Q&A on Benefits<br>of Belonging to a Union

That is what some managers would like you to believe, but what they are really worried about is that you would be in a stronger position to present your case. Undoubtedly, workers and their employer have a number of things in common but their interest are not identical. When differences arise, management generally prefers to deal with isolated individuals than with employees that can count on the expertise and support of an organization that knows how to deal with employers - that way they have a built-in advantage.

In fact, there are very few strikes in well-organized sectors. Unfortunately, sometimes employers believe that they need not share the gains of productivity, or insist on restructuring a company at the employees expense. In such cases, and after consulting their members, unions may strike. But this is a last resort, because union members expect real benefits for the dues they pay, and conflicts and strikes entail risks. Whenever unions can satisfy their members wishes by rational discussion with employers they do so. The overwhelming majority of bargaining is peacefully concluded.

Well, it is true that most of the ICT industrial branches are somewhat younger than some traditional metalworking industries, but that does not mean that unions have no experience with the type of issues ICT workers are confronted with. Much of ICT hardware production has long been relatively well organized by unions.
And the types of occupations, which are so prevalent in the new ICT businesses - technicians, programmers, engineers, etc. - are also found in many parts of traditional metalworking enterprises - especially now that ICT is penetrating virtually all industrial products and processes. In many countries these workers have long been represented by trade unions, which consequently have a lot of experience in dealing with their concerns.

Basic workplace issues in offices and on the plant floor are becoming increasingly similar.

• The introduction of ICT emphasizes mental skills even in production work, and simplifies certain kinds of traditional mental work.
• Training and retraining is increasingly important.
• Enterprise restructuring is making jobs less secure and eliminates some entirely.
• Pressures to perform and stress-related injuries are increasing.
• The quality of products and services, professional ethics, and personal integrity may also come under pressure.

Such issues are experienced and dealt with somewhat differently depending on whether they arise on the shopfloor or in an office, in older electronics plants or new technology start-up companies. But no matter where they occur, the individuals concerned can use the knowledge and expertise of an organizations that has specialized in dealing with these issues.

Distribution of resources is another issue of critical concern to employees. How much salary for the CEO? Should enterprise earnings go primarily for high salaries, profit sharing, etc. or should they be invested, including in training and a healthy workplace environment. These are critical issues of enterprise strategy and personal welfare that should not be subject to unilateral management decision making.

In all of these areas, unions provide can provide advice and assistance to individuals as well as achieving solutions through collective negotiations. So, when it comes to securing wages, working condition and job-security, and to ensuring the quality of output as well as respect for the knowledge and integrity of employees, unions can provide the decisive advantage.