Union-Employee Relations

Union-Employee Relations
Student’s Name
Institutional Affiliation
Union-Employee Relations
The primary aim of workers’ union or a trade union is to protect the fundamental rights of workers by employing an appropriate mitigation strategy upon the occurrence of an issue. Secondly, a union acts as a link between workers and their employers thus they are involved in activities such as the negotiation process especially, in the collective bargaining (Heine and Kerk, 2017). Therefore, unions should withdraw a grievance if an employee desires arbitration.
The method can be preferred mostly if the employee desires arbitration due to the following advantages; mediation gives both the employer and the employee an opportunity to choose their desire as a third party, arbitrators thus it is more democratic. Secondly, as opposed to collective bargaining in which the decision relies on a single party, that is a judge, chief justice or any other legitimate power, in arbitration, the arbitrator makes no final decision as both the two parties’ consent is sought before making the final decision (Heine et al., 2017).
Consequently, the method is cost-effective as well as less time consuming as compared to processes involved in the court of law during the collective bargaining. Another crucial element for arbitration is its nature on preserving future relations. The method aims at providing a neutral point for both the employer and the employee such that no party is suppressed. Other benefits are lack of a jury, freedom by the two parties to nominate expertise in a specific subject matter (Heine et al.

, 2017). Flexible rules as they are formulated by the parties to the issue in discussion and the freedom for informal investigation thus a base for substantial evidence to reach a viable solution.
References
Heine, K., & Kerk, M. (2017). Conflict resolution in meta-organizations: the peculiar role of arbitration. Journal of Organization Design, 6(1), 3.