WHAT IS A TRADE UNION?

A trade union is an organization of workers who join to safeguard their own interests

and to be more influential when negotiating with their employers. Trade unions are

mediatory bodies which help to settle disputes between workers and management.

The idea of a trade union first came about through the frustrations and grievances of

workers due to the poor way they were treated by their employers. Workers sought help

from an independent body which could speak to management on their behalf. Trade

unions therefore play an advocacy role in the lives of workers.

Each employee who wishes to join a trade union must pay an annual fee, which is

normally 1-2% of their salary. This annual fee contributes to the costs and expenditure

that the union incurs by providing services to the members and by supporting industrial

action by the workers.

Trade unions have a number of aims:

1. To improve the wages of its members.

2. To improve the employment conditions and the working practices of its members.

3. To support the training and development of its members.

4. To ensure that their members' interests are considered and respected by the employers

when any decision is made which impacts the workforce.

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 TYPES OF TRADE UNIONS

1.General Unions

A general union is a trade union which represents employees from all

businesses and industries, rather than a single organisation or sector. They are opened to

skilled and unskilled workers in all industries. Because they are typically politically

oriented, general unions are more common in Europe and developing countries. (e.g.

cleaners, clerical staff, transport workers).

2. Craft Unions

These are small unions for skilled workers, doing the same or similar work in different

industries (e.g. musicians). They derive their power from their control over the supply of

skilled labour. A local craft union strives to organize all members of its trade. They were

established in Britain and the United States in the 19th century with the aim of improving

wages and working conditions for workers.

3.White-Collar Unions

These are for professional workers who perform the same or similar tasks in different

industries (e.g. teachers, scientists). White-Collar unions in a country are often a part of a

national union organisation. Some of them also belong to international trade union

associations such as the International Confederation of Free Trade Unions, which has

more than 200 affiliated trade unions in 150 countries.

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4.Industrial Union

These are for different workers in the same industry. Workers of all positions are covered

by the trade union. Members of industrial unions have more leverage during negotiations

with management as well as in strikes due to the number of workers which are a part of

the union. Industrial unionism is opposite with craft unionism, which groups workers

based on of their specific training. All workers in an industry can carry out collective

bargaining, regardless of their specific qualifications, roles, and occupational

responsibilities.

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 INDUSTRIAL UNREST

Industrial unrest defines a state of discord between employers and employees, resulting in
protesting action taken by employees such as striking. During industrial unrest, disputes
may become violent. Industrial unrest usually results in obstruction normal business
processes and general disruption in the economy. Industrial unrest can be caused by many
factors such as poor working conditions, wage issues, or even the lifestyles of the
workers. There are many types of industrial unrest, such as:

1. Strike:

A strike is a cessation of work by a body of employees as a form of protest, usually to

gain concessions from their employer. Strikes are organized by trade unions to get

better pay, hours, or working conditions. Strikes can continue for any number of days.

(a) Economic Strike- Economic strikes are done by the members of the trade union so

employees can fulfil their economic demands such as rise in wages and bonus pay.

(b) General Strike- General strikes are undertaken by all the workers belonging to all

unions an entire industry so common demands can be met.

(c) Sympathetic Strike-A strike undertaken by the members of one industry or union to

support the cause of striking employees of another union. Sympathy strikes can extend

into general strike.

(d) Sit Down Strike- Occurs when employees do not work but are present at the site of

work.

2. Lock Out

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 A lockout a refusal of employment initiated by the management of an organization

during a labour dispute . It normally involves refusal of entry of employees onto company

premises. Employers may include change locks and hire security guards for the grounds.

Other implementations may be the charging a fee for arriving late or a simple refusal to

record the arrival of workers on the time clock. A lockout is generally implemented to

impose terms of employment on employees during a dispute. It may force unionized

employees to accept unfair conditions, such as lower wages.

3. Boycott

A boycott refers to the measures taken by employees to place financial pressure on

their employers by abstaining from use or purchase of their goods and services. They may

request the public to do so as well. This reduces sales and therefore company profits, as

well as affects the company’s reputation. The company might consider meeting the

demands of the employees to combat these effects.

4.Picketing

Picketing involves the gathering of employees, members of the trade unions, and

supporters of the workers’ cause outside a place of work, usually to prevent others from

getting in. It can also be done to draw the public eye to an issue affecting workers.

