Suppose you are among those who believe that the NLRA should be transformed. What arguments support the claim that a complete overhaul is necessary

See explanation below.

Explanation:

Note: This question is not complete. The complete question is therefore provided before answering the question follows:

Suppose you are among those who believe that the NLRA should be transformed. What arguments support the claim that a complete overhaul is necessary? What alternative models might be considered as a replacement for the NLRA model of exclusive representation?

The explanation of the answers is now provided as follows:

a. What arguments support the claim that a complete overhaul is necessary?

The adversarial nature of labor relations in the United States, which many claim is produced by the National Labor Relations Act's (NLRA)'s very existence, is the fundamental reason for its transformation. In a global economy, supporters of transformation say that adversarialism is undesirable for employees and employers because it makes representation and profit maximization more difficult. The principles of exclusive representation and majority support are specific aspects of the NLRA that promote adversarialism.

The fact that it is compulsory for a union to win the support of a majority of workers, the process of representation results into a tone of a "u versus. them". As a result, both sides try to make the other look bad in the eyes of the employees who will vote.

Based on the above, a  complete overhaul is necessary.

b. What alternative models might be considered as a replacement for the NLRA model of exclusive representation?

Giving nonmajority unions legal protection by requiring employers to negotiate with them is one alternative to replace the NLRA model of exclusive representation. Under this, the contracts would not cover all employees; only those who are union members would be covered.

Another alternative is that work councils could also be used to supplement or replace the certification process. Employee free speech rights, wrongful dismissal procedures, employee participation on business boards of directors, and the right to workplace information are all potential transformation factors that might be taken into consideration.

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