Chapter 13 Creating Positive Employee-Management Relations Flashcards
3 types of unions
- industrial unions: semiskilled employees in manufacturing industries
- trade unions: skilled employees in a single trade
- employee associations: professional employees (healthcare, teachers)
National Labor Relations Act of 1935
encourages a healthy relationship between private sector workers and their employers
guarantees the right of non-mangerial employees of firms engaged in interstate commerce to join unions and bargain collectively
curb work stoppages and strikes
aka Wagner Act
protects workers’ right to join a union
prohibits unfair labor practices
Railway Labor Act
governs employment relations for airlines and railroads and is enforced by the National Mediation Board
substitue bargaining, arbitration, and mediation for strikes in resolving labor disputes
National Labor Relations Act of 1947
Taft-Hartley Act
amended the Wagner Act to clarify what are considered unfair labor practices by unions an employees to extend the Wagner Act’s protections
legalized state right-to-work laws that prohibit union shops in which all workers in a unionized workplace are forced to join the union and pay dues
right-to-work laws
state laws that prohibit union shops in which all workers in a unionized workplace must join the union and pay dues
union shops
all workers in a unionized workplace are forced to join the union and pay dues
closed shop
exclusively employs people who are already union members
agency shop
requires nonunion workers to pay a fee to the union for its services in negotiating their contracts
open shop
does not discriminate based on union member ship in employing or keeping workers
Labor Management Reporting and Disclosure Act of 1959
Landrum-Griffin Act
outlined a bill of rights for union members and established procedures for union elections, discipline, and financial reporting
How do unions organize?
first obtain the signatures of at least 30% of employees requesting a union
then NLRB verifies the signatures and orders a secret ballot election
if over half the employees signa a authorization card requesting a union the employer can choose to waive the secret ballot election process and voluntarily recognize the union
employer is never able to identify who is in the union
card check
employees signa a card of support if they are in favor of unionization; if a majority of workers signa union authorization card, the NLRB requires the employer to recognize the union without a secret ballot election
decertification election
an election to determine if a majority of employees want to no longer be represented by a union
work center
nonprofit community organizations that offer services to their members including worker advocacy
collective bargaining
occurs when the employer and the union negotiate in good faith on employment terms and conditions to generate a written contract
hard bargaining
taking a strong position on an issue
surface bargaining
going through the motions of negotiations with no intent of reaching an agreement
would violate the law
3 categories of collective bargaining
mandatory, permissive, and illegal subjects
mandatory
those required by the National Labor Relations Board and by law
permissive
may be negotiated but do not have to be
illegal
may not be negotiated
rights protected under federal or state law
negotitation
a process in which two or more parties make offers
distributive negotitation
occurs under zero-sum conditions where any gain to one party is offset by an equivalent loss to the other party
integrative negotiation
a win win negotiation in which the agreement involves no loss to either party