Picketers are normally non-violent. Picketing can have many aims, but the general goal is

to pressure an organization to meet demands of the employee. The organization is

pressured through harming the business with a loss of customers and undesirable

publicity, or by discouraging or stopping staff and consumera from entering the site and

upsetting normal business operations.

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 5. Overtime ban

An overtime ban is a situation where workers work only in the hours specified in their

contracts without participating in any overtime activities. Overtime bans are less

disruptive and less risky than strikes; the employees do not breach the contract so there is

less chance of disciplinary action by management than there for strikes. An overtime ban

can have a noteworthy influence on production which usually occurs outside of regular

working hours, such as emergency services, public transport, or retail.

6.Slowdown

Employees work at a low speed, therefore reducing output and putting employers under

pressure to produce enough to meet demands and make a profit. A slowdown may take

place before or instead of a strike, as it is not as disruptive or risky or costly for workers

and trade unions. During a strike, workers usually go unpaid and risk being fired. A

slowdown can put pressure on management while avoiding these possible repercussions

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 ROLES OF TRADE UNIONS

In the broadest sense, trade unions serve to protect the rights and interest of workers and

members of the union. The main objectives of most trade unions are

1.Negotiation

Trade unions negotiate with the management of businesses about the issues impacting

their members and other staff at work. If a union is officially recognised by an employer,

it can discuss terms and conditions of employment with the employer. These negotiations

are known as 'collective bargaining'. The negotiation process normally confronts matters

such as working rules and regulations, complaint procedures, hiring, dismissing, or

promoting workers, office safety and policies etc. Some trade unions negotiate rates of

pay, bonuses for achieving targets and working conditions on behalf of workers.

2.Representation

Trade unions act as a voice or spokesperson for the workers. When matters which affect

an individual or a group of workers arise, the trade unions is responsible for putting a

voice to the problem so that a solution can be offered. In the event which no agreement is

made, the trade union may go on strike or resist employee lockouts. They can also resist

actions of management which reduce employment, e.g. restructuring and automation.

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 3. Information and advice

If someone is part of a union, they can ask the union for advice. Unions are specialists in

solving problems in the workplace. Trade unions give staff information, advice and

guidance on work-related issues.

4. Member Service

Trade unions provide members with many services such as training, insurance, financial

assistance and legal advice, sickness benefits, educational facilities, and assurance of

acceptable working conditions in areas such as health and safety as well as equal

opportunities to all employees.

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 COLLECTIVE BARGAINING

Collective Bargaining is the process of negotiation between a trade union and an

organization's management to establish the conditions of employment, such as working

salaries, working conditions, employee welfare, and other aspects of workers' recompense

and rights for employees. The arrangements agreed upon by these discussions establish

wage scales, working hours, training, health and safety, overtime, grievance mechanisms,

and rights to participate in workplace or company affairs.

Collective bargaining normally takes place between a trade union’s leaders and the

management of the company that employs the union's workers. The result of collective

bargaining is called a collective bargaining agreement. This agreement determines the

rules of employment for a set period. Union members pay for the cost of this

representation in the form of union dues. The collective bargaining process may result in

strike action or employee lockouts if the two sides cannot reach an agreement.

Collective bargaining consists of five steps that are observed by the employee and the

employer to achieve a mutual resolution.

1) Preparation

The representatives of each party organize the subjects to be discussed during the

meeting. Each member should be knowledgeable about the concerns to be raised at the

meeting and must also be knowledgeable about labour laws. The employer should be well

prepared with the suggestions of change required in the service contracts and be ready

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 with the statistical data to validate its opinion. The union must gather enough data about

the financial standing of the organization along with its capability to pay and prepare a

detailed report on the issues and the requests of the employees.

2) Discussion

Both parties agree upon the guidelines that will direct the negotiations and the prime

negotiator, who is a part of the management and will lead the discussion. The reasons

behind the meeting are identified at this stage. The concerns may be related to wages,

additional financial benefits (pension plans, health insurance, paid holidays, etc.),

institutional issues (rights and duties) or administrative issues (health and safety,

technological changes, job security, working conditions).

3) Proposal

At this stage, the chief negotiator initiates the dscussion with an opening statement and

both parties state their initial requests. This session can be considered as brainstorming,

where each party gives the opinions that lead to proposals and opposing points.

