In the National Labor Relations Act, “…once a collective-bargaining representative has been designated or selected by its employees, it is illegal for an employer to bargain with individual employees, with a group of employees, or with another employee representative.” Without union presence, you negotiate with your employer everyday (You are your own voice). The self negotiations may include to alter a schedule for a doctors appointment or to leave early or come in late for child care. In the union environment, there is no such thing as favors or altering schedules. Not only is it illegal in the NLRA, but it is also common sense and union rules.
What happens when management grants just one employee a favor and then the second employee asks for the same thing and management says declines that second employee? Not everyone can be granted the same favor and the business cannot operate as such. That employee who was denied the “favor” will file a grievance. During the grievance, management will make a decision that they cannot possibly give the same favor to everyone in the unit, so the grievance is denied and the original employee loses their right to the favor. And this is acceptable to the union. Remember, what is good for one is good for all in the union contract.
Any union presence decreases job flexibility for the employees and hence the company. Again, to be clear, a union official will not be standing outside the door of your employment exclaiming it is a violation of the NLRA or the contract. Rather, the issue is when another employees request the same favor. Union presence decreases the amount of flexibility a management team can have for their own employees. Just another obstacle and more interference by the union in a work place.
“In the new workplace, with its emphasis on flexibility, teams and a strong customer orientation, this crucial set of emotional competencies is becoming increasingly essential for excellence in every job in every part of the world.” Daniel Goleman