Worker Representation and Participation in Business Decisions through Employee Involvement Programs

Over the past several decades, there have been enormous changes in worker participation regarding human resource decisions through union representation and collective bargaining-changes which have varied significantly among different sectors of the economy. While the scope of decisions that public employee unions can affect on behalf of their members varies considerably among federal, state, and local jurisdictions, public sector unions represented 36.7% of employees by 1983 and has continued to represent a similar proportion in the 1990's.1 In contrast, representation and participation in business decisions through collective bargaining in the private sector of the economy has become less important, as unionization has plummeted from a peak of about 40% following World War If to around 10% by 1995.3 Increasingly, worker representation, or the ability of employees to exercise a "voice" in business decisions, relies more on public policies and government workplace regulation than in the past. As discussed below, legislation regulating labor standards in the workplace originated in the 1930's. However, starting in the 1960's there was an explosion of legislation affecting labor standards, employee benefits, occupational safety, and health and employment decisions regarding re-employment rights and notification of plant closings. In addition, the new laws and regulations that banned discrimination now mean that a substantial portion