d. That was not the case here because the IMU was licensed and recognized by the NLRB as a viable union. Featherbedding, which requires an employer to hire unnecessary people, is also an unfair labor practice for the union. The was no hint by the union that additional people would have to be hired if it was voted in.While neither the union nor First Central violated any labor laws they did cross the line in regard to unfair practices with each other. There was no flagrant violations of the unfair labor practice statutes and no major confrontations between the two. But there was questionable tactics performed by both.Part II:What the ethical part of this case boils to down to is why the employees felt the need for a union. Had they not been treated fairly and justly by First Central for many years? Was there not job security and decent benefits? The working conditions were good. The bank tried to make the work experience pleasurable. What about the generous profit sharing program? That showed that the bank cared about its people, did it not? Why then would they need a union to represent them and bargain for them?The primary objective of a union is to provide for or improve the well-being of it’s members. They are formed to counter the superior economic power of employers. It’s most important function is to maximize wages and benefits subject to certain employment constraints and to raise the economic conditions under which the work is done. An employee can be motivated by instrumental considerations, ideological beliefs, or simply compulsion, but there seems to be 3 main factors that lead employees to be unionized: dissatisfaction with the economic aspects of the job, to influence those aspects of the work environment through union oriented means, and belief that the benefits of unionism outweigh expected costs.When applying the Utilitarianism theory (the greatest good for the greatest number of people), at first look,...