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4) Bargaining

The negotiation occurs at this stage, where each party tries to persuade the next. The

negotiation can go for days until a final agreement is reached. The parties may reach an

amicable agreement quickly, but at times, the negotiations may require a third party to

intervene in order to settle the dispute the negotiation in the form of arbitration or

adjudication.

5) Settlement

This is the final step of the collective bargaining process, where the parties decide on a

common resolution to the issues discussed. Hence, an agreement is formed between the

employee and the employer which is to be signed by both to give the decision an official

standing.

To settle a dispute fairly, the management and the trade union must follow these steps

thoroughly and give opportunities to the other group to voice their opinions.

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 DIAGRAMS SHOWING COLLECTIVE BARGAINING PROCESS

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 TRADE UNIONS IN JAMAICA

BUSTAMANTE INDUSTRIAL TRADE UNION

LOGO OF THE BITU

The Bustamante Industrial Trade Union (BITU) is the oldest and largest multi-industry

General Trade Union in the Caribbean. It was founded by Sir Alexander Bustamante and

Mr. Givans. It is affiliated to the global union federation - International Union of Food,

Agricultural, Hotel, Restaurant, Catering, Tobacco and Allied Workers' Association.

The Bustamante Industrial Trade Union was formed amid civil unrest throughout the

island as unsatisfied workers went on strike to protest low wages. As a politician,

Alexander Bustamante was popular among the workers and he had often negotiated on

their behalf, addressing the issues workers had at public meetings. In May 1938, after

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 rallying on behalf of workers’ rights and being arrested and released, Alexander

Bustamante first introduced the idea of a trade union as a way of establishing, organizing,

and solidifying support for the workers’ cause.

The first offices of the BITU opened in June 1928. The BITU included a maritime union

(dockworkers, banana carriers, longshoremen), a Transport Workers Union (tram and

railway workers as well as mechanics and chauffeurs), a Factory Workers Union, a

Municipal Workers Union (government workers) and a general Workers Union (for

farmers). In December 1938 a new Trade Union Law was passed providing the

foundation for the modernization of unionism in Jamaica. Early accomplishments of the

BITU include:

 Advocating for the passage of a minimum wage bill, and workmen's compensation

 Paid holidays

 Regulation of women's hours of employment

 The creation of pension funds

 Passing laws relating to slum clearance

 The passage of the Trade Union Act of 1939 which provided for mediation conciliation

and arbitration of disputes between employers and employees.

In 1939, the government became increasingly worried about the power and influence

trade unionism had on the public. A Trade Union Advisory Council (TUAC) was

established, somewhat as a check of the power of the BITU. This council was

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 implemented to encourage the orderly and progressive growth of trade unionism. In the

present day, the union is committed to maintaining an unflinching commitment to protect

the gains of the workers and to seek further advances in justice for the masses. It also

intends to aid as much as possible in the task of turning around the economy to create

prosperity for all Jamaican people.

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 JAMAICA ASSOCIATION OF LOCAL GOVERNMENT OFFICERS

ORGANIZATIONS WITH MEMBERS THAT ARE A PART OF JALCO

The Jamaica Association of Local Government Officers(JALGO) is a 5,000-member

public sector trade union in Jamaica which represents workers in local and national

government, state organizations, semi-government agencies and other bodies created by

statute. Its members are non-supervisory employees and include those such as fire-

fighters with the Jamaica Fire Brigade, workers at the National Water Commission, non-

nursing personnel in the health service, non-teachers in the schools, workers at

the National Irrigation Commission and government employees in the 13 Parish Councils.

This trade union was formed on November 16, 1940. After a series of labour uprisings,

colonial authorities passed a law in December 1938 legalizing trade unionism in Jamaica.

The Bustamante Industrial Trade Union and the Trade Unions Congress quickly elevated

the wages of some manual laborers to a point where they were at the same level or even

higher than clerical workers in local government. The white-collar workers consulted

with leaders of the labour movement on what to do. Bustamante among others

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 recommended the establishment of a trade union to empower the workers On November

16, 1940, Kingston city workers formed the Municipal Officers Association.

The union’s first general meeting was held in June 1941 and a constitution put in place.

The Municipal Officers Association quickly gained improved salaries and benefits.

