EXAM 3 UNIONS & LABOR RELATIONS

Question 1

unions

Answer 1

formal association of employees that promotes their interests (terms and conditions of employment) through collective action

purpose- negotiation, administration, + lobbying (w/ congress for all employees) (NOT GETTING WHAT THEY WANT)

if successful –> labor contract, make sure company is doing what they said they would

pros- better wages, safety, benefits, net, hard to fire
cons- pay dues, not paid during strike, limit managers

also emphasizes seniority

Question 2

union membership

Answer 2

membership has been declining

public > private sector

reasons? outsourced popular unionized jobs, more laws, anti-union stance in the US

Question 3

national labor relations act of 1935 (wagner act)

Answer 3

only private sectors

employee rights…
- form, join, assist unions
- negotiate collectively
- engage in concerted activities
- refrain from union activities (don’t have to be in one)

doing this as management is ILLEGAL (cannot interfere or be involved)
- cannot discriminate based on this, cannot retaliate

have to try to come to an agreement (bargain in good faith)

Question 4

established the national labor relations board (NLRB)

Answer 4

file unfair practice charge w/ this group and they’ll investigate

conducts elections (enough votes for a union)
investigates unfair labor practices

pro-union = violence, threats, too much power

Question 5

labor management relations act of 1947 (TAFT-HARLEY ACT)

Answer 5

pro-management

what is illegal for unions…
- interfering with, restraining, or coercing employees in exercise of their rights
- causing employers to discriminate because of unionship
- charging excessive dues
- refusing to bargain in good faith

right to work provisions (each state diff)
- open shop
- closed shop
- union shop
- agency shop

Question 6

open shop

Answer 6

employment to all (not required to be in union)

Question 7

closed shop

Answer 7

have to be a union member before even considered for employment

Question 8

union shop

Answer 8

after certain amount of days, have to join union

Question 9

agency shop

Answer 9

you decide whether you join or not (either way have to pay dues still)

Question 10

colorado right to work provision

Answer 10

open, union, agency

Question 11

civil service reform act of 1978

Answer 11

government…
allows federal employees to unionize (cannot strike though)

established the federal labor relations authority (FLRA)
- investigates unfair labor practices + elections

Question 12

union organizing process

Answer 12

• initial contact (employee & union) -reach out to companies
• organizing campaign (union rep, labor relations consultants, union salting) - companies discourage union
• authorization cards (need at least 30% of employees to sign)- card asking for contact info and stating interest in union
• election campaign (what companies + unions can + cannot do, TIPS)- forbid distribution during work hrs, how a union would hurt, pros of unions (both sides convincing)
• election (need majority of votes to win, certification, decertification)- win: year to operate, lose- wait for another election for a year

decertification: 30% employees to sign saying they don’t want to be represented by the union –> election

certification: representative of employees, collective bargaining process to get labor contract

Question 13

union salting

Answer 13

employee of the union is unknowingly hired by the company as an employee

organize from inside the company

Question 14

T.I.P.S union

Answer 14

threaten- companies cannot threaten to fire or shut down, unions cannot threaten violence

interrogate- how you feel about unions, how you vote in election

promises- cannot promise higher pay or benefits

spy- have to stay away from meetings or events

Question 15

bargaining impasse

Answer 15

union and company don’t agree

resolving…
- alternative dispute resolution (bringing in a neutral 3rd party)
- mediation (neutral party tries to get them to communicate and then offer suggestions)
- arbitration (neutral party listens to both sides and then make a decision BINDING)

picketing- employees share with public what’s going on (signs)

strikes- refusing to work (risky, not paid, but unions might have strike funds, could lose job)
- economic (company has right to replace but can’t fire strikers)
- unfair labor practice (can only hire temporary replacements and strikers get their job back)
- sympathy (union supports other unions on strike, risky, can be fired)
- wildcat (no strike clause– during contraction –> no strikes, employees can be fired because they violated the contract)

slowdown- work very slowly to hurt productivity ILLEGAL

boycott- picket a distributor of company’s products (as long as they don’t prevent customers from entering)

lockout- shut down company, force employees not to work, can hire temporary replacements

Question 16

collective bargaining process

Answer 16

1. preparation and initial demands
2. negotiations
3. contract ratification + administration OR bargaining impasse