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A union organiser (or union organizer) is a specific type of trade union member (often elected) or an appointed union official. A majority of unions appoint rather than elect their organisers. In most unions, the organiser's role is to recruit groups of workers under the organizing model. In other unions, the organiser's role is largely that of servicing members and enforcing work rules, similar to the role of a shop steward. In some unions, organisers may also take on industrial/legal roles such as making representations before Fair Work Australia, tribunals, or courts. In North America, a union organiser is a union representative who "organizes" or unionizes non-union companies or worksites. Organisers primarily exist to assist non-union workers in forming chapters of locals, usually by leading them in their efforts. ==Methodology== Organisers employ various methods to secure recognition by the employer as being a legitimate union, the ultimate goal being a collective bargaining agreement. The methods can be classified as being either top-down organizing or bottom-up organizing.〔Breslin, ''Organize or Die,'' 2003, p. 16.〕 Top-down organizing focuses on persuading management through salesmanship or pressure tactics. The salesmanship may include offering access to resources such as to a well-trained and skilled supply of labor or access to union cartels. Pressure tactics may include picketing with the intention of embarrassing management or disrupting business, as well as assisting the government in investigating employment law and labor law violations.〔DeFreitas, "Can Construction Unions Organize New Immigrants?", ''Regional Labor Review,'' Fall 2006, p. 26-27.〕 A strict enforcement of these laws might result in fines and might serve to hurt the violator's chances in a competitive bidding process. Top-down organizing is generally considered easier than bottom-up and is practiced more in the construction industry.〔Breslin, ''Organize or Die,'' 2003, p. 16-17〕 Bottom-up organizing focuses on the workers and usually involves a certification process, normally overseen by a labor relations board such as the NLRB in the U.S. The process entails either a secret ballot election or, in some cases, a card-signing effort (called card check). In either case, should a majority of the employees agree to union representation, the results bind the company to recognize and negotiate with the union. Normally, both sides are given a chance to campaign for or against unionization, though management has a decided advantage due to their greater access to the employees. It is in this electioneering model where the organiser really organizes: arranging meetings, devising strategy, and developing an internal structure known as an organizing committee. It is from the pool of activists recruited to the organizing committee that the union typically later draws its shop stewards. Though some mistake organizing as strictly being a recruitment effort, numerous obstacles emerge which require more than simple enlistment and promotion of the union. During organizing, management has greater means to reward or punish workers, far overshadowing methods available to the union.〔Diamond and Sneiderman, ''Organizing Guide for Local Unions,'' 1992, p. 52.〕〔La Botz, ''A Troublemaker's Handbook,'' 1991, p. 8; Kelber, ''My 70 Years in the Labor Movement,'' 2006, p. 29-30; Murolo and Chitty, ''From The Folks Who Brought You The Weekend,'' 2001, p. 176.〕 For this reason, in most countries, laws such as the U.S. National Labor Relations Act, guarantee the rights of workers to seek union membership and forbid management's use of undue influence such as bribes or threats. Nonetheless, such charges are hard to prove and the labor movement believes the entire process to be slanted against them in enforcement and interpretation of labor laws.〔〔Bai, "The New Boss," January 30, 2005, p. 40; DeFreitas, "Anxious Anniversary: Is Recession Stalking the 5-Year-Old Recovery?", 2006, p. 8.〕 Sometimes, organizing involves legal wrangling over issues such as voter eligibility. In such cases, issues are often settled by appeal to the Labor Board who serves, essentially, as a referee during the process. Intrigue during heated campaigns is not uncommon. In various cases, one or both sides have used spying and information-gathering techniques tantamount to industrial espionage. 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「union organizer」の詳細全文を読む スポンサード リンク
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