The union was formed in 1987 when the New Zealand Federation of Labor joined with the Combined State Union for collective bargaining to maintain and improve the working conditions. They have 13 affiliate unions under their umbrella. The formation of the trade union was necessitated by the increased awareness of people on their rights and increased use of strategic decision making by human resource officers.
The early proponents voiced their complains ranging from unpaid wages, over working employees at no extra pay, oppressive employers, child labor, long working hours, poor working conditions, lack of education for the children, raising the living standards and other benefits to the society (Brosnan, 1990). The union aim is to protect and improve the members’ welfare by negotiating their pay rate, assist workers during grievances on employment, assist during victimization or in disciplinary action and ensure economic improvement for the workers.
What are the challenges facing the union
The union is facing enormous challenges. The number of members has reduced drastically by 55 % because of weak laws that do not protect the union as well as change in government recognition. The use of new technology and advanced communication has posed a major challenge to the workers with most of them losing jobs. Increased capital mobility is making employees lose their jobs to other cheaper destinations as a result of business outsourcing.
The globalization of markets has provided companies with a variety, some relocating to areas of cheap labor. The gap in social inequality is widening between the poorly paid – low skilled workers and the highly skilled professional worker. The workers today are work extra hours with no extra pay. This situation is worsened by increased food costs, high interest rates from the banks and real wage cut. The electricity rationing and the recent drought are posing a major challenge.
The common Man is unable to save for retirement because of the increased expenses explains (Frances, 1999). There is increased job loss occasioned by the slow economic growth while the number of casual and part time workers is high with prevailing cases of unemployment. The cost of living is at the highest as fuel, rent and mortgage costs are un-affordable to most workers. The poor working environment is a major challenge that requires injury prevention and compensation programme. Further companies have started lying off employees who are also highly taxed.
Can the organization survive the challenges?
The organization is under pressure to ensure its survival and overcome the existing problems. It can operationalise the provisions in the labor law by ensuring the members’ rights are protected through collective bargaining and agreements. It should promote the ideals of workers in employment contracts, study leave, and organize strikes using diplomacy. During industrial dispute regarding personal grievances, disputes and employment relations the union should mediate and engage employment court, government authority and labor inspectors. It should ensure that workers get their paid holidays and special leaves without discrimination or favor explains (Haynes, 2005).
The union should ensure compliance to the minimum salary an individual can be paid. It is the mandate of the union to ensure that there is no salary discrimination based on gender. The employers should observe the health and safety measures in work place while insuring the workers against accidents. The number of working hours should be 40 per week and a 3 week paid leave. The union should campaign for increased wages and low interest rate on loans. The union should encourage new employees to join by explaining the importance of trade union to them. It should push the government to lower interest rate on loans as well as subsiding food and solve electricity problems. Through this, the union will attract many employees so as to retain its relevance.
What will the organization look like in future?
Workers’ bargaining collectively is at stake. Today the realm of individual relationship is at work. The government support and recognition of the union has fallen drastically. The number of laws restrictiing the union has increased while the political will is lessening. The law prohibits the union to effectively recruit members and carry out industrial action. The union is unable conduct strikes in addressing plights of workers leading to low recruitment.
The recent restructuring of the economy has been a blow to the trade union. The number of workers in semi – skilled and skilled workers in mines, factories and steel works has dwindled due to economic changes. The current trend in outsourcing denies union members. The privatization of public corporations and shedding of jobs is a major problem. There is job insecurity a wave not easy to contain. The new strategies and technology emphasize on lean production is a scare to the union. However the union cannot be killed (Haynes, 2005). They help in championing human rights of workers and the citizens.
They place checks and balances on power mongers, while acting as a voice for the voiceless. Today’s directors soar in wealth while the lower cadre workers are in dire poverty. The union will champion the plight of the poor. Gender inequality is still high today with women getting 20% pay less than the male. Discrimination based on race, color, gender, religion among others is common. The employer – employee relation is always imbalanced. The union therefore is the collective voice of these workers who pool their limited voice to address the imbalance. Therefore New Zealand trade union is vital and helpful to the workers of the country.
References
Brosnan, P. (1990). New Zealand labor and employment research: a bibliography of research. Wellington: New Zealand institute of industrial relations research.
Frances, D. (1999). Conflict resolution Practices in New Zealand work place: an exploratory study. University of Auckland.
Haynes, P. (2006). New Zealand Employment relations. 3rd ed. Schweiz: Pearson publishers.