B 2410

1

Formal Letter

Indiana Tech

BA 2410

Dear congress member

I am writing this letter in the argument of the hr. issue that is in the Congress known as the "protecting the right to organize an act of 2021"(PRO) as I committed to supporting equitable foreign policy, I think that a stable tomorrow has to include equitable distribution for the people whose labour enables secure and successful communities.

Employees' rights to join unions and engage in collective bargaining for decent wages and working conditions are basic rights. Since collective bargasetsng set wage standards for whole occupational categories, they make salaries more equitable within forms of employment and thus help eliminate race and gender salary inequalities; the independence to join a union enables all employees to support their societies the people they adore. For years, unfortunately, this right has indeed been diminishing as businesses use flaws in present legislation to infringe on employees' rights—with no meaningful penalties. As a result, salaries have stagnated, places of employment have become dangerous, and unfairness has risen, all of which has been compounded by the effects of the coronavirus epidemic (Slater, 2019). The protecting the right to organize Act is an important move against rebuilding employees' entitlement to engage in collective bargaining by simplifying the process of joining a union, guaranteeing that different unions can strike a deal of their first collective bargaining agreement, and having to hold employers accountable whenever employees' rights are violated.

Associations can obtain greater salaries and bonuses across all working people by introducing employees' union representation strength to the negotiation table. An employee protected by a collective bargaining agreement makes 11.2 percent more than just a colleague having equivalent training, profession, and professional experience in the same industry in a non – unionized firm (Slater, 2019). This salary increase is significantly greater for employees of hue: organized Blacks employees receive 13.7 percent more than non – unionized Immigrant workers, and unionist Racial and ethnic minority employees make 20.1 percent more than non – unionized Racial and ethnic minority employees. There is a significant disparity between the percentage of employees having union membership (12.1 percent) as well as the percent of employees who want a union and representation in the workplace (48 percent) (Rhinehart, 2021). The PRO Act can go a long way toward bridging that gap.

The PRO Act is designed to protect employees' right to join unions and negotiate cooperatively over employment environments by improving employees' freedom to join unions and engage in collective bargaining over employment conditions. Even though existing federal law compels employers to talk in good conscience with the association selected by their staff to obtain a collective bargaining agreement, businesses frequently prolong the negotiation process in order to prevent striking a contract. Whenever employees assemble, the protecting the right to organize Act outlines a framework for obtaining the first agreement, including conciliation and, if required, arbitration agreements to allow the stakeholders to achieve the first agreement. The PRO Act can also authorize employers and unions to negotiate on a "fair share" condition that would require all employees represented by the collective bargaining agreement to pay a reasonable share charge toward the expense of negotiating and running the contract, even within so-called "right-to-work" jurisdictions. Additionally, by eliminating the bar on subsequent divestment and preventing companies from temporarily substituting protestors, the PRO Act would give employees a greater influence in their societies.

The PRO Act safeguards the freedom to belong to a union by establishing harsher penalties whenever companies violate employees' entitlement. Companies are punished for breaching national rules in 41.5 percent of all NLRB member electoral politics (Rhinehart, 2021). Employers who unlawfully terminate or discriminate towards employees attempting to organize a union face no sanctions within existing law. The PRO Act will indeed impose civil penalties for non – compliance with the Labor Relations Act and entail the National Labor Relations Board (NLRB) to seek an injunction to instantly reestablish employees if the NLRB seriously thinks the company unlawfully retaliated against employees for labour organization. Lastly, the protecting the right to organize Act will further grant employees the right to go to courts on their own to demand a remedy, aligning employee rights with the other employment rules that allow for a personal constitutional right. The solidarity movement supports human rights, and labour rights are important.

The PRO Act will create complex improvements to the current employment act, comprehensive specialized safeguards for workers campaigning to establish unions as well as working-class people who already are members of the union. This would extend fundamental worker protections to huge numbers of people that are not adequately represented by a union, severely punish companies that unlawfully start firing or seek revenge against employees, enlarge employees' collective bargaining rights, close the loopholes used by companies to utilize and terrorize employees, and strengthen employees' right to act in togetherness with each other. It will also boost our foreign policy by offering a worldwide channel of communication. Untying the knots in the regulations which are stacked towards labour. Employers frequently misidentify employees as private consultants, despite the fact that only workers have always had the right to organize under the NLRA. Likewise, businesses may misidentify employees as supervisors in order to deny them NLRA rights. The PRO Act strengthens the categories of independent consultant and manager in order to combat misrepresentation and ensure that all qualified employees have the right to form unions if they so desire. The protecting the right to organize Act further specifies that employees may have more than one company and that both companies must bargain collectively on the contract of employment that they affect and influence. In order to increase openness in employment interactions, the PRO Act will force companies to display notifications informing employees of their NRLA rights and to reveal agreements with experts engaged to advise employees on how to execute their rights.

Securing employees' ability to form unions is vital in our battle over pressing dangers such as catastrophic events and global warming. To prepare for future difficulties, the present situation necessitates large expenditures in a variety of areas. This is an opportunity to generate lots of new sustainable employment, that must be unionized positions with complete employment protection and income levels that can support a family. The protecting the right to organize Act's common-sense safeguards are critical to ensure an equitable restoration for all employees.

The PRO Act has been long past due, and that we can't afford to wait any longer. The coronavirus pandemic has underlined the importance of unions in offering employees with unified authority at work. Union members are able to achieve greater security measures, higher bonus compensation, paid maternity leave, and a vote in methods of layoffs or employment relationships to preserve employment throughout the recession. I urge Congress to pass this critical reform bill as soon as possible to guarantee that workers get paid properly, are handled with respect, and have participated in the workplace.

Yours sincerely

References

Rhinehart. (2021). The protecting the right to organize (Pro) Act – A major step toward restoring the right to organize for US workers. International Union Rights, 28(2), 3. https://doi.org/10.14213/inteuniorigh.28.2.0003

Slater, J. E. (2019). House committee on education and labor hearing, ‘Standing with public servants: Protecting the right to organize’. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.3439645