Employee and Labor Relations 2 (Mod 5) Flashcards
Weingarten Rights
Right of a unionized employee to have another person present during certain investigatory interviews (occur when supervisor questions an employee to obtain info that could be used as basis for discipline or asks employee to defend his/her conduct)
When an employee requests the presence of a union rep, management can: 1) stop questioning until rep arrives. 2) give employee option of continuing without a rep or forego the interview and have disciplinary action made on basis of other info, without employee input
Operations During a Strike
NLRA recognizes the right of the employer to operate during economic strike – to transfer work to another facility; run the business with supervisory personnel and people not in the bargaining unit, or hire replacements for the employees; protect their property from trespass and replacement workers from assault
Replacement of Strikers
If replacements were hired on a temporary basis for economic strikers, the employer must displace temporary workers with the returning strikers.
If replacements were hired on a permanent basis for economic strikers, strikers can come back only if there is a substantially equivalent position open. Strikers must be placed, however, on a preferential hiring list.
If a strike was the result of an ULP, the employer may hire only temporary replacements and is required to reinstate strikers.
Sympathy Strike
Union engaged in a sympathy strike has no contractual relationship with the struck employer but refuses to work in support of another union that is striking that employer.
Secondary Boycotts
Occur when a union attempts to influence an employer by exerting pressure on another employer
Actions that would make an employer a primary target: ally doctrine; single employer joint employer, alter ego doctrines; double breasting; straight-line operations
Unprotected Strike Activities
strikes in violation of a no-strike clause; sit-down strikes; slow-down strikes; picket line misconduct; strike violence
Compensation During Strikes
Unions generally maintain a strike fund to help offset lost wages. In a few states, workers may collect unemployment
Characteristics of Union Free Organizations
Clearly articulated position regarding unionization; Fair and consistent treatment of employees; access to career opportunities; balanced promotion decisions; communication programs and feedback mechanism; problem solving procedures; counseling; compensation and benefits programs and practices; performance appraisal; rewards and recognition; management/supervisor training
Job Posting vs Job Bidding
Job posting = currently available positions are “posted” so interested and qualified employees may apply
Job bidding = individuals are allowed to express interest in future opportunities and openings
Five Characteristics of Job Design
Skill variety: extent to which jobs require a variety of different activities for successful completion
Task identity: extent to which a job requires a “whole” identifiable unit of work
Task significance: extent to which the job has a substantial impact on other people
Autonomy: extent of individual freedom and discretion in work and its scheduling
Feedback: amount of clear info received about how well or poorly the job has been performed
Job Enlargement
Job Enrichment
Job Rotation
Job Enlargement: broadening the scope of a job by expanding the number of different tasks to be performed
Job Enrichment (aka vertical integration): increases depth of job by adding responsibility for planning, organizing, controlling, evaluation
Job rotation (horizontal integration): shifting people between comparable but different jobs
Bandwidth Time and Core Time
Bandwidth Time: time during which hours may be scheduled
Core Time: hours when everyone is present
Five Types of Teams:
Definitions/Permanent or Ad Hoc?
Committee: come together for the accomplishment of a specific organizational objective (PERMANENT)
Project team: come together for a specific project (AD HOC)
Self-directed team: works in a “self managing way”; given complete autonomy in a specific area of work (PERMANENT)
Task Force: temporarily allocates personnel and resources for the accomplishment of a specific objective; usually volunteers (AD HOC)
Work teams: responsible for a given end product; permanent part of daily work (PERMANENT)
Employee Survey Considerations:
Questions, Methods, Languages, Reading Levels
?
Focus Groups:
Pros/Cons
Pros:
Flexible format comfortable for discussion
Faster and less costly to complete than surveys
Allow for group brainstorming
Can provide group consensus
Enable HR to learn about employees
Give employees direct input
Cons: Foster "group think" Difficult to control Don't allow for deep discussion Can provide skewed results if participants are not representative NLRA domination risk