Ch14 Labor/Management Relations Flashcards
The development of labor-related organizations dates to the Middle Ages in Europe, around what year?
1100 AD
The traditions of guilds and craft unions spread to North America as immigrants arrived from Europe in what century?
1600’s
Developed during the Industrial Revolution as a response to the working conditions in heavy industry that seemed to take advantage of the worker
Organized Labor Unions
A pledge that job applicants were required to sign stating that they would not join a union
Yellow-Dog Contract
Legislation that made yellow-dog contracts unenforceable by any US court
Norris-La Guardia Act of 1932
Legislation that guaranteed unions the right to conduct collective bargaining
National Industrial Recovery Act (NIRA) of 1933
- Ruled unconstitutional and voided in 1935 by Supreme Court
Legislation that attempted to restrain management and equalize the power of both management and labor
- Introduced by Senator Robert Wagner (NY) in 1935
- Allowed workers to decide who would represent them in the bargaining process
- Established the National Labor Relations Board (NLRB)
- Defined unfair labor practices
- Prohibited management from interfering with or coercing employees who tried to organize
- Required management to bargain with a recognized union
- Outlawed yellow-dog contracts entirely
Wagner-Connery Act of 1935
- No penalties for any violations
Guaranteed that private sector workers would receive overtime pay at 1 1/2 times their normal rate of pay for work beyond 40hrs in one week
Fair Labor Standards Act (FLSA) of 1938
Legislation that provided specific penalties for NLRB violations, including fines and imprisonment
Taft-Hartley Act of 1947
Organization of employees authorized to bargain with an employer for working conditions
Union
Business or industrial establishment for which employment is not restricted to a particular trade union membership; also an agreement under which union membership is not required
Open Shop
Business or industrial establishment for whose employees are required to be union members or agree to join a union within a specified time period after being hired
Closed Shop
Agreement that requires an employee to join a union at some point after the employment relationship begins
Union Shop
Prohibits employers or unions from requiring workers to belong to a union in order to have a job
Right to work law
Group of employees that are represented by a union or labor organization
Bargaining Unit
Negotiation between organized employees and their employer to determine wages, hours, benefits and working conditions
Collective Bargaining
Work stoppage that results from a coordinated refusal on the part of employees to perform assigned work
Strike
Withholding of work from employees and the closing of a workplace by an employer during a labor dispute
Lockout (Shutout)
Legislation introduced as a reaction to widespread corruption in older union locals found following the merger of the AFL and CIO
Landrum-Griffin Act of 1959
- Officially the Labor-Management Reporting and Disclosure Act
How many government employees were members of labor unions in the mid-1950’s?
Fewer than 1 million
By 1970, public unions grew to more than __million members
4 million
In what year did employees of the US Postal Service go on strike?
1970
- The postmaster general negotiated with strikers even though he was forbidden by law
President Reagan fired all striking members and decertified the union
Professional Air Traffic Controllers Organization (PATCO) in 1981
Determines the working condition, wages, and benefits for the duration of the contract, usually 1 year or more
Collective Bargaining Process or Negotiation Process
Three suggestions by the IAFF for solving communications problems that are valid for both sides of the negotiation process
- Ensure quality communications
- Understand the audience
- Hold two-way dialogues
This type of bargaining requires both parties to continually focus on the welfare of the public
Mutual Gains Bargaining
Perceived type of confrontation that can generate resentment within the organization with both membership and management viewing each other on a them-us basis
Win-lose confrontation
Developed jointly by the department and the leadership of Phoenix Firefighters Union L493, the goal of this process is to foster an open, respectful and trusting relationship between members of the bargaining unit and department management
Relations by Objectives (RBO)
A third, neutral party talks with each side and discovers the real issues and concerns that are stalling negotiations
Mediation
Arbitrators look at facts and then develop solutions. Suggestions are not binding.
Fact Finding
Arbitrators hear evidence from both sides in the dispute and determine a binding solution
Arbitration
A complaint by an employee
Grievance
Issues covered by a grievance (5)
- Demotion
- Suspension without pay
- Termination without cause
- Work assignments that violate CBA, policy, law
- Work conditions that violate CBA, policy, law
Public vs Private Union (4)
Public:
- Monopoly of services
- Service is vital to community
- Disputes usually resolved in court system
- Laws are not uniform
Private:
- Competitive market for services
- Services are important but not vital
- Disputes usually settled outside of court
- Laws are generally uniform
