The National Labor Relations Act (NLRA) regulate the trade unions in the U.S. The trade unions are mainly to support collective bargaining for workers after the leverage effect on the practice, by their employers. A single employee can have enough bargaining power vis-à-vis an employer. but a union of workers has more power in negotiations with the employers as well as through the use of structured complaints procedure for resolving disputes. According to the NLR A, an employee is free to organize a union or on behalf of the The employee and employer can not prevent or to force an employee if he or she exercised his or her promotion to a union.
Do you have to join a union? In fact, there is no absolute answer, and it depends on the type of relationship, in the collective agreement between the union and the employer. In theory, you are free to not join a union. But you can be forced, if provided, in the collective agreement that all workers must join a union. Most states implemented right-to-work provisions, the right of workers to a workplace without a union or pay union dues.
What about strikes? The NLRA provides that employees are allowed to strike to demand or working conditions. However, a worker may lose his job by going to strike for the economy. Indeed, employers may hire permanent replacements for the job previously performed by the employee who went on strike. But if an employee went on strike because of unfair labor practices, the employer is prohibited, a permanent substitute for the work of an employee who is on strike. At the end of the strike, the employer is entitled to his immediate reinstatement within the company and to its previous position.
Although it is rare, a collective agreement between the bargaining and the employer may be a clause, which prohibits strikes. Therefore, if every employee is on strike during the term of the contract, it could only lead to the dismissal of the employee.
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