative authority, and so are arguably ineligible for any of the FLSA white collar exemptions. By legislative amendment, some employees of this sort are now exempt from the overtime provisions of the FLSA, but many unsettled issues remain.\n\nOn August 23, 2004, controversial changes to the FLSA's overtime laws went into effect, making substantial modifications to the definition of an "exempt" employee. These changes were sought by business interests and the Bush administration, which claimed that the laws needed clarification and that few workers would be affected. But other organizations, such as the AFL-CIO, claimed the changes would make millions of additional workers ineligible for overtime.
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The Legislative brach (Elected Representatives ie;congressmen) Makes the labor laws. \nThe Dept. of labor (acting mostly on tips) enforces the laws through fines, arrests, revoking liscences.\nThe Judicial branch Hears the cases made by the Dept. of labor and people apealing their cases against the Dept of labor then makes rulings about which side was acting within the law. They also decide if the Dept. of labor was honoring constitutional rights of all involved.
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For the employer, there aren't any pros.  Employers are much better off bargaining with individual employees.  For the employees, collective bargaining gives the employees power to bargain for wages, benefits, and working conditions.  The pros are better wages, benefits, and working conditions than they would have otherwise.  For the employees, the con is having to pay union dues.
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you could talk about the progression of employee rights in the work place and reference the beginning of workers unions.  Or you could compare the rights of entry level positions to the rights of those in corporate or more professional postions.
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Search for Department of Labor and Industrial Relations website...that's the name used in the USA, maybe you can finds links from there.  Good luck!
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Do you have a Union to represent you? If so, contact them. Otherwise, I would suggest the Bureau of Labor Relations, or some agency that deals with workers rights.\nGood luck!
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It's a great big circle of events that not many want to tackle or try to understand. You may think I am off track here but please read on.\n\nAlthough some unions are corrupt, there are many that serve a purpose. CWA and IBEW to name just two. Over the years they have been losing their power due to employees not wanting to spend the extra dollars on representation that doesn't appear necessary at the time. Or, for some reason, do not believe business will take advantage of them. And, when a United States president (Reagan) can terminate an entire work force because of the threat to strike it takes away what power the unions have.\n\nToday, there are far fewer unions representing workers than there were 25 years ago. By the way, 25 years ago, most of us felt comfortable with employment and the long term benefits of staying with one employer. This is no longer true.\n\nEmployers now feel they can freely hire who ever they want because they have no threat of a bargaining entity that, if they (the employer) treated the employees poorly would be threatened with a strike or action by the union.\n\nSo, since employers have the ability with impunity to hire who ever they please, why wouldn't they hire under skilled, low wage earners like illegals, no matter how they speak or write. It's all about profit!\n\nI had a job 25 years ago that paid $11 per hour, at the same time I bought a house that cost: $ 30 thousand. Today, that same job pays $ 17 - 19 per hour, the house: $275 thousand. The math: Wage increase less than 100%. Cost of housing increase more than 300%.\n\nAll I'm saying, nobody is protecting the worker. It won't matter if there illegal unless imagration, border and customs are able to do their jobs. And, employers start paying a fair wage for qualified craftman in most trades.\n\nJust so you know, I'm white collar and voted for Reagan but can see the injustice.
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You can read about both of them on Encarta. Don't just take my word, they are different, learn why they are different there.
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with the union, you have to be a member of the trade you specialize in, you sign the book in your local, and when your name comes up in the list, they send you to an employer.\n\nnon-union-you fill out an application and do an interview.\n\nI'm with the IBEW (International Brotherhood of Electrical Workers), and currently in the apprenticeship program.  I think it is a good organization and would recommend it.  Yes you can be terminated for just cause, and the union fights for the workers rights in job safety, health benefits, and fair wages