Feather Bedding : The term “feather bedding” refers to a labour union practise in which employers are required to modify their personnel in order to comply with union rules.
What Is Featherbedding and How Does It Work?
Companies are often required to increase labour expenditures in order to meet union demands when they engage in featherbedding.
This could take the form of hiring more people than are required or reducing production to meet contractual obligations.
Featherbedding is a labour union tactic in which companies are required to modify their personnel in order to comply with union rules.
Companies are often required to increase their labour expenditures in order to meet these demands under featherbedding.
Employers may be forced to hire more people than they need, implement time-consuming regulations and processes that raise labour expenses, or embrace practises that reduce productivity.
What is Featherbedding and How Does It Work?
Featherbedding is a word used in North America that is similar to overmanning in the United Kingdom.
It occurs when labour unions force companies to boost labour expenditures to levels higher than necessary in order to finish a task.
Featherbedding frequently takes the form of requiring employers to hire more employees than are actually required.
It could also imply implementing time-consuming make-work regulations and processes that drive up labour costs or implementing practises that slow down a company’s output and overall productivity.
Featherbedding also occurs when unions demand that businesses hire workers who are overqualified for a particular position, or when employees who are no longer needed are expected to be retained by the union.
Featherbedding arose as a means for labour unions to keep workers employed in the face of technological progress.
As companies grew and used technical breakthroughs to increase productivity, this practise arose as a mechanism for unions to retain workers.
Because featherbedding is commonly represented negatively, unions usually deny its presence, despite the fact that some economists argue that the practise may actually assist disperse surplus revenues from firms to employees who would otherwise be unemployed.
Feathers, according to critics, promote old and inefficient practises and policies, particularly those rendered obsolete by technological advancements.
Particular Points to Consider
The National Labor Relations Board (NLRB) was established by the United States Congress in 1935 to enforce the National Labor Relations Act , which was signed into law the same year to safeguard both employers and employees’ rights and interests.
The NLRB has the authority to order offenders of the NLRA to stop engaging in unfair labour practises, whether they are employers or labour organisations.
The NLRB may also order offenders to provide financial compensation to employees or companies that have been affected by their acts.
The NLRA promotes collective bargaining—a process in which employers and labour unions or groups of employees negotiate employment terms—and protects workers’ rights in the private sector by prohibiting unfair labour practises.
The Taft-Hartley Act, often known as the Labor Management Relations Act of 1947, altered the NLRA.
The Taft-Hartley Act limited labour union activity by outlawing methods such as jurisdictional strikes, wildcat strikes, secondary boycotts, closed shops, and monetary donations to federal political campaigns.
Featherbedding is addressed expressly in Section 8(b)(6) of the act, which states:
Unions are not allowed to demand remuneration for services that have not been rendered.
A labour organisation or its agents are prohibited from “causing or attempting to cause an employer to pay or deliver or agree to pay or deliver any money or other thing of value, in the nature of an exaction, for services which are not performed or not to be performed” under Section 8(b)(6) of the Act.
This clause particularly prohibits techniques that force an employer to pay for work that is not completed or that is not intended to be performed, but it does not prohibit getting payment for unneeded services performed.
The United States Supreme Court has carefully interpreted this section, ruling that the NLRA only applies to cases in which a labour union demands payment from an employer in exchange for services that have not been done or will not be performed.
With the approval of the employer, a union may demand payment for work that is actually completed by an employee, even if fewer employees might have completed the work in the same period of time.
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