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Globalization has been accompanied by a decline in unionization; however, while globalization presents extremely serious challenges to unions, globalization does not necessarily result in weakened unions. It is important for unions to identify and utilize ways to increase and leverage union power that are responsive to the pressures of globalization. Companies frequently introduce training during restructuring efforts aimed at remaining competitive in a global environment. This paper describes a joint union-management training program which offers an example of a pro-active union approach to joint training initiatives. The training took place in early 2004 in a typical paper mill in central Wisconsin. While the training was designed and undertaken in response to various competitive pressures, the content of the training was primarily determined by employee focus groups. The training design is examined against criteria for successful union involvement in joint ventures. The paper argues that, while joint ventures typically address management's production concerns at the expense of labor, a pro-active union can work to ensure that benefits also accrue to the union. Recent literature on union power in a globalized economy suggests that this training model could be used in other industries to enhance union knowledge and power.
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The problems of time delay, costs and legalism in grievance arbitration are interrelated. Previous studies, as well as new data from the Province of Alberta, show that delays are increasing and that the average grievance that ultimately is resolved through arbitration takes a year to proceed from its origin to the arbitrator's award. Factors associated with time delay include the use of 3-person boards (as opposed to sole arbitrators), the sector (public or private), and the type of issue. The most obvious way to save time without a drastic overhaul of the system is to use sole arbitrators more frequently. In order to reduce the length of the process, it is useful to break the process into 4 distinct phases: 1. the grievance procedure stage, 2. the arbitrator selection stage, 3. the scheduling stage, and 4. the decision stage. The first and last stages need not be tampered with; however, refinements in the arbitrator selection and scheduling stages must be addressed.
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