You may wonder why organizations are opposed to unions. As we have mentioned, since union workers
do receive higher wages, this can be a negative impact on the organization. Unionization also impacts the
ability of managers to make certain decisions and limits their freedom when working with employees. For
example, if an employee is constantly late to work, the union contract will specify how to discipline in this
situation, resulting in little management freedom to handle this situation on a case-by-case basis. In 2010,
for example, the Art Institute of Seattle faculty filed signatures and voted on unionization. Some of the
major issues were scheduling issues and office space, not necessarily pay and benefits. While the
particular National Labor Relations Board vote was no to unionization, a yes vote could have given less
freedom to management in scheduling, since scheduling would be based on collective bargaining
contracts. Another concern about unionization for management is the ability to promote workers. A union
contract may stipulate certain terms (such as seniority) for promotion, which means the manager has less
control over the employees he or she can promote.
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