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HRM > CH 16: Union - Management Relations > Flashcards

CH 16: Union - Management Relations Flashcards

1
Q

Union

A

Formal association of workers that promotes the interests of its members through collective action

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2
Q

Yellow Dog Contracts

A

Pledges by workers not to join a labor union

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3
Q

Protected Concerted Activities

A

Actions taken by employees working together to try to improve their pay and working conditions, with or without a union

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4
Q

Unfair Labor Practices

A

Actions that employers are leagally prohibited from taking to prevent employees from unionizing.

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5
Q

Right to-work Laws

A

State laws that prohibit requiring employees to join unions as a condition of obtaining or continuing employment.

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6
Q

Open Shop

A

Employer in which workers are not required to join or pay dues to a union

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7
Q

Closed shop

A

Employer that requires individuals to join a union before they can be hired

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8
Q

Microunit

A

Bargaining unit that includes only one job category or department within a company.

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9
Q

No-solicitation policy

A

Policy that restricts employees and outsiders from distributing literature or soliciting union membership on company premises.

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10
Q

Salting

A

Practice in which unions hire and pay people to apply for jobs at certain companies to begin organizing efforts.

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11
Q

Union Authorization Card

A

Card signed by employees to designate a union as their collective bargaining agent

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12
Q

Bargaining Unit

A

Employees eligible to select a single union to represent and bargain collectively for them

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13
Q

Decertification

A

Process whereby a union is removed as the representative of a group of employees

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14
Q

Collective Bargaining

A

Process whereby representatives of management and workers negotiate over wages, hours and other terms and conditions of employment.

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15
Q

Management Rights

A

Rights reserved so that the employer can manage, direct, and control its business

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16
Q

Union Security Provisions

A

Contract Clauses to help the union obtain and retain members and collect union dues

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17
Q

Dues Checkoff Clause

A

Provides for the automatic deduction of union dues from the payroll checks of union members

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18
Q

Mandatory Issues

A

Negotiation topics and collective bargaining issues identified specifically by labor laws or court decisions as subject to bargaining.

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19
Q

Permissive Issues

A

Collective bargaining issues that are not required but might relate to certain jobs or practices.

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20
Q

Illegal Issues

A

Collective bargaining issues that would require either party to take illegal action.

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21
Q

Ratification

A

Process by which union members vote to accept the terms of a negotiatied labor agreement.

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22
Q

Conciliation

A

Process by which a third party facilitates the dialogue between union and management negotiators to reach a voluntary settlement.

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23
Q

Mediation

A

Process by which a third party suggests ideas to help negotiators reach a settlement.

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24
Q

Arbitration

A

Process that uses a neautral third party to make a decision.

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25
Q

Lockout

A

Management shuts down company operations to prevent union members from working

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26
Q

Strike

A

Union members refuse to work in order to put pressure on an employer.

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27
Q

Affinity Groups

A

Groups of employees with a common interest or characteristic.

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28
Q

Complaint

A

Indication of employee dissatisfaction.

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29
Q

Grievance

A

Complaint formally stated in writing.

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30
Q

Grievance Procedures

A

Specific steps used to resolve grievances.

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31
Q

Grievance Arbitration

A

Means by which a third party settles disputes arising from different or conflicting interpretations of a labor contract.

32
Q

Codetermination

A

Practice in which union or worker representatives are given positions on a company’s board of directors.

33
Q

In the early 20th century, what 2 federal laws were passed that focused on employee’s rights to form labor unions?

A

Railway Labor Act & Norris-LaGuardia Act

34
Q

Railway Labor Act

A

Of 1926 gave railroad employees “the right to orgaize and bargain collectively through representatives of their own choosing.”

35
Q

Norris-LaGuardia Act

A

An Act which guaranteed workers some rights to organize and restricted the issuance of court injunctions in labor disputes.

Context: Under Laws athe the time of the stock market crash and onset of Great Depression 1929, employers were allowed to ask a federal judge to issue and injunction ordering workers to return to work if they were striking or resistant.

36
Q

What are the 3 Major National Labor Laws that are the basis for labor laws now?

A

The Wagner Act, The Taft-Hartley Act and The Landrum-Griffin Act

37
Q

Primary focus of Wagner Act

A

Rights of unions and workers

38
Q

Primary focus of Taft-Hartley Act?

A

Rights of Management

39
Q

Primary Focus of Landrum-Griffin Act?

A

Rights of union members in their unions

40
Q

What is another name for the Wagner Act?

A

National Labor Relations Act or NLRA

41
Q

What name is the Taft-Hartley Act known as?

A

Labor Management Relations Act or LMRA

42
Q

What is one Primary feature the Taft-Hartley Act identified?

A

The fact that unions could also be commiting unfair labor practices.

43
Q

The Taft-Hartley Act established what agency?

A

The Federal Mediation and Conciliation Service (FMCS)

44
Q

What is the FMCS (Federal Mediation and Conciliation Service)?

A

An Agency to help management and labor settle labor contract disputes.

45
Q

What year was the Railway Labor Act Established?

A

1926

46
Q

What year was the Norris-LaGuardia Act established?

A

1932

47
Q

What year was the Wagner Act Established?

A

1935

48
Q

What year was the Taft-Hartley Act Established?

