Employee & Labor Relations Flashcards
Method of nonbinding dispute resolution by which a neutral third party tries to help disputing parties reach a mutually agreeable decision; also called conciliation.
Mediation
Action taken in support of another union that is striking the employer.
Sympathy strike
Orderly way to resolve differences of opinion.
Grievance procedure
Ownership of innovation by an individual or business enterprise; includes patented, trademarked, or copyrighted property
Intellectual property (IP)
Groups that represent employees, generally on a local or organizational level, for the primary purpose of receiving from employers and conveying to employees information about the workforce and the health of the enterprise.
Works councils
Positioning of employees at a place of work targeted for the action for the purpose of protest.
Picketing
Principle of employment in the U.S. that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and that employees have the right to quit a job at any time.
Employment at-will
Common form of post-employment agreement, especially in knowledge industries, in which employee agrees not to discuss knowledge gained during employment.
Non-disclosure agreement (NDA)
Violation of employee rights; act prohibited under labor relations statutes.
Unfair labor practice (ULP)
Common form of post-employment agreement that prevents employee from leaving to work for one of employer’s competitors.
Non-compete agreement (NCA)
Method of nonbinding dispute resolution by which a neutral third party tries to help disputing parties reach a mutually agreeable decision; also called mediation
Conciliation
Work stoppages at union contract operations that have not been sanctioned by the union.
Wildcat strike
Broad statement that reflects an organization’s philosophy, objectives, or standards concerning a particular set of management or employee activities
Policy
Attempt by a union to influence an employer by putting pressure on another employer, for example, a supplier.
Secondary action
Various forms of collective employee actions taken to protest work conditions or employer actions.
Industrial actions
Form of corrective discipline that implements increasingly severe penalties for employees.
Constructive discipline
Refusal by workers to work; also refusal by workers to leave their workstations, making it impossible for the employer to use replacement workers.
Sit-down strike
Umbrella term for the various approaches and techniques, other than litigation, that can be used to resolve a dispute.
Alternative dispute resolution (ADR)
Action of an employer to shut down operations to prevent employees from working.
Lockout
Group of workers who coordinate their activities to achieve common goals in their relationship with an employer or group of employers; also called labor union.
Trade union
Form of corporate governance that requires a typical management board and a supervisory board and that allows management and employees to participate in strategic decision making.
Codetermination
Agreement that requires specific contractors to accept certain conditions in project contracts, such as paying a fair wage and contributing to health insurance, pension, and training funds.
Project labor agreement (PLA)
Process by which management and union representatives negotiate the employment conditions for a particular bargaining unit for a designated period of time
Collective bargaining
Method of dispute resolution by which disputing parties agree to be bound by the decision of one or more impartial persons to whom they submit their dispute for final determination.
Arbitration
Group of workers who coordinate their activities to achieve common goals in their relationship with an employer or group of employers; also called trade union.
Labor union
Situation in which workers slow processes by performing tasks exactly to specifications or according to job or task descriptions.
Work-to-rule
a neutral party with limited powers; he or she cannot negotiate for one party
ombudsperson
An ombudsperson is a neutral party with limited powers; he or she cannot negotiate for one party. The ombudsperson can investigate the dispute, establish facts, and refer the matter, along with the evidence, to management or to other forms of ADR. The ombudsperson cannot impose a decision or refer the matter for outside litigation.
the right of workers to join (or not join) an organization of their choosing without prior authorization by their employer.
Freedom of association
