MGT 550 Ch 14- Dynamics of Labor Relations
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19 terms
Terms | Definitions |
|---|---|
 unfair labor practices | specific employer and union illegal practices that deny employees their rights and benefits under federal labor law |
| labor relations process | logical sequence of five events: 1. workers desire collective representation; 2. the union begins its organizing campaign; 3. NLRB representation process begins; 4. collective negotiations lead to a contract; 5. contract is administered |
| union shop | provision of the labor agreement that requires employees to join the union as a requirement for their employement |
| authorization card | statement signed by an employee authorizing a union to act as a representative of the employee for purposes of collective bargaining |
| bargaining unit | group of two or more employees who share common employment interests and conditions and may reasonably be grouped together for purposes of collective bargaining |
| exclusive representation | legal right and responsibility of the union to represent all bargaining unit members equally, regardless of whether employees join the union or not |
| craft unions | unions that represent skilled craft workers |
| industrial unions | unions that represent all workers- skilled, semiskilled, or unskilled-- employed along industry lines |
| employee associations | labor organizations that represent various groups of professional and white-collar employees in labor-management relations |
| union steward | an employee who as a nonpaid union official represents the interests of members in their relations with management |
| business unionism | term applied to the goals of US labor organizations, which collectively bargain for imporvements in wages, hours, job security, and working conditions |
| collective bargaining process | process of negotiating a labor agreement, including the use of economic pressures by both parties |
| bargaining zone | area in which the union and the employer are willing to concede when bargaining |
| interest based bargaining | problem solving bargaining based on a win-win philosophy and the development of a positive long-term relationship |
| bargaining power | power of labor and management to achieve their goals through economic, social, or political influence |
| arbitrator | third-party neutral who resolves a labor dispute by issuing a final decision in the disagreement |
| grievance procedure | formal procedure that provides for the union to represent members and nonmembers in processing a grievance |
| rights arbitration | arbitration over interpretation of the meaning of contract terms or employee work grievances |
| fair representation doctrine | doctrine under which unions have a legal obligation to assist both members and nonmembers in labor relations matters |
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