Critical Thinking

Req 7 — Debating Labor Issues

Choose a labor issue of widespread interest to American workers - an issue in the news currently or known to you from your work on this merit badge. Before your counselor, or in writing, argue both sides of the issue, first taking management’s side, then presenting labor’s or the employee’s point of view. In your presentation, summarize the basic rights and responsibilities of employers and employees, including union members and nonunion members.

Seeing Both Sides

This is one of the most challenging — and rewarding — requirements in the merit badge. You are not just picking a side and defending it. You are arguing both sides of the same issue: first as management, then as labor. This skill — understanding perspectives that differ from your own — is valuable far beyond this merit badge.

A Scout standing at a simple podium with note cards, preparing to present arguments about management and labor perspectives

Choosing Your Issue

Pick a labor issue that is currently in the news or that you learned about while working on this merit badge. The best choice is something you find genuinely interesting, because you will need to research it thoroughly enough to argue both sides convincingly.

Here are some issues that are frequently debated:

Minimum wage increases — Should the minimum wage be raised significantly?
Gig worker classification — Should rideshare drivers and delivery workers be classified as employees or independent contractors?
Right-to-work laws — Should workers be required to pay union dues as a condition of employment?
Automation in the workplace — How should companies and workers handle jobs being replaced by technology?
Remote work policies — Should employees have the right to work from home, or should employers decide?
Paid family leave — Should the federal government require employers to provide paid family and medical leave?

Building Your Arguments

Step 1: Research Both Perspectives

Before you start writing or practicing, gather information from both sides. Look for:

News articles that present different viewpoints
Statements from employer groups (like the U.S. Chamber of Commerce) and labor organizations (like the AFL-CIO)
Statistics and data that each side uses to support its position
Real-world examples of how the issue has played out

Step 2: Argue Management’s Side First

The requirement says to start with management’s perspective. When you take this role, think about:

Business sustainability — What does the company need to survive and grow?
Costs — How would the labor side’s demands affect the business’s bottom line?
Competitiveness — How does this issue affect the company’s ability to compete with other businesses?
Flexibility — Why might management need the freedom to make certain decisions without negotiation?
Responsibilities — What are the employer’s obligations to shareholders, customers, and the community?

Step 3: Argue Labor’s Side

Then switch to the worker’s perspective. Think about:

Fairness — Are workers being treated and compensated fairly for their contributions?
Safety and dignity — Does the current situation protect workers’ wellbeing?
Economic security — How does this issue affect workers’ ability to support themselves and their families?
Voice — Do workers have meaningful input in decisions that affect them?
Rights — What legal protections exist, and are they sufficient?

Rights and Responsibilities

The requirement specifically asks you to summarize the basic rights and responsibilities of employers and employees. Here is a framework:

Employer Rights and Responsibilities

Rights:

Hire, promote, and manage employees
Set reasonable workplace rules and expectations
Make business decisions about products, services, and operations
Discipline or terminate employees for legitimate cause

Responsibilities:

Provide a safe workplace (OSHA requirements)
Pay at least the minimum wage and required overtime
Follow anti-discrimination laws
Bargain in good faith with recognized unions
Provide legally required benefits (workers’ compensation, unemployment insurance, Social Security contributions)

Employee Rights and Responsibilities

Rights:

A safe and healthy workplace
Fair wages and overtime pay as required by law
Freedom from discrimination and harassment
The right to organize and join a union (NLRA)
The right to report violations without retaliation

Responsibilities:

Perform the duties of the job competently
Follow reasonable workplace rules and policies
Work safely and report hazards
Honor the terms of any employment contract or collective bargaining agreement

Union Members — Additional Considerations

Union members have the right to participate in union elections, vote on contracts, and have union representation in disciplinary meetings. They also have the responsibility to pay dues (in union shop states) and to follow the terms of the collective bargaining agreement.

Nonunion Members

Nonunion employees have all the same federal workplace rights as union members. They negotiate individually with their employer rather than collectively. In workplaces where a union exists but they are not members, they still benefit from the union-negotiated contract but may not have voting rights within the union.

U.S. Department of Labor — Workers' Rights A summary of the major federal laws protecting workers' rights, from the Department of Labor.

The Power of Perspective

Arguing both sides of an issue does not mean you have no opinion. It means you understand the full picture. People who can see multiple perspectives are better problem-solvers, better negotiators, and better leaders. This is a skill you will use for the rest of your life.