Implications of Small Bargaining Units and Enterprise Unions on Bargaining Disputes: A Look into the Future?

Abstract

Using a large data set of large and small bargaining units, this paper examines the implications for collective bargaining disputes of the evolution toward small bargaining units and the move to nontraditional forms of representation. It is found that smaller bargaining units, as well as independent unions in both the public and private sectors, are less likefy to reach an impasse. This finding supported those hypothesizing the cooperative nature of these organizations. These two sets of results suggest that the movement to smaller bargaining units, and towards more independent representation, will result in a higher proportion ofdirectly negotiated settlements in the future. However, a reduced incidence of impasse does not necessarily mean a reduction in industrial conflict. We found evidence of a shift away from a collective expression of conflict such as strikes, to more individual expressions. Thus, in the future, there may be a greater need for internal conflict resolution Systems.

Do Public‐Sector Strike Bans Really Prevent Conflict?

“…11 An examination of the intensity of these job actions is beyond the scope of this study. We note, however, that public-sector strikes tend to be shorter than their private-sector counterparts(Hebdon 1996) and the anecdotal evidence that unreported job actions may last for some considerable time(Nordlund 1998).…”

“…However, there are at least two problems with the large‐bargaining‐unit sample. Large bargaining units have been found to have higher impasse rates than small units (Hebdon, Mazerolle, and Hyatt 1999), and police and fire units are underrepresented because only large cities have bargaining units of police and fire over 1000 employees.…”

Breaking the deadlock: How union and employer tactics affect first contract achievement

“…While important parallels exist between the 1980s and today, the challenges facing unions have changed dramatically since then. The recent transformations include increased employer opposition (e.g., Kleiner, 2001;Logan, 2013), changes in the primary sector-from manufacturing to service-in which organizing occurs (Arnold et al, 2000), and a decrease in the size of bargaining units (Hebdon et al, 1999). These developments make an updated analysis of first contract attainment particularly important.…”