The management of nonunion companies strives to maintain nonunion status to keep employment costs low and to maintain tighter control over the terms of employment. It is against the law for companies to interfere with workers' attempts to unionize; however, companies that want to remain nonunion can adjust employment terms proactively to minimize workers' interest in unionizing. As we discussed in this chapter text, companies may choose to offer higher compensation than they would otherwise in the absence of a union threat. The following table shows hourly compensation costs for union and nonunion settings.

Benefit Costs

Total compensation: Wages & salaries: Total: Paid leave: Supplemental pay: Insurance: Retirement & savings: Legally required benefits:

Cost per hours worked

Union-49.20 28.36 20.84 2.55 1.83 6.92. 5.37 4.17

Nonunion-37.29 25.57 11.72 2.53 1.39 3.02 1.68 3.10

The percent of total compensation spend for union settings to provide

(Round your answers to the nearest tenth place.)

(a) Wages and salaries is ______ percent

(b) Total benefits is________ percent

The percent of total compensation spend for nonunion settings to provide

(Round your answers to the nearest tenth place.)

(c) Wages and salaries is________ percent

(d) Total benefits is______ percent