Major Unions and Collectively Bargained Fringe Benefits

Abstract

Fringe benefits are a growing part of the compensation package. Unions and employee associations have played a significant role in the development of fringe benefits. A survey of major unions and employee associations indicates of the new fringe benefits dental coverage, vision coverage, employee assistance programs, maternity leave, and alternative work schedules are the most prevalent in current contracts. Sabbatical leaves are most prevalent as a new benefit in current negotiations, and child care, eldercare, and legal coverage are the most likely new fringes to be negotiated in the future. The standard benefit areas of health and pensions are presently the fringe benefit issues most involved in retrieval bargaining. They are also perceived as both currently and over the next ten years as the most important fringe benefit issues in collective bargaining.

Working Conditions, Export Decisions, and Firm Constraints-Evidence from Vietnamese Small and Medium Enterprises

“…Besides, the Trade Union coordinates with a firm to build collective bargaining agreements and internal labor regulations. This means that unions are involved in formulating strategies on working hours, occupational safety, insurance, and health care [62][63][64][65]. Therefore, the existence of trade unions in enterprises can improve working conditions.…”

Taxes and Fringe Benefits Offered by Employers

“…15 (Kemp, 1989) 16 (Doheny, 1999) 17 (Dougherty, 2010) Practical Implications for Employees The health reform bill passed by Congress in March 2010 defined a high-cost (Cadillac) health plan based on the size of the premium. If a premium costs more than $10,200 for an individual or $27,500 for a family, insurers are subject to a 40% tax of the amount of the premium that exceeds these levels.…”

Presence of drug screening and employee assistance programs: Exclusive and inclusive human resource management practices

“…Third, research has found that drug testing is more prevalent in transportation and manufacturing settings where risks of drug-related accidents and injuries are perceived to be greater (Gomez-Mejia and Balkin, 1987;Masters, Ferris and Ratcliff, 1988;Mellow, 1988). Fourth, it has been shown (Kemp, 1989) that unions are actively involved in negotiating for employee assistance programs. In the case of the various types of drug testing, the role of unions varies.…”