Government workers decided that a national organization was needed to monitor the

activities of the parish branches, and the Jamaica Association of Local Government

Officers (JALGO) was formed a shortly thereafter. By 1970, JALGO membership

became open to all government workers, regardless of their category or status.

JALGO focuses on building and expanding its membership, obtaining more rights for

workers, and improving additional benefits such as healthcare and family benefits for

those that are a part of the trade union. JALGO has also struggled recently to maintain its

members' wage and benefit gains. The government froze wages for public sector unions

in 2004 to try to combat inflation. JALGO was forced to strike against the National

Water Commission to increase salaries in 2007.

JALGO mainly participates in collective bargaining and represents the concerns of its

members in the workplace (largely through discussing grievances and partaking in

workplace decision-making activities). The union also affords members additional

welfare, such as emergency loans educational scholarships.

JALCO is a member of the Jamaica Confederation of Trade Unions and Public Services

International.

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 JAMAICA CIVIL SERVICE ASSOCIATION

MISSION STATEMENT OF THE JAMAICA CIVIL SERVICE ASSOCIATION

The Jamaica Civil Service Association was founded in 1919, making it older than all of

Jamaica's major Trade Unions which were mostly established until the late 1930's.

The Jamaica Civil Service Association serves to represent the civil servants of Jamaica.

Due to poor working conditions and low salaries in the public sector in 1912, police

officers petitioned the government to assist in improving the situations of all ranks of

police officer. The requests of this petition were denied. The police officers decided to

make further requests to the government by way of a committee called the Police Officers

Memorial Committee. The members of this committee came from many different

departments of the central government. This committee was assigned with reporting to

the officers on the feasibility of forming an association. On the advice of this committee,

the JCSA was formed on 6 May 1919, with the government’s support.

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 As petitions would not be enough to bring about significant improvements in the living

standards of the members, the association endorsed the development of cooperative

activities among its members to help ensure these improvements. The Jamaica Civil

Service Thrift Society Ltd. Was soon established to provide financial aid to the

association’s members. The Jamaica Civil Service Housing Company Ltd. was formed to

help the members in getting their own homes.

Apart from representing its members, other benefits that the organisation has obtained are

as follows:

 20 acres of land in each parish

 Development of housing arrangements

 Loan scheme for motor vehicle insurance

 The celebration of civil service week in the third week of November each year

 Customer discounts at popular stores

 Loans for the purchase of computers

 Educational scholarships and grants

 Long service award for civil servants - 25 year and over

 The payment of pension based on the salary at retirement.

 Training and workshops to educate and inform workers

 Health insurance (Sagicor)

 Saturday, Sunday and Holiday should cease to be computed in the calculation of

vacation leave

 Reduction of work week from 5 ½ days to 5 days

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  Conversation on non-pensionable post to pensionable

 Tuition reimbursement

 Tertiary Education Assistance Programme

 MoU between JCSA and MIND for the Development and Delivery of training in

Industrial Relations on behalf of the Jamaica Civil Service Association

LOGO OF THE JAMAICA CIVIL SERVICE ASSOCIATION

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 JAMAICA TEACHER’S ASSOCIATION

According to its mission statement, The JTA is a democratic organization dedicated to the

professional, financial and social advancement of its members and the promotion of the

highest educational standards for the country.

The Association was formed from the merger of five teachers’ associations on April 2,

1964. These organizations were:

 Jamaica Union of Teachers (JUT)

 Association of Headmasters and Headmistresses

 The Association of Teachers in Technical Institutions

 The Association of Assistant Masters and Mistresses

 The Association of Teacher Training Staffs (ATTS)

The executive members of the five organizations made up the Joint Executives of

Teachers’ Associations (JETA).

The JETA was responsible for providing representation to government bodies on

issues concerning education and the working conditions of teachers. To efficiently carry

out this task, the group decided to merge into a single teachers’ organization.

The regulations concerning membership and operation of the body were discussed

and ratified at the inaugural meeting held on April 2, 1964. The resolutions constituting

the Association were approved at a special conference on December 14, 1963.

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 The main objectives of the JTA are to promote the educational pursuits of the country

and keep the public aware about important educational matters. It aims to promote and

maintain unity among those in the teaching profession, as well as to maintain high ethical

standards among all teachers. It also aims to establish relations with Teachers’

Organizations worldwide.

