Criticisms of Trade Unions

Like any other organisation which serves the collective interest, trade unions are open to criticism from within and from external sources. Trade unions are subject to criticisms from their very members and employers at the workplace. It is to be understood that the nature of the criticisms tends to vary.  Employees as unionised members can be critical of positions taken by the union, which they viewed as not consistent with their desires or demands. Employers on the other hand, tend to criticise positions taken, approaches and demands made by trade unions, citing these as excessive, unreasonable and outrageous.

Establishing a collective bargaining unit at the workplace becomes important to unionise workers at any enterprise, company or organisation. Workers have the expectation that through the union’s intervention, they will be in a better position to negotiate and even demand improved conditions of service. This would include increased pay, compensation packages, vacation, benefits and training. For the employer, the call for these enhancements is not welcomed with open arms, as they translate this to mean increases in operational costs and a possible reduction in competitiveness. While the intent of the trade union is clearly that of improving the quality of life of workers, the response of employers to the workers’ demands is to engage in the practice of outsourcing jobs. With this response from employers, trade unions are faced with identifying ways to counteract the possible job losses.

Critics would argue that trade unions in giving into the engagement of contract employment, are to all intents and purposes, aiding the process towards the diminishing of job security or security of tenure. To add insult to injury, the pushback by employers in recognising a trade union as the representative of workers at the workplace, defeats the chance of having a collective bargaining agreement established. Where this action on the part of employers becomes entrenched, it spells disaster for trade union representation at the workplace. The bottom line is that workers would not be inclined to join a union. Trade unions are now forced to seriously consider the workers’ view that they are failing in securing income security, job security and social protection.

Trade union leaders are being required to justify their efforts at organising workers’ informal and gig economy. If it is a priority to organise workers in these sectors, trade unions must account for their failure in doing so, with the knowledge that in these sectors, non-standard or precarious types of employment are the norm. While this raises questions regarding how aggressive trade unions are in their organising efforts of workers at the workplace, it goes beyond that to question the absence of intense lobbying, advocacy for legislative and policy changes, which are directed at safeguarding the interest of workers, protecting their rights and preserving the gains previously earned by labour.

Next, there is the concern regarding the inability of trade unions to overcome the legal restrictions and violations of trade union rights, such as the right to organise and to bargain collectively. Where there is no acceptance and adherence to trade union recognition, this amounts to the marginalisation of trade unions. It therefore does not come as a surprise that trade union membership is lower where there are violations of trade union rights.

It would seem that employers are critical of trade unions because they are able to wield significant influence in ensuring that workers are not exploited at the workplace. For this reason, employers see trade unions as nuisances or obstacles. For example, unions are perceived as a blockade to employers in executing actions such as terminating a proclaimed unproductive employee. They consider that the unions engage in stalling tactics which are steeped in observing process and procedures. Employers also view that unions are a hindrance when it comes to the exercise of promotion or acquiring a new hire as they often raise the issue of supersession. Whereas the employer’s position is understandable, it would appear that they do not share the trade unions’ view that consideration also has to be given to the job experience, performance of the employee and time served with the enterprise.

Trade unions in mounting a defence against a wave of criticisms, have to look for the best mechanisms to address the problems facing labour. The organising of labour and engaging the trade union membership in dialogue and discussion must be a first step. Unity and solidarity must be a lived experience, if the pressure for change is to be exerted upon employers. Trade unions must engage in inclusive and effective social dialogue to enhance decent work, but also on broader socio-economic and sustainable development issues that affect workers. This includes the promoting of the rights and protection for workers and persons with disabilities, social justice and the decent work agenda. The vehicle for this would be the engagement of social dialogue, tripartite and/or bipartite consultation, that is said to be used by 80 per cent of countries worldwide.

Dennis De Peiza is a labour and employee relations consultant with Regional Management Services Inc.