Question

Under a(n) shop, an employer may hire only union members. ( \(\mathrm{LO} 2,5)\) a) closed c) open b) union

Short answer

The correct answer is a) closed shop, as it is the type of shop where an employer may hire only union members.

Step-by-step solution

1. Define the terms

Closed Shop: A closed shop is a workplace where the employer agrees to hire only workers who are already members of the trade union. Open Shop: An open shop is a workplace where the employer can hire workers regardless of whether they are members of a trade union or not. Union membership is not mandatory. Union Shop: A union shop is a workplace where the employer can hire non-union workers, but they are required to join the union within a certain period of time.

2. Compare the definitions to the given exercise

In the given exercise, we're looking for a shop where an employer may hire only union members. Let's compare the shop types to this criterion: Closed Shop: Hires only union members - matches the criterion Open Shop: Can hire both union and non-union workers - doesn't match the criterion Union Shop: Non-union workers can be hired, but they must join the union - doesn't strictly match the criterion

3. Choose the correct answer

Based on the definitions and comparisons, the correct answer is a closed shop, as it is the only option where an employer may hire only union members. Thus, the answer is: a) closed

Key concepts

Closed Shop

In labor relations, a **closed shop** is a type of workplace where all employees must be members of a union at the time of hiring. This means that an employer can only hire individuals who are already part of the union. This setup ensures that the workforce is entirely unionized, granting the union significant control over the terms and conditions of employment.

Here are some key elements of a closed shop:

• Union Membership: Membership is mandatory before employment, ensuring that all employees have a say in union decisions.
• Negotiation Power: Full unionization often leads to more robust bargaining power with the employer.
• Legal Status: In many places, closed shops are illegal because they restrict the employer's freedom to hire and the employee's choice against joining a union.

Overall, a closed shop offers strong union support for its members, but it also faces legal restrictions in many jurisdictions.

Union Shop

A **union shop** system is slightly more flexible than a closed shop. Under this arrangement, employers can hire non-union workers. However, these new employees are required to join the union within a specific time frame after being hired. This requirement helps the union maintain its strength and representation within the workplace.

Key aspects of a union shop include:

• Initial Hiring Freedom: Employers are free to select any qualified individual, regardless of union membership, at the point of hiring.
• Time Frame for Joining: Newly hired non-union members usually must join the union within a set period, often ranging from 30 to 60 days.
• Balancing Interests: This setup aims to balance worker freedom with collective bargaining capabilities for the union.

The union shop presents a compromise between completely unionized and open employment, supporting union presence while allowing some degree of hiring flexibility.

Open Shop

In an **open shop** work environment, union membership is entirely voluntary. Employers are free to hire both union and non-union workers without any obligation for the workers to join a union. This structure maximizes individual freedom but can reduce the union's influence.

Characteristics of an open shop include:

• Voluntary Union Membership: Employees decide whether or not they want to join a union based on personal preference.
• Equal Employment Opportunities: Union status does not affect hiring decisions, allowing more merit-based hiring.
• Weaker Union Power: The union has less leverage in negotiations because not all workers will participate.

While open shops provide flexibility and equal opportunity for employment, they may also lead to a decrease in collective bargaining strength, impacting benefits and working conditions.