> In one strike I personally observed (not of public sector employees but I think the case is fairly typical), the union and the company agreed on a deal on Day 92 of the strike that was identical to the deal the company proposed on Day 2 of the strike and the union indignantly rejected.
Sure sometimes unions get it wrong, but that's not the vast majority of cases, and in fact that union that got it wrong likely got it right more often than not and those employees were better paid, even with the strike, than they would have been otherwise, when you consider a larger time scale.
I'm not sure that's true. As I said, I think the case I witnessed was fairly typical.
> that union that got it wrong likely got it right more often than not and those employees were better paid, even with the strike, than they would have been otherwise, when you consider a larger time scale
That I know is not true for the case I described: non-union employees in the same industry, working for other companies, were better paid.
You think it's fairly typical basic upon no real knowledge or facts.
>That I know is not true for the case I described: non-union employees in the same industry, working for other companies, were better paid.
Better paid or better compensated overall? Often the benefits of being in a union are access to healthcare, retirement, vacation time, and other benefits that aren't reflected in hourly pay. Often it's just the piece of mind that you aren't going to be randomly laid off in the middle of the week for bullshit reasons or the adequate PPE is going to be provided. If it were strictly money, no one would work at the lower paid company.
> You think it's fairly typical basic upon no real knowledge or facts.
You don't know what knowledge or facts I have. So it's you who are making assertions based upon no real knowledge or facts.
> Better paid or better compensated overall?
Both.
> Often the benefits of being in a union are access to healthcare, retirement, vacation time, and other benefits that aren't reflected in hourly pay.
The union I was referring to did not offer any of these things. The company employing the union workers did. The union did not do anything that I saw to increase the level of those benefits that the company was providing.
Also, one of the primary rationales for unions in the first place was that they could do a better job of managing the skills of the work force than faceless corporations. The union I was referring to did not even have an apprenticeship program--much to the chagrin of many workers who had children they wanted to bring into their trade but got no support from their union for doing so. Many workers in fact protested, and it ended up being one of the issues that caused a change in the union leadership--but even that didn't make things any better.
Sure sometimes unions get it wrong, but that's not the vast majority of cases, and in fact that union that got it wrong likely got it right more often than not and those employees were better paid, even with the strike, than they would have been otherwise, when you consider a larger time scale.