Ch. 14 Collective Bargaining
Terms in this set (39)
organizations formed for the purpose of representing their members' interests in dealing with employers
field that emphasizes skills that managers and union leaders can use to minimize costly forms of conflict (such as strikes) and seek win-win solutions to disagreements
labor union whose members all have a particular skill or occupation
labor union whose members are linked by their work in a particular industry
American Federation of Labor and Congress of Industrial Organizations
association that seeks to advance the shared interests of its member unions at the national level (AFL-CIO)
employee elected by union members to represent them in ensuring that the terms of the labor contract are enforced
contract provision under which the employer, on behalf of the union, automatically deducts union dues from employee's paychecks
union security arrangement under which a person must be a union member before being hired; illegal for those covered by the National Labor Relations Act
union security arrangement that requires employees to join the union within a certain amount of time (30 days) after beginning employment
union security arrangement that requires the payment of union dues but not union membership
Maintenance of Membership
union security rules not requiring union membership but requiring that employees who join the union remain members for a certain period of time
National Labor Relations Act
federal law that supports collective bargaining and sets out the rights of employees to form unions (NLRA)
state laws that make union shops, maintenance of membership, and agency shops illegal
National Labor Relations Board
federal government agency that enforces the NLRA by conducting and certifying representation elections and investigating unfair labor practices
Associate Union Membership
alternative form of union membership in which members receive discounts on insurance and credit cards rather than representation in collective bargaining
bringing public, financial, or political pressure on employers during union organization and contract negotiation
negotiation between union representatives and management representatives to arrive at a contract defining conditions of employment for the term of the contract and to administer that contract
collective decision by union members not to work until certain demands or conditions are met
conflict resolution procedure in which a mediator hears the views of both sides and facilitates the negotiation process but has no formal authority to dictate a resolution
third party to collective bargaining who reports the reasons for a dispute, the views and arguments of both sides, and possibly a recommended settlement, which the parties may decline
conflict resolution procedure in which an arbitrator or arbitration board determines a binding settlement
process for resolving union-managment conflicts over interpretation or violation of a collective bargaining agreement
labor Relations strategy
the decision involves whether the organization will work with unions or develop nonunion operations. this type of decision in influced by outside forces such as public opinion and competition
union setting involves decisions about pay structure, job security, work rules, workplace safety etc.
involve day-to-day activity in which union members and the organizations mangers may have disagreements. Issues including complaints of work rules being violated or workers being treated unfairly in particular situations
decline in union membership has been attributed to several factors:
change in the structure of the economy, management effort to control costs, human resource practices, and government regulation
The Taft-Hartley Act 1947
under this act unions may not restrain employers through mass picketing in such numbers that non striking employees physically cannot enter the workplace
Also known as Right to work laws which make union shops, maintenance of membership and agency shops illegal
The Taft-Hartley Act
The Landrum-Griffins Act
regulates union's actions with regard to their members, including financial disclosure and the conduct of elections. this law establishes and protecting and the rights of union members. including nominate candidates for union office, participate in union meetings and secret-ballot elections.
when an employer, upon learning that the employees have petitioned for a representation election, consents to an election and agrees to a date and place of election
the parties cannot agree on all the terms, so the NLRB dictates the and place, ballot choices and method of determining eligibility
The Taft- Hartley Act expanded union member's right to be represented by leaders of their own choosing to include the right to vote out an existing union.
the range of employees and employers covered by the contract.
divides an economic "pie" between two sides
looks for win-win solutions or outcomes in which both sides benefit.
focuses on establishing a relationship of trust
addresses conflicts within union or management groups or objectives, such as between new employees and workers with high seonority or between cost control and reduction of turnover
must choose either management's or the unions final offer for each issue or for the contract as a whole
focuses on enforcing or nterperting contract terms.
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