Labor Relations Labor relations can refer broadly to any dealings between management and workers about employment

conditions. Most commonly, however, labor relations refer to dealings between management and a workforce that is already unionized, or has the potential to become unionized. Labor relations are thus crucial to industries like autos and airlines with heavily unionized workforces. Collective Bargaining Collective bargaining is a process of negotiations between employers and a group of employees aimed at reaching agreements that regulate working conditions. The interests of the employees are commonly presented by representatives of a trade union to which the employees belong. The collective agreements reached by these negotiations usually set out wage scales, working hours, training, health and safety, overtime, grievance mechanisms and rights to participate in workplace or company affairs Union labor union is an organization of workers that have banded together to achieve common goals such as better working conditions. The trade union, through its leadership, bargains with the employer on behalf of union members (rank and file members) and negotiates labour contracts (collective bargaining) with employers. The most common, but by no means only, purpose of these organizations is "maintaining or improving the conditions of their employment". This may include the negotiation of wages, work rules, complaint procedures, rules governing hiring, firing and promotion of workers, benefits, workplace safety and policies. The agreements negotiated by the union leaders are binding on the rank and file members and the employer and in some cases on other non-member workers. Grievance In a trade union, a grievance is a complaint filed by an employee which may be resolved by procedures provided for in a collective agreement or by mechanisms established by an employer. Such a grievance may arise from a violation of the collective bargaining agreement or violations of the law, such as workplace safety regulations. Ordinarily, unionized workers must ask their operations managers for time during work hours to meet with a shop steward in order to discuss the problem, which may or may not result in

a grievance. If the grievance cannot be resolved through negotiation between labor and management, mediation, arbitration or legal remedies may be employed. Mediator Mediator assists the parties to negotiate their own settlement (facilitative mediation). In some cases, mediators may express a view on what might be a fair or reasonable settlement, generally where all the parties agree that the mediator may do so (evaluative mediation). Labor relation in Other Countries Great Britain A labor agreement in Great Britain is not a legally binding contract Violations of the agreement by the union or by management carry no legal penalties British unions are relatively powerful and strikes are more prevalent than in the United States British union membership has declined in recent years British labor agreements do not usually include provisions for arbitration of disagreements or grievances Germany Rights of workers are addressed more carefully by management Union power in Germany is still quite strong Union membership is voluntarygenerally one union in each major industry A minority of the labor force is organized Individual workers are free to negotiate either individually or collectively with management to secure wages and benefits that are superior to those spelled out in the agreement even when covered by a labor contract Japan Social custom dictates non confrontational unionmanagement behavior

Provisions in Japanese labor agreements are usually general and vague, although they are legally enforceable

Agreement disputes are settled in an amicable manner though sometimes resolved by third-party mediators or arbitrators

Labor commissions have been established by law Japanese unions remain relatively weak.