A

1947

49
Q

What year was the Landrum-Griffin Act Established?

A

1959

50
Q

What is another name for the Landrum-Griffin Act?

A

Labor Management Reporting and Disclosure Act

51
Q

What does the Landrum-Griffin Act do?

A

Unions are required to establish bylaws, make financial reports, and provide union members with a bill of rights.

52
Q

As required by the Landrum-Griffin Act, unions must file a finacial report detailing all reciepts and disbursements of funds along with a breakdown of payments made for what following activities?

A 
Representational Activities
Political activity and lobbying
Contributions, Gifts and grants
General overhead
Union administration
53
Q

NLRB vs. Noel Canning 134 S. Ct. 2550

A

Overturned the appointment of several board members of the NLRB.

54
Q

In what 2 ways can unionizing workers begin?

A

1) a union targets an industry, region or a company

2) employees request union representation

55
Q

What is the order of the Typical Unionization Process?

A

1) Organizing campaign
2) Authorization cards/petition filing
3) Representation election
4) Certification
5) Collective bargaining/contract negotiation

56
Q

How can employers try to prevent unionization?

A

Preventative employee relations: emphasize good morale and loyalty based on concern for employees, competitive wages and benefits, a fair system for dealing with employee complaints, and safe working conditions.

57
Q

What percent of employees need to sign a union authorization card before a representation election can be scheduled?

A

30% of the employees in the targeted group

58
Q

Employees who constitute a bargaining unit have mutual interests in what following areas?

A

1) Wages, hours and working conditions
2) Traditional industry groupings for bargaining purposes
3) Physical location and amount of interaction and working relationships between employee groups
4) Supervision by similar levels of management

59
Q

What are the unfair labor practices that are illegal for employers to engage in before an election of a union?

A

TIPS:
T- Threaten - Threaten to reduce pay, fire workers, or take other nagative steps to prevent workers from voting for a union
I- Inerrogate - Grill or quiz employees to learn the identity of the workers who initiated the organizing attempt or how employees are planning to vote.
P- Promise - Promise pay raises, promotions, better working conditions or other perks and benefits in exchange for employees to reject the union.
S - Spy - Follow/tail employees, visit employee gathering places, write down license numbers, and investigate who is participaing in union organizing activities.

60
Q

What percentage of votes does the union need to win?

A

50% of those voting +1

Ex) if a group of 200 employees is the identified bargaining 50 people vote, only 26 need to vote yes for the union to be named as the representative for all 200 employees.

61
Q

What percentage of the bargaining unit of a union nust sign decertification authorization cards before a decertification election can be held?

A

30% of bargaining unit

62
Q

What are the 3 collective bargaining issues categories?

A

Mandatory,Permissive and illegal

63
Q

What are the 3 mandatory subjects that must be discussed during collective bargaining?

A

Compensation, Benefits and working conditions

64
Q

What are the 4 stages of negotiating a contract during collective bargaining?

A

Preparation and initial demands
Negotiations
Settlement or passe
Strikes and lockouts

65
Q

What are the 20 items in a labor agreement?

A
  1. Purpose of agreement 11. Discipline
  2. Nondiscrimination clause 12. separation allowance
  3. Management rights 13. Seniority
  4. Recognition of the union 14. Pension/insurance
  5. Dues checkoff 15. Safety
  6. Wages 16. Grievance procedure
  7. Incentives 17. No-strike or lockout clause
  8. Hours of work 18. Definitions
  9. Vacations 19. Terms of contract (dates)
  10. Sick/absence leaves 20. Appendices
66
Q

If the union and employer cannot come to an agreement and go into bargaining impasse…what happens to the disputes?

A

Disputes can be taken to conciliation, mediation or arbitration

67
Q

What are the 5 types of strikes that can occur?

A
  1. Economic strikes
  2. Unfail labor practice strikes
  3. Wildcat strikes
  4. Jurisdicitional strikes
  5. Sympathy Strikes
68
Q

What is an economic strike?

A

The parties fail to reach agreement during collective bargaining.

69
Q

What is an unfair labor practices strike?

A

Union members leave their jobs over what they feel are illegal employer actions, such as refusal to bargain

70
Q

What is a wildcat strike?

A

Occur during the life of the collective-bargaining agreement without approval of union leadership and violate a no-strike clause in a labor contract. Strikers can be discharged or disciplined.

71
Q

What is a jurisdictional strike?

A

Members of one union walk out to force the employer to assign work to them instead of to members of another union.

72
Q

What is a Sympathy Strike?

A

Once union chooses to express support for another union involved in a dispute, even though the first union has no disagreement with the employer.

73
Q

Grievance arbitration includes what common concerns?

A

Discipline and discharge
Safety and health
Security

74
Q

What are the 5 steps in a typical grievance procedure?

A
  1. Discussion of written grievance between employee, union steward, and supervisor
  2. Meeting between union steward and supervisor’s manager and/or HR manager
  3. Meeting between committee of union officers and company managers
  4. Discussion between national union representative and company executive or corporate industrial relations officer
  5. Arbitration by impartial third party
75
Q

In the USA What are the 4 key union focuses?

A
  1. Economic issues vs. other concerns
  2. Organization by kind of job and employer
  3. Collective agreements as “contracts”
  4. Competitive relations

HRM (3 decks)

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