Exam 3 Study Guide Flashcards
organizations formed for the purpose of representing their members’ interest in dealing with employers
Unions
field that emphasizes the skills managers and union leaders can use:
1) to minimize costly forms of conflict (such as strikes and locations)
2) seek win-win solutions to disagreements
Labor Relations
What are the pros of the union form them members perspective?
- Higher wages
- representation in disciplinary/ discharge cases
- greater job security
- better healthcare, pension, and paid time-off benefits
- system for grievance handling
What are the cons of the union from a member perspective?
- union dues
- fewer individual rewards based on performance
What are the pros of the union from the managers perspective?
- fewer individual requests/ complaints
- standard rules for reducing friction at the workplace
what are the cons of the union from the managers perspective?
-higher personnel costs reduce competitive position
-less flexible work rules
-greater time spent on grievances
-
what are the pros of the union from the society perspective?
- increased middle class
- leadership in passing major employment laws
- less competitive global position U.S. firms less competitive in global markets
what are the cons of the union from the society perspective?
- image of union leaders
- less relevant in todays global market place
means that if a majority of employees vote to hiring in a union to a company, the employees have a “______ ____ _______” there regardless if they join the union or not
Right to Work
How many states have right to work laws?
27
Gives employees the rights, without fear of persecution to:
- self-organization
- form, join, or assist labor organizations
- bargain collectively through representatives of their own choosing
- engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection. (strikes included)
- and refrain from such activities unless that right may be affected by an agreement that requires membership in a labor organization as a condition of employment
The National Labor Relations Act (NLRA) of 1935 (The Wagner Act)
amendment to 1935 NLRA that rebalanced employer and employee rights by prohibiting specific unfair practices by unions including:
-wildcat strikes and secondary boycotts
-union shops
-coercive tactics
also permits the gov’t to receive an 80-day injunction against strikes that threaten the national economy
Taft-Hartley Act of 1947
What are three reasons that workers may go on strike
unfair labor practices
economic reasons
sympathy strikes
- reason workers may go on strike
- strikes intended to oppose unfair or unlawful practices by an employer, such as violations of minimum wage or overtime compensation laws, unsafe working conditions, or interference with labor organizing efforts
Unfair Labor Practices
- reason workers may go on strike
- strikes intended to gain concessions from the employer, such as higher wages, improved working conditions, or additional employment benefits
Economic Reasons
- reason workers may go on strike
- refusal to cross a picket line in sympathy for or solidarity with striking workers
Sympathy Strikes
sudden, unexpected strike in which there is no warning by the striking workers. The striking workers did not follow proper procedure for going on strike and no official support by the union leadership
Wildcat Strike
picketing the premises of a customer or supplier who, though not a direct party to a labor dispute, is buying from or selling to a party involved in a strike action
Secondary Picketing
5 U.S.C. Section 731 1 federal law prohibits U.S. government employees from:
(Does not prevent them from unionizing and collective bargaining)
- striking
- publicly claiming they have the right to strike or belonging to a union that claims the right to strike.
Firms that employ (full time) more than 100 people must notify employees of layoff at least 60 days ahead of time when laying off more than 50 people. All workers included in this notice including hourly & salary workers and managers
The Worker Adjustment and Retraining Notification act (Warn) of 1988
Union organizing: No TIPS:
- no threats
- no interrogations
- no promises
- no spying
- Union organizing No (T)ips
- managers can’t threaten that the firm will shut down a facility that votes to unionize
No Threats
- Union organizing No T(I)PS
- managers can’t ask an employee about union organizing activities
No Interrogation
- union organizing No TI(P)S
- managers can’t promise employees pay or benefits rewards if they vote against union authorization
No Promises