Chapter 15 - Union-Management Relations Flashcards
Define “Union”.
-A formal association of workers that promotes the interests of its members through collective action.
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Define “Yellow Dog Contracts”.
-Pledges by workers not to join a labor union.
Page 540
Define “Protected Concerned Activities”.
-Actions taken by employees working together to try to improve their pay and working conditions, with or without a union.
Page 541
Define “Unfair Labor Practices”.
-Actions that employers are legally prohibited from taking to prevent employees from unionizing.
Page 541
Define “Right-to-Work Laws”.
-State laws that prohibit requiring employees to join unions as a condition of obtaining or continuing employment.
Page 543
Define “Open Shop”.
-Employer in which workers are not required to join or pay dues to a union.
Page 543
Define “Closed Shop”.
-Employer that requires individuals to join a union before they can be hired.
Page 544
Define “Microunit”.
Bargaining unit that includes only one job category or department within a company.
Page 545
Define “No-solicitation Policy”.
-Policy that restricts employees and outsiders from distributing literature or soliciting union membership on company premises.
Page 547
Define “Salting”.
-Practice in which unions hire and pay people to apply for jobs at certain companies to begin organizing efforts.
Page 547
Defin “Union Authorization Card”.
-Card signed by employees to designate a union as their collective bargaining agent.
Page 548
Define “Bargaining Unit”.
-Employees eligible to select a single union to represent and bargain collectively for them.
Page 548
Define “Decertification”.
-Process whereby a union is removed as the representative of a group of employees.
Page 551
Define “Collective Bargaining”.
-Process whereby representatives of management and workers negotiate over wages, hours, and other terms and conditions of employment.
Page 551
Define “Management Rights”.
-Rights reserved so that the employer can manage, direct, and control its business.
Page 551
Define “Union Security Provisions”.
-Contract clauses to help the union obtain and retain members and collect union dues.
Page 552
Define “Due Checkoff Clause”.
-Provides for the automatic deduction of union dues from the payroll checks of union members, thus enabling employers to transfer dues to unions through one comprehensive payment.
Page 552
Define “Mandatory Issues”.
-Negotiation topics and collective bargaining issues identified specifically by labor laws or court decisions as subject to bargaining.
Page 552
Define “Permissive Issues”.
-Collective bargaining issues that are not required but might relate to certain jobs or practices.
Page 553
Define “Illegal Issues”.
-Collective bargaining issues that would require either party to take illegal action.
Page 553
Define “Ratification”.
-Process by which union members vote to accept the terms of a negotiated labor agreement.
Page 554
Define “Conciliation”.
-Process by which a 3rd party facilitates the dialogue between union and management negotiators to reach a voluntary settlement.
Page 555
Define “Mediation”.
-Process by which a 3rd party suggests ideas to help the negotiators reach a settlement.
Page 555
Define “Arbitration”.
-Process the uses a neutral 3rd party to make a decision.
Page 555
Define “Lockout”.
-Management shuts down company operations to prevent union members from working.
Page 555
Define “Strike”.
-Union members refuse to work in order to put pressure on an employer.
Page 555
Define “Affinity Groups”.
-Groups for employees who share a common interest or characteristic.
Page 558
Define “Complaint”.
-Indication of employee dissatisfaction.
Page 558
Define “Grievance”.
-Complaint formally stated in writing.
Page 558
Define “Grievance Arbitration”.
-Means by which a third party settles disputes arising from different or conflicting interpretations of a labor contract.
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