CH 16: Union - Management Relations

Question 1

Union

Answer 1

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

Question 2

Yellow Dog Contracts

Answer 2

Pledges by workers not to join a labor union

Question 3

Protected Concerted Activities

Answer 3

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

Question 4

Unfair Labor Practices

Answer 4

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

Question 5

Right to-work Laws

Answer 5

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

Question 6

Open Shop

Answer 6

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

Question 7

Closed shop

Answer 7

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

Question 8

Microunit

Answer 8

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

Question 9

No-solicitation policy

Answer 9

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

Question 10

Salting

Answer 10

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

Question 11

Union Authorization Card

Answer 11

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

Question 12

Bargaining Unit

Answer 12

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

Question 13

Decertification

Answer 13

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

Question 14

Collective Bargaining

Answer 14

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

Question 15

Management Rights

Answer 15

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

Question 16

Union Security Provisions

Answer 16

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

Question 17

Dues Checkoff Clause

Answer 17

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

Question 18

Mandatory Issues

Answer 18

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

Question 19

Permissive Issues

Answer 19

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

Question 20

Illegal Issues

Answer 20

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

Question 21

Ratification

Answer 21

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

Question 22

Conciliation

Answer 22

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

Question 23

Mediation

Answer 23

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

Question 24

Arbitration

Answer 24

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

Question 25

Lockout

Answer 25

Management shuts down company operations to prevent union members from working

Question 26

Strike

Answer 26

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

Question 27

Affinity Groups

Answer 27

Groups of employees with a common interest or characteristic.

Question 28

Complaint

Answer 28

Indication of employee dissatisfaction.

Question 29

Grievance

Answer 29

Complaint formally stated in writing.

Question 30

Grievance Procedures

Answer 30

Specific steps used to resolve grievances.

Question 31

Grievance Arbitration

Answer 31

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

Question 32

Codetermination

Answer 32

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

Question 33

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

Answer 33

Railway Labor Act & Norris-LaGuardia Act

Question 34

Railway Labor Act

Answer 34

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

Question 35

Norris-LaGuardia Act

Answer 35

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.

Question 36

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

Answer 36

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

Question 37

Primary focus of Wagner Act

Answer 37

Rights of unions and workers

Question 38

Primary focus of Taft-Hartley Act?

Answer 38

Rights of Management

Question 39

Primary Focus of Landrum-Griffin Act?

Answer 39

Rights of union members in their unions

Question 40

What is another name for the Wagner Act?

Answer 40

National Labor Relations Act or NLRA

Question 41

What name is the Taft-Hartley Act known as?

Answer 41

Labor Management Relations Act or LMRA

Question 42

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

Answer 42

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

Question 43

The Taft-Hartley Act established what agency?

Answer 43

The Federal Mediation and Conciliation Service (FMCS)

Question 44

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

Answer 44

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

Question 45

What year was the Railway Labor Act Established?

Answer 45

1926

Question 46

What year was the Norris-LaGuardia Act established?

Answer 46

1932

Question 47

What year was the Wagner Act Established?

Answer 47

1935

Question 48

What year was the Taft-Hartley Act Established?

Answer 48

1947

Question 49

What year was the Landrum-Griffin Act Established?

Answer 49

1959

Question 50

What is another name for the Landrum-Griffin Act?

Answer 50

Labor Management Reporting and Disclosure Act

Question 51

What does the Landrum-Griffin Act do?

Answer 51

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

Question 52

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?

Answer 52

``` Representational Activities Political activity and lobbying Contributions, Gifts and grants General overhead Union administration ```

Question 53

NLRB vs. Noel Canning 134 S. Ct. 2550

Answer 53

Overturned the appointment of several board members of the NLRB.

Question 54

In what 2 ways can unionizing workers begin?

Answer 54

1) a union targets an industry, region or a company | 2) employees request union representation

Question 55

What is the order of the Typical Unionization Process?

Answer 55

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

Question 56

How can employers try to prevent unionization?

Answer 56

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.

Question 57

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

Answer 57

30% of the employees in the targeted group

Question 58

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

Answer 58

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

Question 59

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

Answer 59

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.

Question 60

What percentage of votes does the union need to win?

Answer 60

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.

Question 61

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

Answer 61

30% of bargaining unit

Question 62

What are the 3 collective bargaining issues categories?

Answer 62

Mandatory,Permissive and illegal

Question 63

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

Answer 63

Compensation, Benefits and working conditions

Question 64

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

Answer 64

Preparation and initial demands Negotiations Settlement or passe Strikes and lockouts

Question 65

What are the 20 items in a labor agreement?

Answer 65

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

Question 66

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

Answer 66

Disputes can be taken to conciliation, mediation or arbitration

Question 67

What are the 5 types of strikes that can occur?

Answer 67

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

Question 68

What is an economic strike?

Answer 68

The parties fail to reach agreement during collective bargaining.

Question 69

What is an unfair labor practices strike?

Answer 69

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

Question 70

What is a wildcat strike?

Answer 70

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.

Question 71

What is a jurisdictional strike?

Answer 71

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

Question 72

What is a Sympathy Strike?

Answer 72

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

Question 73

Grievance arbitration includes what common concerns?

Answer 73

Discipline and discharge Safety and health Security

Question 74

What are the 5 steps in a typical grievance procedure?

Answer 74

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

Question 75

In the USA What are the 4 key union focuses?

Answer 75

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