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_____ ________ Relationship between organized labor and management ( in their role as representative of business owners)
____ _____ Common element of labor contracts specifying such things as the tasks certain employees are required to do or forbidden to do
________ _____ ________ ___ Legislation passed in 1935 that established labor relations policies and procedures for most sectors of private industry; commonly known as the Wagner Act
National Labor Relations Act
_____-__________ _________ ___ Legislation passed in 1947 that addressed many concerns raised by business owners and shifted the balance of power again; commonly known as the Taft- Hartley Act
Labor-Management Relations Act
_____-_________ ______ ___ ____________Legislation passed in 1959 designed to ensure democratic processes and financial accountability within unions; commonly known as the Landrum- Griffith Act
Labor-Management Reporting and Disclosure Act
_____ ____ Unionized workplace in which employees are required to maintain union membership
________ _____ Nationwide organization composed of many local unions that represent employees in specific locations
__________ _____ Cards signed by employees to indicate interest in having a union represent them
___________ ________ Secret-ballot election overseen by the NLRB to determine whether a union gains the right to represent a group of employees
_________ __________ Negotiation between union and management negotiators to forge the human resources policies that will apply to all employees covered by a contract
___________ Decision process in which an impartial referee listens to both sides and then makes a judgment by accepting one side's view
______ Pressure action by union members and sympathizers who refuse to buy or handle the product of a target company
_______ Decision by management to prevent union employees from entering the workplace; used to pressure the union to accept a contract proposal
_________ Court order that requires one side in a dispute to refrain from or engage in a particular action
Escalating process of discipline that gives employees several opportunities to correct performance problems before being terminated
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