Having a union contract in place establishes consistent practices and procedures across all divisions, regions and offices within the company. All managers and supervisors of unionized employees are required to follow the contract, which typically contains strict instructions for company procedures such as wages, hours and working conditions. The contract typically also regulates overtime, callback work and on-call pay, preventing any inconsistency in the application and payment of these activities by the employer.

According to data gathered by the Bureau of Labor Statistics (BLS), full-time workers represented by a union earn substantially higher salaries than full-time workers who are not unionized.

Labor unions play a vital role in providing reasonable working conditions for their members. All too often, however, a non-union employee does not enjoy the same advantages and misses out on the benefits of having a say in working conditions.

Union workers are more likely than their nonunion counterparts to be covered by good quality health insurance, and to receive pension benefits and paid sick leave, according to the federal Bureau of Labor Statistics 94 percent of union workers were covered by health insurance through their jobs, compared with only 45 percent of nonunion workers.

While agreements are in place any changes made to wages, benefits, and working conditions are negotiated between employer and members.

The respect and honor associated with a voice at work

Union workers are often better trained on health and safety rules and union workplaces are more likely to enforce the Occupational Safety and Health Administration (OSHA) standards.

The union contract provides employees with an avenue to resolve and enforce disputes over terms and conditions of employment. The contract typically includes a grievance procedure, allowing the union to contest a management decision deemed to be in violation of the contract. If the grievance cannot be resolved within the company, a neutral external arbitrator can make a decision over the issues. The contract protects employees who might otherwise be unable to fight to protect their own interests.

Unionized employees are much more likely to have defined benefit retirement plans than nonunion employees.

Collective bargaining also provide benefits for the employer. A multiyear contract allows for budget predictability and stability. It also provides labor peace and restricts the workforce from strikes and work interruptions during the term of the contract.