In what context can a labor organization be considered a 'Company Union'?

In what context can a labor organization be considered a 'Company Union'?

• A. When it is formed without employer influence
• B. When its formation is assisted by actions defined as unfair labor practices
• C. When it primarily serves employee interests
• D. When it is not registered with any governing body

Answer: (B)

A labor organization can be considered a 'Company Union' particularly in the context where its formation is assisted by actions defined as unfair labor practices. This concept is rooted in labor relations and occurs when an employer plays a role in creating or influencing the union to ensure that it primarily represents the interests of the company rather than the workers. Such unions are seen as illegitimate because they do not arise from a genuine employee-driven initiative, but rather as tools for management to undermine true collective bargaining efforts and maintain control over employees. The involvement of an employer in the formation or management of such an organization is a significant factor, as it creates a conflict of interest where the union may prioritize the company's needs over the rights and welfare of the employees. Instances of this may include the employer exerting pressure, providing resources, or actively participating in the organization of the union in ways that do not align with fair labor practices. In contrast, a union formed without employer influence would not qualify as a company union since its legitimacy relies on being independent and reflective of the workers' collective interests. A union that primarily serves employee interests is fundamentally opposed to the concept of a company union, and a union's registration status with a governing body does not inherently determine whether it is a company union or

A labor organization can be considered a 'Company Union' particularly in the context where its formation is assisted by actions defined as unfair labor practices. This concept is rooted in labor relations and occurs when an employer plays a role in creating or influencing the union to ensure that it primarily represents the interests of the company rather than the workers. Such unions are seen as illegitimate because they do not arise from a genuine employee-driven initiative, but rather as tools for management to undermine true collective bargaining efforts and maintain control over employees.

The involvement of an employer in the formation or management of such an organization is a significant factor, as it creates a conflict of interest where the union may prioritize the company's needs over the rights and welfare of the employees. Instances of this may include the employer exerting pressure, providing resources, or actively participating in the organization of the union in ways that do not align with fair labor practices.

In contrast, a union formed without employer influence would not qualify as a company union since its legitimacy relies on being independent and reflective of the workers' collective interests. A union that primarily serves employee interests is fundamentally opposed to the concept of a company union, and a union's registration status with a governing body does not inherently determine whether it is a company union or