Chapter 13: Dealing With Employee Management Issues Flashcards
Labor union
An employee organization whose main goal is representing its members in emplyee- management negotiations of job related issues
Craft union
An organization of skilled specialist in a particular craft or trade
Typically local or regional
Industrial union
Consists of unskilled and semi-skilled workers in mass production industries such as automobile manufacturing and mining
Independent local organization
A union that is not formally connected or affiliated with any other labour organization
Local union
Directly charted union
Union that is directly affiliated to a labour congress to whom it pays per capita dues and receives services
National union
A union that only represents workers in Canada
International union
Union that has its headquarters outside of Canada (usually the USA)
Unionization rate
Number of employed individuals who are union members as a proportion of the total number of emplyed individuals
Coverage rate
Measure of the proportion of emplyee individuals, both union members and non-unionized employees, who are covered by a collective agreement
Employees have 3 basic rights
1) right to refuse unsafe work
2) right to participate in the workplace health and safety activities
3) right to know about potential dangers in the workplace
Sexual harassment
Unwelcome conduct of a sexual nature that detrimentally affects the work environment or leads to adverse job related concequences for the victim or the harassment
Workplace violence
Any act in which a person is abused, threatened, initimidated, or assaulted by his or her employment
Bullying
Acts or verbal comments that could mentally hurt or isolate a person in the workplace
Collective bargaining
The process whereby union and management representatives negotiate a contract for workers
Certification
Formal process whereby a union is recognized by the Labour Relations Board as the bargaining agent for a group of employees
Decertification
Process by which workers can take away a unions right to represent them
Labour contact
An agreement that sets the tone and clarifies the terms and conditions under which management and labour agree to function over a period of time
Givebacks
Concessions made by union members to management; gains from previous labour negotiations are given back to management to help employers remain competitive and thereby save jobs
Union security clause
Provision in a negotiated labour- management agreement that stipulates that employees who benefit from a union must either officially join or at least pay duties to the union
Closed shop agreement
Clause in a negotiated labour-management agreement that specifies workers need to be members of a union befor being hired
Union shop agreement
Clause in a negotiated labour- management agreement that says workers do not have to be members of a union to be hired, but must agree to join the union within a prescribed period
Usually 30,60,90 days
Agency shop agreement aka rand formaula
Clause in a negotiated labour - management agreement that says employers may hire non-union workers; employees are not required to join the union but most pay union dues
Open shop agreement
Clause in a negotiated labour - management agreement that says employees are free to join or not join the union and pay or not pay union dues
Grievance
A charge by employees that management is not abiding by or fulfilling the terms of the negotiated labour - management agreement
Shop stewards
Union officials who work permanently in an organization and represent employee interests on a daily basis
Bargaining zone
Range of options between the initial and final offer that each party will consider before negotiations dissolve or reach an impasse
Conciliation
The use of government appointed third part to explore solutions to labour-management dispute
Mediation
Use of a third party, called a mediator, who encourages both sides in a dispute to continue negotiating and often makes suggestions for resolving the dispute
Arbitration
An agreement to bring in an impartial third party to render a binding decision in a labour dispute
Strike
Workers refuse to go to work
Primary boycott
When a union encourages both its members and the general public not to buy the product of a firm involved in a labour dispute
Secondary boycott
An attempt by labour to convince others to stop doing business with a firm that is the subject of a primary boycott
Lockout
Attempt by management to put pressure on unions by temporarily closing the business
Injunction
A court order saying go back to work
Strike breakers
Replacement workers hired to do jobs of striking emplyees until the labour dispute is resolved
Back-to-work legislation
A special law passed by the federal or provincial government that orders an end to a labor-management dispute in an industry the government decided is essential for the economy
Profit= Revenue- Cost, how does this raise issues to managment and emplyess
Managers wants to make as much profit as possible, where employees constantly want to be paid more. Therefore profit and costs are always head to head
Hire for _____ , train for _____
Attitude, skill
3 steps that lead to final collective agreement between labour union and managment
Concellation, mediation, arbitration
Labour weapons
strikes, boycotts, picketing
Management weapons
Strike breakers, lockout, bankruptcy, injunction