The Jamaica Teachers’ Association is also responsible for relaying the concerns,

ideas, and experiences of teachers on educational issues to the Ministry of Education. It

provides representation for those in the teaching profession on matters that concern

teachers at all levels.

The JTA also provides special services. It negotiates with the Government on behalf

of teachers for reasonable salaries and additional benefits. It scrutinizes the operations of

the Education Laws and the regulations derived from them as these affect the working

conditions e of teachers. There are members of the JTA responsible for providing advice

to teachers on both personal and professional concerns.

Members of the JTA are entitles to certain economic benefits, such as investment

Schemes managed by the JTA Allied Groups, motor vehicle insurance, discount from

major business enterprises, and business advice and marketing services.

In general, the association seeks to improve the conditions under which teachers live

and work.

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 NURSES ASSOCIATION OF JAMAICA

LOGO OF THE NURSES ASSOCIATION OF JAMAICA

Founded on July 19th, 1946, the Nurses Association of Jamaica was then known as the

Jamaica General Trained Nurses Association (JGTNA). The association was established

due to a small group of nurses that realized the urgent need to advance the standard of

nursing education and service in Jamaica. The association aimed to get the government to

recognise nursing as a full-time profession and to improve the training of nurses in

Jamaica.

The main objectives of the association were the registration of all nurses in the country,

the receiving of sufficient training for all nurses, and the recognition of nursing as a full-

time profession. Nowadays, the association is mostly committed to improving the socio-

economic standing of Jamaican nurses, which entails appropriate renumeration and

acknowledgement of nurses’ rights.

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 The Nurses Association of Jamaica has successfully established a 40-hour work week

inclusive of meal break for nurses. Additionally, the association is responsible for:

 Seasonal pay for work done outside of regular work time for all levels of nurses.

 Supper and Travelling Allowance for nurses on the 2 to 10 pm and 10pm to 7am

shifts, and supper allowance when worked after 7pm.

 Housing allowance in lieu of quarters for Matrons whose residence, were taken

away.

 NAJ acquired houses form the National Housing Trust (NHT) for its members in

some housing development e.g. Cumberland, Greater Portmore and some rural

communities.

 Incentive Allowance for working between 7 pm and 7 am. (inconvenient hours)

 Rural Incentive for working in certain areas.

 Location Incentive for working in certain locations.

 Specified Clinical Allowance

 Maintenance of Equipment Allowance to Tutors and Nurse Practitioners

 Payment of additional increments on completion of course without promotion and

payment of additional increments on successful completion of degree

 Supervisory Allowance and Stand By /On Call Allowance

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 REFERENCES

https://www.ukessays.com/essays/commerce/types-of-trade-unions-commerce-essay.php

https://en.wikipedia.org/wiki/Craft_unionism

https://www.britannica.com/topic/craft-union

https://dictionary.cambridge.org/dictionary/english/general-union

https://www.inc.com/encyclopedia/labor-unions.html

http://www.yourarticlelibrary.com/trade-unions/trade-unions-meaning-types-and-roles-of-

trade-unions/32746

https://bizfluent.com/info-7849345-role-trade-unions-jamaica.html

https://www.mbaskool.com/business-concepts/human-resources-hr-terms/15100-

boycott.html

https://financial-dictionary.thefreedictionary.com/white-collar+union

https://www.investopedia.com/terms/w/whitecollar.asp

http://www.yourarticlelibrary.com/trade-unions/trade-unions-meaning-types-and-roles-of-

trade-unions/32746

https://educalingo.com/en/dic-en/industrial-unrest

https://en.wikipedia.org/wiki/Industrial_action

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https://simple.wikipedia.org/wiki/Strike_action

https://jta.org.jm/content/our-history

http://www.jtug.info/

https://en.wikipedia.org/wiki/Jamaica_Association_of_Local_Government_Officers

https://en.wikipedia.org/wiki/Bustamante_Industrial_Trade_Union

http://bitujamaica.org/bitu-history/

https://www.my-island-jamaica.com/nurses_association_of_jamaica.html

http://digjamaica.com/blog/tag/nurses-association-of-jamaica/

https://aflcio.org/what-unions-do/empower-workers/collective-bargaining

https://en.wikipedia.org/wiki/Craft_unionism

https://simple.wikipedia.org/wiki/Strike_action

https://www.educationobserver.com/forum/showthread.php?tid=16189

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