PART $1$:$-$

Employers may be compelled to decrease staff in order to meet union demands for higher salaries. In many cases, union statutes guarantee job security based on seniority$,$ which implies that a more productive new worker can be let go while a less productive senior worker is kept on the payroll. This is awful news if you're a newcomer.

Non$-$union employees have lower wages and benefits than members of a union. Achieving improved working conditions and other benefits is made possible by labour unions thanks to collective bargaining. Non$-$union employees have lower wages and benefits than members of a union.

The National Labor Relations Act gives employees the option of not joining a union $($NLRA$).$

By making it a requirement for everybody who benefits from the contract to also be a union member, the issue of so$-$called "free riders" is eliminated.

Workers are empowered by unions because they help them advocate for better wages, benefits, and a safe and healthy workplace. In addition, unions act as a check on management, allowing employees to earn more responsibility and rights at work while also having a say in how they are treated.

Sick days and health insurance are more common benefits for union members than nonmembers. Workers in unions are more likely to be allowed to take paid sick leave and stay at home when they are sick.

There can only be one active union member at a time. In addition, no union variables can have their values changed after they are initialised. The union allots a single storage space to each of its members.

The National Labor Relations Act also protects employees who aren't union members $($NLRA$).$ Non$-$union workers have the right to form a union, and their employers cannot prevent them from doing so$.$

Under the National Labor Relations Act, every employee has the right to join a union.

It's possible to sue for misrepresentation if members believe the union hasn't met its legal obligation to represent them fairly.

PART $2$:$-$

A contingent workforce is a labour pool whose members are employed on an as$-$needed basis by a company. A contingent workforce is made up of freelancers, independent contractors, and consultants who are not full$-$time employees of the company and are not on the company's payroll.

Using contingent workers comes with its own set of drawbacks. To begin with, many contingent workers are less committed to the business than core employees. Contingent workers have a greater likelihood of turnover and may be a security risk.

Contingent workers frequently have access to the same firm resources and sensitive information as regular employees. Employee theft, fraud, data security breaches, lack of compliance, legal expenditures, and a tarnished reputation can all result from gaps in screening processes.

Contingent hiring saves money for businesses in a variety of ways. Due to benefit expectations, contingent workers are less expensive than full$-$time or even part$-$time employees. The sole factor is the employee's pay, which allows you to save money in the long run.

When a client hires a contingent worker, they usually do not have to deal with employment taxes. Because they are self$-$employed, contingent workers who are independent contractors are liable for their own taxes. Contract employees are paid by the Employer of Record, not by your client.

Contingent workers, on the whole, are looking for the same personal perks that permanent employees are looking for in a job. In that sense, a common sense strategy that prioritises the well$-$being of contingent workers is critical. However, for these individuals, contingent labour is frequently more than a means to a goal.

A contingent worker is someone who is hired for a specific amount of time, usually for a specific project. Freelancers, consultants, part$-$timers, on$-$call workers, independent contractors, and other sorts of outsourced, non$-$permanent workers are examples of contingent workers.

People who aren't employed by a corporation are referred to as contingent workers. Freelance writers and editors are examples of contingent workers who may work on a contract basis, on a temporary basis, or give consulting services as needed.